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Privacy Issues and Other Resume Blasting Concerns

Resume blasting services can be problematic when you consider privacy and identity theft concerns, workplace risks, and recruiter overexposure. Resume blasting services (sometimes called resume spamming services) advertise their willingness to save you time and trouble by “blasting” your resume to thousands of recruiters and hiring managers all over the Internet — for a fee, of course.

The pitches are tempting, but should you avail yourself of this miraculous service? Just say no! Resume blasting can bring you big trouble, from making identity theft easier for crooks, to irritating your boss, to making you an “untouchable” for recruiters.

Privacy and identity theft problems

Concerning identity theft issues, privacy experts advise being cautious with your resume’s information — after all, it essentially contains your life history and home address! Avoid spamming services and, instead, post your resume privately or anonymously. This way, you can mask your addresses and phone numbers. You also control who can see your contact information. Protecting your identity online is crucial.

Of course, merely being careful about releasing your resume information online won’t keep you entirely safe from identity theft in these days — when the guardrails on privacy are coming down in so many ways, in so many places. But do be stingy with your private information.

Risks in your workplace

If you use a resume-blasting service while you’re employed, it's quite possible that you could lose your current job. Online resumes work both ways: You can seek a job online, but employers (like yours!) can also search for employee resumes in job site resume databases and search engines. Consider it from an employer's perspective: Why should the company pay a salary (plus benefits) to someone who doesn't want to be there?

Overexposure to recruiters

One more reason not to spread your resume all over the map: When you’re targeting the fast track to the best jobs, nothing beats being brought to an employer’s notice by an important third person — and an independent recruiter qualifies as an important third person.

Employers are becoming resistant to paying independent recruiters big fees to search the Web when they theoretically can save money by hiring in-house corporate recruiters to do it. That’s why recruiting agencies need fresh inventory that employers can’t find elsewhere. If you want a third-party recruiter to represent you, think carefully before pinning cyber-wings on your resume.

In addition to losing control of your resume, its wide availability can cause squabbles among contingency recruiters over who should be paid for finding you. An employer caught in the conflict of receiving a resume from multiple sources, including internal resume databases, will often pass over a potential employee rather than become involved in deciding which source, if any, should be paid.

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