In a tight labour market, organisations want to be able to respond quickly. But speed without precision often leads to frustration. This is especially true when working with agencies that still believe in CV shuffling: pushing through a bulk of candidates as quickly as possible in the hope that one will stick.
On paper, it may sound efficient. But in practice, it rarely works. Because a CV does not tell you who someone is. It says nothing about motivation, cultural fit or potential. And that is precisely the difference between a quick fill and a lasting match.
What exactly is CV shifting?
CV sliding literally means passing on candidates' CVs without any real selection, explanation or contact. Many agencies work on a no cure, no pay basis, which means they benefit from quantity over quality. The result? As a client, you receive multiple CVs, but without any context or value.
You see no motivation, no explanation of the profile, and often not even a check to see whether the candidate is even aware that they have been nominated. This leads to:
- Wasting time on conversations that lead nowhere
- Candidates who are surprised that they have been nominated
- No control over quality or expectations
The consequences for your organisation
A poor hiring experience costs time, money and trust. Your team becomes frustrated, candidates drop out and trust in agencies declines. In addition, you miss out on good professionals because you spend time on the wrong ones.
In today's job market, where professionals are becoming increasingly discerning, this approach simply no longer works. Candidates want to be taken seriously. And clients expect professionalism.
What does work?
What does work is a personal approach. That starts with listening. Understanding what you are looking for as an organisation – not only in terms of hard requirements, but also in terms of team dynamics, development opportunities and culture. From there, you can start your search in a targeted way. Not with a mass email, but with a well-thought-out approach to people who could really be a good fit. And when you do propose someone, you do so with a clear motivation: why this person in particular, what is their story, where is the match?
At SourceMonks:
- Do we speak to each candidate personally before making proposals?
- We assess not only your CV, but also your motivation and suitability for your organisation.
- We propose a maximum of 2 to 3 people, with detailed explanations.
Turning up the heating is not a solution. It merely treats the symptoms.
Real recruitment requires attention. Sometimes more time, but always better results. A good match does not start with a CV, but with a good conversation. With the candidate and with you. That is not an old-fashioned luxury. That is recruitment as it should be.
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