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This months Newsletter starts with a cautionary tale, by way of a question… to you.

Home / News / This months Newsletter starts with a cautionary tale, by way of a question… to you.

This month I would like to start with a cautionary tale (and a bit of a rant!).

Who has your CV and what are they doing with it ? I don't mean to sound alarming but something happened again this week that is happening ever more often and its likely to lose a man his job!!!

The Internet is changing the way we all operate in our private and professional lives, its now very easy to email or post your CV, it takes seconds but you need to understand once it leaves you it takes on a life of its own.

We have a Candidate who is looking for a new job but of course doesn't want his current employer to find out, nothing unusual in that but imagine his surprise when he got to work on Wednesday morning to be hauled into the boss's office and asked why he was looking for a new job. His boss had been told by somebody that his CV had been sent to them by a another Motor Industry recruitment agency who of course will have to remain nameless. The ensuing conversation between Candidate and boss was not a comfortable one, to the degree that his boss is likely to decide the timing of his departure and not the Candidate.

So how did this happen ? The Candidate back tracked the source and the CV was sent without his knowledge, he didn't even know he was registered with this particular agency ! At JGA we operate a code of conduct, part of which is we don't forward anybodies name and CV unless we have spoken to the Candidate and Ok'd it, this means a Candidate controls where his or her CV goes, we also have a system that interlocks and indentifies a potential conflict before it happens and all my Recruiters are regionally based and know the area well. Apart from stopping any issues it also means Candidates and Clients are only put in touch when its relevant, when its likely to result in an interview and hopefully a job offer plus this it saves everybody's time apart from ours (it takes us a lot of energy and caution on our part) and this brings me to the point.

Technology has changed recruitment greatly in the last couple of years it brings automation, speed and operation in bulk. For example one particular national online CV database we use currently holds 4.3 million active CV's and I can access every one of those individuals private details quicker than I can click my mouse and that's only one of around 5 we use. This certain national Motor Industry recruitment agency uses this 'power' to its fullest, they employ admin people in a office who spend all day inputting CV's from anywhere they can find them, they cut and paste details into their system and 'Blunderbuss' them automatically on spec and in quantity to as many people as possible. They don't interview, they don't qualify, they don't even ring you, they just pass your details in full onto anybody and everybody.

In this case and a number of others recently the CV has got back to the person's employers as the law of averages says its going to and from experience that results 99% of the time in the employer picking the time of the employees departure usually within the following 3 months.

But why do they do this? Well recruitment is a competitive game, the way we at JGA (and I have to say a number of other decent Recruiters) do it takes time, knowledge of the market and expertise. This particular volume agency works in an office only and sends hundreds a day on the principal that if they get your name in front of an employer first, if you do end up getting a job (by any means, including knowing them yourself and making a direct approach) and they get to hear about it they go back to the employer and send them an invoice claiming they introduced them first (the law states that anybody who introduced you first in the last 6 months can claim a fee). It doesn't matter that they didn't qualify, present or introduce you properly or even spend time getting you the interview, it’s only about the volume resulting in a hit rate