I see countless posts from recruiters who are curious about split placement recruitment, but aren’t sure how to get started. They’re often asking for advice about how to be successful with splits. I would like to offer two critical tips to improve your odds of success.

1. Commit to excellent communication. Split placement recruitment involves some risk. If you are providing the candidate, you’re trusting the partner to pay you. If you are providing the job, you’re trusting your partner not to interfere with your client relationship. At a minimum:

• Use a written, SIGNED agreement that covers all the details from how much the fee is, to when you’ll get paid, and what happens in the event of a fall-off
• Be clear about who is doing what … and how and when those tasks will get completed
• Don’t withhold information from your partner … be open and transparent
• Make a commitment to closing a deal … especially if you’re working on a contingency basis

2. Find someone with a similar working style. We often tell members to keep an open mind about new ways of doing business, and that’s true. Split placement recruitment partners can teach you a lot of new skills and information that you can apply to your business. However, most successful split partnerships in our network are between members who have similar work styles. For example:

• Do you like to rely on email, while your partner prefers the phone?
• If you’re providing the candidate, are you OK letting your partner control the process? Are you going to try to ‘sell’ your candidate even if your partner’s client wants a different profile?
• If you’re providing the job, how do you help your partner recruit on-target candidates?
• How often do you expect to hear from your partner?

There are many ways to be a successful recruiter. The way you work works for you. It may not work for someone else. It may not be the same way THEY work. It doesn’t mean either of you are right or wrong, good or bad, just different. If you’re trying to work a deal with someone who has a totally different approach to the business, and you can’t find common ground, it’s OK to move on. Find someone whose style meshes better with your own. It will save you time, heartache, and damaged relationships.

On a search for split placement opportunities, many recruiters seem to question what is the difference between some of the online platforms that they have seen or are currently researching. Here at NPAworldwide,  I occasionally am asked by independent recruiters how our network is different and better than BountyJobs. In my opinion, neither one is necessarily better than the other as they are so very different. As an independent recruiter, deciding which to join will depend on how you like to work.

The following is a brief summary of the key differences between NPAworldwide and BountyJobs:

1.    Organization Structure
NPAworldwide is a member-owned and -run network of independently-owned recruiting firms that work together to make split placements. The network began in 1956 and has grown into a network of more than 500 firms located throughout the world.

Owners of NPAworldwide firms set the strategic direction of the network. The network is led by a Board of Directors of owners of member firms and has a selective membership process. At the end of the year, profits are re-invested in the network to continue and improve services to our members.

Membership gives independent recruiters and small firms a way to compete in a global marketplace without sacrificing the unique qualities that distinguish them from larger competitors. Members rely on our split placement network to build relationships that result in more effective and efficient service to clients and candidates in their own market. Those relationships translate into enhanced revenue-generating opportunities and increased financial stability. In the process, members also add value to their businesses through improved speed, reach, and capacity.

BountyJobs is a privately-owned company so I do not know how profits are spent or distributed. The organization appears to be a good solution for large employers managing a high volume of open positions resulting in the need for them to manage relationships with many recruiters.

2.    Work Style
Success in NPAworldwide is a result of the relationships built between recruiters. The quickest way to build trust with potential trading partners is to meet face-to-face at one of our conferences. Of course, if that is not possible, recruiters develop relationships through telephone, Skype, and/or email conversations.

In BountyJobs, independent recruiters only work with employers and have limited opportunities to build a relationship with an employer until much later in the hiring process.

3.    Control
In NPAworldwide, recruiters post jobs and candidates in our private, web-based sharing tool called Matchmaker.  Recruiters may work on any job, anywhere in the world. We also have a private Job Board where only NPAworldwide recruiters can post their jobs. Members can post their jobs for free on our Job Board and only pay if they place a Job Board candidate in a job. With NPAworldwide, an individual recruiter is in control of how they work with their trading partners as long as they abide by the Bylaws and operating procedures.

BountyJobs is a one-way street. Employers post jobs through BountyJobs. Then after viewing posted jobs, recruiters may contact employers and request that they be given permission to send candidates to the employers. A recruiter cannot speak with an employer unless the employer authorizes the recruiter to send candidates. After the permission is granted, the recruiter is able to view the full contact information of the employer. Wiith BountyJobs, the employer is definitely in control.

Additionally, NPAworldwide recruiters control the type of guarantee they offer employers. With BountyJobs, recruiters have no control. All recruiters are required to provide a 60-day money back guarantee; no exceptions.

In conclusion, which option is better for independent recruiters to join – NPAworldwide or BountyJobs?  It  depends! NPAworldwide is a relationship-based network facilitating split placements among its members. If you prefer to not build relationships with your trading partners, then you should consider BountyJobs.  Or, if you are undecided, you may want to consider joining both and experiencing them each firsthand.

If you do consider joining BountyJobs as an independent recruiter, I suggest you take some time to understand how candidate ownership is addressed. Specifically, who owns the candidate six months after a recruiter submits the candidate to an employer.

As an independent recruiter, which option do you prefer?

Split placements are good business for independent recruiters. Sure, I’m biased since NPAworldwide is in the business of fostering splits, but I’m still a fan. And here are a few reasons why: Read the rest of this entry »