As a recruiter, I canít tell you the number of times Iíve heard the expression, "fifty percent of something is better than one hundred percent of nothing."
To which I reply: Hogwash! Fifty percent is better only in a collection or bad debt crisis, when someone is cheating you out of what he owes you, and you feel lucky to recoup any part of your loss.
But caving in on a regular basis and accepting less than what your service is worth is not only costly in financial terms; it subconsciously telegraphs to your customer that youíre not a "believer" in what you do for a living. Eventually, this kind of noncommittal attitude will harm your credibility, and weaken your earning potential.
Some years ago, I had a "fifty percent of something" experience which proved to be very painful in the short term, but beneficial in the long. I cold-called the vice president of a company and proceeded to market an extremely talented MPA (most placeable applicant).
"Bill, your candidate sounds like the sort of person we need," explained the vice president. "In fact, weíre currently conducting a search. But weíre using a retained search firm on this assignment."
"So youíre pleased with the results youíre getting," I replied.
"Well, not exactly. Youíre probably aware of how difficult it is to find someone like this."
"Indeed I am, Mr. Employer, and thatís why I called you. What should we do?"
"Tell you what," said the vice president. "why donít you talk to Leo, the other recruiter? Tell him the situation; that you have an ideal candidate I want to interview. Maybe the two of you can split the fee. See what he says, and call me back."
What could be the harm? I figured. Sure enough, Leo was receptive to the idea. It turns out he wasnít getting anywhere on this assignment.
"How about it, Bill? You and I will split the fee fifty-fifty," suggested Leo. "That way, weíll both look good. And besides, fifty percent of something is better than one hundred percent of nothing, right?"
"Hmmm...Iím not sure," I hesitated. "Let me think about it and Iíll call you back."
Now I was really confused! I went to my manager for advice.
"Iím sorry, Bill," he said, shaking his head, "but I canít approve a split deal like this."
"But it would mean walking away from a lot of money," I groaned. "And besides, thereís no guarantee I can place my candidate anywhere else."
"Thatís just the risk youíll have to take," my manager replied. "You see, the issue here isnít the money. The issue is the value of your service."
"How do you mean?"
"Well, you took the initiative to call the employer and present your candidate, right?"
"And heíd like to interview your candidate because heís perfect for the job."
"True," I said.
"Now, letís suppose you were to arrange the interview, and as a result, the company decided to hire your candidate. Havenít you done everything we teach you to do, and done it well?"
"Sure," I answered proudly.
"So arenít you entitled to 100 percent of the fee, and not a penny less?"
"I guess so."
"Now ask yourself this: What did Leo, the other recruiter, do to earn half your money?"
"Nothing," I muttered.
As I walked back to my desk, I thought about what my manager just told me. Heís right! Why should I give Leo half my fee, just because he happened to write a job order?
A few minutes later, I called the vice president.
"Mr. Employer," I said. "I spoke with Leo, as you suggested, and he offered to split the fee with me. But Iíve got some disappointing news for you. I thought it over, and I canít in good conscience give Leo half my fee. I just donít feel itís fair."
"I donít blame you," said the vice president. "Leo shouldnít be rewarded for his failure to find me the right person. Unfortunately, I have to stick with Leo, because we signed an exclusive agreement, but I appreciate your calling me. Letís keep in touch."
"Fine. Iíll call you in a few months"
Would you like to know how this story ended? Leo finally placed a marginal candidate with the vice presidentís company. I stayed in touch with the company, and even made a courtesy call to meet the vice president.
Two years later, the candidate Leo placed was fired, and I was asked by the company to fill the vacant position, which I did, for a full fee.
The lesson I learned? You never need to settle for less than youíre worth.
Bill Radin is a top-producing recruiter whose innovative books, tapes and training seminars have helped thousands of recruiting professionals and search consultants achieve peak performance and career satisfaction. Billís extensive experience makes him an ideal source of techniques, methods and ideas for rookies who want to master the fundamentalsóor veterans ready to jump to a higher level of success.