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.