In my previous blog post, I presented “5 Elements of a Great Search Assignment.” In this blog post, I’m back with five MORE elements for such an assignment, which are listed below:
1. State that payment of the fee is due in its entirety the day that the candidate starts work.
The process you provide, not by the performance of your referred candidate, earns your fee. If you suspect that this is the perspective of a potential client, you are strongly urged to clarify the realities with this client.
Many a recruiter has had a client terminate a candidate after a two- or three-month initial period after they gained the insights they sought. Although this is not common, you should make the realties of what you deliver very clear. When the client demands extended terms and they are necessary to close the agreement, you should only offer terms against your full fee, not in addition to a discount fee.
2. Any agreement must clearly state the length of time, after initial bona fide referral of a given candidate, within which the client or its divisions will pay your fee should that candidate be hired, for any position.
One year is normally acceptable.
3. Ensure that your client is not surprised by any of the terms in your standard agreement letter by covering everything contained in it verbally.
Then send the letter to confirm by signature.
4. Collection problems do not start when you close the deal—they start when taking the job order.
Clearly state your terms up front to avoid collection problems.
5. The wise and wealthy recruiter stands firm on the principle that their client must demonstrate clear urgency to solve the problem(s) associated with the opening.
Short of these five elements (and the five posted in my previous blog post, you will likely end up frustrated and without receivables.
One final note: Some of our clients push an agreement they use with “agencies.” After review of hundreds of these agreements, I can safely generalize that they are defensive in nature. Most contain elements that are designed to protect the company from damage or injury caused in the past by less than scrupulous recruiters.
While I understand the fact that I must face the stereotype stemming from bad behavior by some recruiters, I also try to educate my client from our first dialogue about our service and highest levels of professionalism. I also press my client to review my letter of professional engagement, which is by its nature bi-lateral and very fair without assuming that we would be hurt by a nefarious client.
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Doug Beabout, CPC, a guest writer for the Top Echelon Recruiter Training Blog, has a career that spans 30 years of expertise in recruiting, personnel services, firm ownership, and training. His tenure in recruiting includes building four highly successful businesses and establishing hundreds for others worldwide. Beabout speaks to state, regional, and private recruiter associations. He is a consultant to many corporations and personnel firms. Beabout is currently owner and president of The Douglas Howard Group, a professional recruiting firm, and conducts several online training programs for recruiters and researchers. He can be reached at 850.424.6933 or via email at trainer@recruiterelearning.com.