NPAworldwide turns 60 this year. Our members have made a LOT of split placements during that time. We think we’ve learned a few things about how to succeed at splits. While it’s true there are a lot of different ways to be successful, there is some split placement etiquette to follow that can make it a smoother process. Below are a few tips whether you are supplying the job or the candidate:
If you have the job…
- Be committed to a successful split placement outcome. This means you want help, you need help now, and you want to close a deal. It may mean asking for help selectively as opposed to blasting out a generic post. Good recruiters will not get excited about your job if they are one of 10 recruiters on a list. Be willing to share important details with your partner about the client and the job location – this will help your partner hone their sourcing efforts.
- Make sure it’s a good, fillable job. Even if it’s for a purple squirrel, the job should offer an appropriate salary and fee. Ideally it’s with a client you’ve worked with before, where you have a good relationship and a successful track record of placements. It helps if the job is with a desirable employer in a desirable location, but that is not a requirement.
- Provide timely feedback to your trading partner. When you receive candidates, acknowledge that you received them and let your partner know if they are a good fit. If not, tell your partner why and how they can be more on-target.
If you have the candidate:
- Call your trading partner BEFORE beginning any search activities. Make sure the job is still open, find out what has already been done, and if there are any candidates already interviewing. This also gives you the chance to find out if anything has changed from the posting, or if there are any other details that can help you source more effectively.
- Find out how your partner likes to work. Generally, the person with the job will be the “lead” on split placement activity, since they are working directly for the client. Some recruiters want a lot of involvement from their trading partners; others want hardly any. Don’t infringe on your partner’s client relationship.
- Make sure your candidate is appropriately qualified. If you have a candidate that *you* think is great but doesn’t match up with what the client is looking for, it’s probably best not to submit that candidate. Make sure the candidate’s contact information and resume are current. The salary expectation should be in line with what the job offers. Ideally, you can share insight about the candidate beyond what is included in the resume.
It goes without saying that clear communication, in advance (preferably in writing), is required from both partners in order to manage the process. I would venture to say that more than 90% of the difficulties that can arise on a given split placement can be attributed to unclear communication or mismanaged expectations. Remembering the importance of good communication plus following good split placement etiquette is sure to increase your chances for success.
