Speccing is FUN! Really, it can be!

Repeat after us. S.P.E.C.C.I.N.G is FUN! At least it can be. Sure, it’s deflating spending tons of time getting your CVs ready to send only to be greeted by the sound of crickets and tumbleweeds rolling by. But, keep reading for ways to improve your speccing process so it doesn’t fill you with dread and helps smash your KPIs 🙌

One of the reasons you might not hear back from clients comes down to how you send your spec CVs in the first place. 70% of agencies submit candidates via email, so if you’re doing that too, how do you plan on standing out? Email isn’t used because it’s easy. It’s actually super time consuming and inefficient. But before we get to that, let’s begin with the fundamentals.

Step 1: The Candidate

Candidates shouldn’t be specced out just to hit targets. The second a client sees a candidate that doesn’t match the role, they’re unlikely to consider you in the future even with the perfect candidate. The first thing you should consider is “is this a good match”? This goes deeper than “they have lots of IT experience and this company has an IT department that could expand”. We mean if you’re speccing out a Head of IT role with their desired salary being £75k, smaller businesses with 1-2 head teams will not respond to this.

Other things to consider are:

  • Are they good enough to send out?
  • How rare are they and why?
  • How many companies are hiring this type of candidate?
  • How many times has a candidate like this been hired?

Based on this information, score your candidate to match your clients and if they meet a certain criteria, get speccing!

Step 2: Your Process

So you know what a great candidate looks like and you have one, amazing! But your speccing process needs to be done right if you really want to get success from it. 

Questions you need to ask yourself are:

  • How are you making it compelling to your Hiring Manager
  • What does your pitch look like?
  • How are you following up?
  • Is your current speccing paying off?

The biggest time-waster is manually doing tasks technology can do for you. Is it worth manually formatting a CV, writing a cover letter and attaching documents to an email that’s not guaranteed to be seen? Also, if your KPIs are under target for example spec CVs sent, is it because you don’t have the candidate, or don’t have the time?

If it’s the latter, Hiredeck should be a tool added to your tech stack. It saves recruiters hours of admin time and will parse your CVs to create a branded downloadable profile that you can send to your Hiring Managers in seconds. It even uses AI to scan the profile and write an email for you and you can anonymise candidate details in one click. They usually say if it sounds too good to be true, it is - but not in this case. See it in action and watch our pre-recorded demo or better yet, book a live demo to speak to a member of the team about how Specdeck inside Hiredeck can upgrade your current speccing process!

Plus, it doesn’t hurt to send something other than a CV in an email to help increase your chances of standing out 🤷‍♀️

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