As with anyone who has their resume posted online, I get the constant stream of possible opportunities from various agencies. This is just a fact of making your information available. I don't have a problem with this communication. As long as it is relevant. There is nothing worse than looking at an unsolicited opportunity that is no where near your skills and experience.
This is especially annoying to a recruiter such as myself. I do deep research before getting on the phone with an individual. Many times, even before sending an email. So seeing that I came up in a highly generic search by another recruiter to which they applied no review, is frustrating to say the least. Agencies that employ these methods feel they are saving their valuable time. I think they are focusing on saving time in the wrong processes.
Recruiting is a social and relevancy based art. Your value to your clients, managers and candidates is based on the relevancy and accuracy of your results. Where is this applied in the afore mentioned practice? If anything you have just alienated yourself and your company from potential contact from high end candidates. You may have sent your SPAM to a hiring manager at a potential client, reducing the possibility of signing them.
I think many of these recruiters would be amazed what actually fostering a relationship on the candidate side of things as well as the client side can bring. Though Human Resources many equate down to numbers on a page, the Human piece still prefers to be treated as an individual person.
I could list out the various companies. Sight the roles they sent to me and what the possible simple searching they did that turned me up in the results. Those things are not my concern, as I usually just send them an email with my resume, asking them to tell me what makes me a possible fit for the role. Oddly, no one responds to the email. Not even to just say they are sorry for bothering me. I give it a week, then I mark them as SPAM. Perhaps sometime you should all try the same. When these methods of hack recruiting stop yielding any results, they will stop being used.
Probably the most concerning thing to me in all this is the listing of industry certifications. To think that a standards body would approve such practice, especially in the HR industry is appalling.
Perhaps there should be an industry certification stating you know how to read and research before taking action. "RTFM" applies to more than manuals. To recruiters it should be "RTF-Resume".