There are not many other professions that have the impact of the Staffing and Recruiting Profession. On a daily basis, we change the lives of the people we represent for the better. We also help our clients identify the top talent who will help them and their companies achieve their goals.
When you are completing marketing or recruiting presentations, often you are rejected and even referred to as “you people.” It’s obvious the individual on the other end of the call doesn’t understand the tremendous services you provide.
Does any of this sound familiar:
* They never return my call
* I’m never informed of progress
* They provide no feedback
* I don’t know if my candidate is even being considered
* I have no idea where my candidate ranks
* Often, I’m not told when my candidate is screened out
* I don’t think they did a very good job of selling in my candidate
* I feel like they use a “dart board” approach to which candidates are interviewed
* They never give me the opportunity to provide more information on my candidate or answer any possible objections
* The interview process went so long, my candidate lost interest or accepted another job
You are probably all thinking of clients who have done some of these exact same things to you! None of these complaints came from recruiters complaining about their clients.
All of these complaints came from recruiters complaining about other RECRUITERS in our Profession. I know many of you conduct split business with recruiters in your office, other recruiting firms, through membership in a split network, or through franchised offices in your company. I’m writing this newsletter after receiving numerous emails from recruiters complaining about how they are treated by other recruiters.
It’s important if you are working a Split with another recruiter that you set expectations before working together.
Determine the following up front:
* Who will have contact with the hiring authority?
* Will they provide you with a thorough requisition or contract order?
* How do they want candidates submitted?
* Are interviewing times set? What is interviewing process?
* Do they have a target date to hire?
* Any strong contenders to date?
* What desirable skill is currently missing in their department?
* Any Internal candidates?
* How often will you communicate? Time frame?
* By what means i.e. email, phone, IM, text, etc.
* Will you have an opportunity to “sell in” your candidate, if they want to screen them out?
* Will you be able to “back fill” candidates, if your candidate is screened out during the interview process?
* When will a copy of the signed agreement be sent to you?
* How and when will you be paid for a successful “fill” or “placement?”
When expectations are not clarified up front, you often will lose out on some split placement business which can help enhance your production and income. Follow these guidelines and your split business partners can become some of your greatest assets!
ANNOUNCEMENT: If you missed Barb’s Tuesday Webinar, click here to view the recorded CNS Webinar…
To your continued success,
Barbara J. Bruno, CPC, CTS
Good as Gold Training
Recruiting Tools: Candidate Next Step and Top Producer Tutor
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