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Improving the Integrity and Reputation of our Industry By Phil Dubois, Pride In Personnel Inc. Avoiding Representation Disputes My mother always said, "never wash your dirty laundry in public". One of the most embarrassing and reputation damaging issues is the squabbling that may occur between two search firms over representation of an applicant. Occasionally, recruiters will drag both employer and applicant in a "take sides" battle or propaganda war. In my opinion, it is one of those situations that make us appear to be sleazy money grubbing commissioned sales people. Does this mean we should acquiesce or roll over every time there is a disagreement, or even an attempt by a less reputable recruiter to circumvent our contacts? Absolutely not! However, as usual, it is often the best course of action to make sure you minimize the chance of such occurrences. Set the Stage - Employers The easiest way to avoid this issue…retainer/exclusivity. Always request it aggressively…be armed with reasons and benefits and a thorough written agreement referring all candidates back to you for screening, evaluation and representation. If this is not the regular bill of fare, it is completely acceptable to ask your client that all candidates represented either verbally or through resume submission, have been personally screened and evaluated. Your client should also inform any other search firms that failure to do so will result in lost representation. Should your employer be unwilling to assist with these parameters….find a better client! Set the Stage - Applicant When an applicant turns us down and then subsequently agrees to be represented by another agency, it is often with no malice or ill intent. They simply changed their mind! The first recourse naturally is to obtain in all searches, as above, exclusively. If this is not the case, exercise prudence when relinquishing the name of your client. Should the applicant know the name, for whatever reason and decline interest, take the time to politely request that he or she re-contact you should they change their mind or in the future hear about the opportunity through other sources. Inform them that is it quite acceptable to advise another recruiter that another consultant had originally represented this position and you are committed to them. Similarly, any contacts or referrals should be directed to you. While a less reputable headhunter may still aggressively con an app into representation, this strategy would save at least fifty percent of lost candidates. A sound supplementary strategy is to regularly advise contacts to demand from any agencies that possess their resume to send it to firms only with explicit permission. Build Rapport not Database Each recruit call should be treated with the intention of a long-term relationship. Take and make the time to ensure that good contacts know a little about you as well. Often we simply ask the questions and record the information. By allowing the contacts to know you as a real person, you may find a new level of loyalty and commitment on representation. Avoid Political Mudslinging Once the barn door has been opened…..Should another search firm achieve representation avoid at all costs running around like a three year old who have lost their toy. If you believe you have been wronged, professionally advise candidate and client of your concern, justify and make suggestion on how this may be averted in the future. Maintaining composure and ethical demeanor will definitely raise your profile and reputation with both and gain long-term advantages and profit. Honesty is truly the best policy when speaking of improving the reputation of the search industry. Respecting our peers and the overall perception of our business will vastly benefit us all. |
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