How NOT to Micromanage Your Split Recruiting Partners

A split partner relationship can be a delicate thing. That’s because it depends on so many different factors, not the least of which are the personalities and preferences of the recruiters involved.

We at Top Echelon have seen many such relationships during our more than 30 years of existence. And if there’s one thing that we know does NOT work when it comes to these relationships, it’s micromanaging.

Split recruiting rules of engagement

This probably does not surprise you, but micromanaging does not constitute “best practices” for membership in a split fee recruiting network. (In fact, micromanaging rarely works in any relationship, if at all.)

With that in mind, below are five reasons NOT to micromanage your split recruiting partners:

#1—You’re complicating the placement process.

The hiring process is complicated enough. There are people on both sides of the sale, and there are more than enough people in the middle of the sale. The candidate, the hiring manager, other company officials, and now TWO recruiters. When a split partnership works well, there is teamwork involved and the process can unfold more smoothly. However, when you micromanage the situation, it usually does not help things go more smoothly.

#2—You’re straining the relationship.

Nobody likes micromanaging. They just don’t. You’re not helping the situation or the relationship. You’re introducing stress into both. The last thing that two recruiters need in a split placement situation is to become annoyed or bothered with each other. You can’t be bickering. You must work together to bring a satisfactory conclusion to the process.

#3—You’re not operating in “the spirit of networking.”

When it comes to working in a split recruiting network, trust is perhaps the most important factor. That’s because it’s the key ingredient to not only making one placement, but also making multiple placements. If you’re going to be part of a split network and you’re going to work with trading partners, then you must trust those partners. You can’t just say you’re going to trust them and then your actions contradict that.

#4—You’re branding yourself in a negative fashion.

Branding isn’t just for clients and candidates. It’s also for your membership in a recruiter network. You don’t want to brand yourself as somebody who micromanages your trading partners during the placement process. You want to brand yourself in a much more position fashion than that. When other network recruiters think of you, you want positive things to come to their mind . . . not things they would want avoid.

#5—You’re reducing the chances the recruiter will work with you again.

What is the end result of all this? The other recruiter not wanting to work with you again. Even if you make a split placement with the person, that’s no guarantee they’ll want to work with you again. It all depends on what kind of experience you provide for them. If you’re constantly looking over their shoulder and bugging them about every single detail, that’s not a positive experience. If you make a split, that’s a negative experience with a positive ending. However, if you don’t make a split, that’s a negative experience with a negative ending.

Do not micromanage your trading partners. Trust them to do what needs to be done. Work together and rely upon each other’s strengths. Provide a positive experience from start to finish.

And of course, make as many split placements as you possibly can.

If you’re looking to increase your billings and generate more revenue in the New Year and every year, then perhaps membership in a recruiting network is for you.

Click HERE for more information about Top Echelon Network. Click HERE to apply for membership.

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