introPROTECT are a partner of ours so how could I turn down this super cheesy Christmassy blog post from them?! It does actually make sense to your business too.
In a bid to reduce consumerism this Christmas, I stumbled upon a theory that says 4 is the magic number of presents to buy for children (anything more can be overwhelming and wasteful) and the simple formula is:
Something they want,
Something they need,
Something to wear,
Something to read.
No one wants to rain on the parade of toys you plan to shower your children with, but there is some sense in reigning in the volume of plastic rubbish in the current environmentally conscious climate.
With this in mind, I wondered if we might be able to apply a similar theory to a recruiter’s Christmas wishlist when it comes to backdoor hires? Could we come up with just 4 simple things to assist in the scourge of backdoor hires and not overwhelm you with tasks? Well here goes…
What any recruiter wants, is to successfully place candidates in the right roles and receive their fee for that work in a timely fashion. Simple. But what happens if a client doesn’t pay?
Our advice is to avoid immediate threats and instead approach the client on the assumptive basis that the fee is due. Give the client a get-out-of-embarrassment-free-card by approaching them in a “great news on the hire!” manner; save escalating to threats for if they dispute the fee.
What any recruiter needs to know, is that they can be at risk of a backdoor hire and not even know!
Our advice is to be very communicative with your clients and candidates, but if you want a sure fire way to catch any sneaky hires, introPROTECT offer a free DETECT service. We use your data to stay on top of candidate movements; combining technology and a dedicated human to track down missed fees. It’s also a contingent service, so you don’t pay unless we find one (and if there are any to find, we’ll find them!).
If client excuses are wearing you down, remember you don’t have to accept them (and if you don’t have the energy to argue your case, we know someone who does)!
Some obvious (to us) examples that are worth arguing with: “Another agency sent us the CV first” – Hey, it’s not usually a first come, first served system; it’s generally about which recruiter’s introduction caused the engagement. The other agency may have been first, but which introduction was the effective cause? You will need evidence to prove it was you, which you should have if it was you. Simple.
“We actually hired them for a different position” – Introductions aren’t usually role specific. Even the most basic terms of business confirm this (more on that later). Also avoid agreeing terms that do make introductions job specific!
Something to read: your terms of business!
Twas the night before month end and not a recruitment creature was stirring… or considering their legal paperwork… updating your terms of business might be somewhere at the bottom of your priority list, maybe you think the terms you’ve cobbled together “will do”, but if you are faced with a disputed fee, those terms of business not hitting the mark could be the difference between winning and losing a case.
Make sure your terms cover backdoor hires, contractor re-engagement and third party introductions, also don’t forget to always send the terms out! If you are in doubt, get a professional (hello!) to look those terms over for you and suggest improvements.
introPROTECT have many gifts to give recruiters; we not only RECOVER disputed fees, but we DETECT and even PREVENT them. Plus, tracking candidates will cost you absolutely nothing until we find a backdoor hire! So many reasons to get in touch with us. Merry Christmas!
