Last week a BlueSteps member raised the issue of whether unsolicited resumes should be sent to executive recruiters. He had recently been made redundant and had been advised that he should be discrete in his job search using his own network of contacts. However, after five months this approach had not unearthed any new opportunities and he was starting to face significant financial pressures. Should he now head down the path of sending out unsolicited resumes/CVs?

While many professionals have had success sending out unsolicited resumes, I would recommend controlling the volume. Targeted distribution to quality search consultants is key. You can use directories of executive recruiters to develop a target list of consultants handling searches in your industry, function and geographic location. BlueSteps offers SearchConnect, an online directory of all AESC members. There are numerous other online resources with listings of recruiters, although certainly do some research on the firms listed before making outreach. AESC Member firms are held to strict ethical and professional standards, and when it comes to firms that are not members of the AESC you should look for other professional affiliations, information about how the firm will handle your sensitive career information, etc before sharing it with them.

Once you have identified a quality and targeted list of appropriate consultants, contact them to offer your expertise/network to help with searches they are working on. Afterwards, mention that you are also open to opportunities. Recruiters rely on networking to identify candidates and find it helpful to talk to experts in the market place regarding their current assignments. It’s very important to spend a significant portion of your career strategy on networking (and not just with recruiters - friends, associates, colleagues, online networking, are all important). It is estimated that 80% of candidates find jobs through business contacts, friends and referrals.

Categories: Rubin's Cube - Career Q&A
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