If you have the job order (“importer” in NPAworldwide lingo):
- Supply your split placement partner with a few screening questions. If there are critical areas that need to be confirmed prior to an interview, consider supplying those screening questions to your partner. These could be as simple as “What size budget did you manage?” or “How many years have you been programming in Ruby on Rails?” The point here is that you’re helping your partner screen more specifically to your client’s needs. Your partner will be able to have better conversations with potential candidates and you’ll get the value-added detail you’re expecting.
- Know your audience! The job description that you (or your client) wrote is FOR THE CANDIDATE. It is NOT for your split-placement partner. The language used is likely marketing-oriented with lots of sizzle. This does not give your partner good information for searching. Tell your partner specifically what machines are being used, what size the facility is, how many direct reports and at what levels, what kind of technology is in use. The more granular the detail, the better your partner will be able to target the right candidates.
If you have the candidate (“exporter” in NPAworldwide lingo):
- Call your partner BEFORE you start any recruiting activity. Find out where the client is in the hiring process. Do they have internal candidates in the queue? Are interviews already happening? Are they looking for someone from a competitor? Who is that competitor? Are there 2 or 3 traits/skills the successful person MUST have before an interview would be considered? The more you know upfront, the more effective your sourcing will be. You may even find that your help isn’t really needed – and it’s better to find that out BEFORE you invest a lot of time in a fruitless search.
- Organize your presentation. Make sure the most critical skills are spelled out EARLY. Align each desired trait with a specific trait for the candidate. For example, if the client desires 5-10 years of experience in a supervisory role, next to that you could write “Sheila has led a team of 15 direct reports for the past 8 years. The team consistently meets or exceeds departmental goals.” Make it easy for your split placement partner to understand that your candidate is a great fit for the role AND easy for them to pitch to the client.
When you’re working splits, treat your partner the same way you treat your best client. If you wouldn’t say it, send it, or do it to a client, don’t do it to your partner, either. The tips above will help you be a better split placement partner, which leads to more success. What’s your best tip on being a good split placement partner? If you’re new to splits, what’s your biggest question or concern? Drop a note in the comments!