Simple Rules for Candidate Ownership
Every candidate we bring to light or enter into our tracking system is like a little piece of a dream: a new and exciting job for the individual; a problem solved for the employer; and – just maybe – a bigger paycheck for the recruiter.
Unfortunately, whenever placement fees are split, even the most well-meaning staffing firms can get sideways with their recruiters over who gets credit for what. That's not to say there's a conspiracy afoot to short the recruiters or play favorites. It's just that whenever money’s on the table, the issue of how it's divvied up can get confusing and emotional.
If you’ve ever had to fight a fellow recruiter for what you felt was rightfully yours – or played King Solomon with a $25,000 baby – you know firsthand how fleeting the sweetness of victory, compared to the enduring bitterness of defeat.
Property Rights for Recruiters
Luckily, there's a simple way to minimize split-placement disputes – and settle more equitably – those that cross your desk. By setting up rules that are fair and enforceable, you can turn a fractious, suspicious environment into one that's more positive and productive.
The first step is to set up a policy regarding the terms of ownership. For anyone not familiar with the lingo, "ownership" simply refers to which recruiter is tagged to a specific candidate, usually for the purpose of earning a commission when the candidate is placed. Here are three simple guidelines:
As soon as the issue of ownership it settled, you can sit down and write the rules. Here are a four suggestions:
I've found that no set of rules, no matter how thoughtfully crafted, are immune from loopholes, ambiguities or unintended consequences. Hopefully, your rules will stick like glue, cover like paint and never be tested. However, given the minefields of split placements and the vagaries of candidate ownership, I wouldn't hold my breath.
- Bill Radin
Bill Radin is one of the most popular and highly regarded trainers in the recruiting industry, and has trained many of the largest independent and franchised recruiting organizations, including Management Recruiters, Dunhill, Sanford Rose, Snelling and Fortune Personnel. His speaking engagements include the NAPS national conference, the annual Kennedy Conference, and dozens of state association meetings and network conventions, including Top Echelon and Splits.org.