Split placements, where two recruiters work together to fill a job opening and share the resulting commission, have long been the “secret sauce” that helps many recruiters add revenue to their business. But splits are beneficial for clients as well, so if you’re hiring a third-party recruiter, you might want to ask if splits are part of their business mix. Here are some reasons why:
Access a larger candidate pool—Recruiters who utilize split placements can access a larger candidate pool than they would have working independently. This helps clients cast a wider net to locate hard-to-find candidates.
Increased speed and efficiency—In a talent-short market, being able to quickly locate top candidates is crucial to filling critical vacancies. Recruiters with split partners can often deliver great candidates more quickly than firms who have to develop their own resources from scratch.
Specialized expertise—Employers who rely on boutique recruitment firms may find those firms have narrow specialties. Split placements allow boutique firms to expand their scope of service by utilizing partners with industry, occupational or geographic expertise that matches an employer’s search parameters. This means employer clients don’t have to waste valuable time vetting new recruitment providers, or sacrifice the service levels to which they are accustomed.
Global access with local knowledge—For employers who are hiring workers in a different geographic location, there are often local employment laws or business customs that need to be followed. Well-connected recruiters rely on their partners in the specific location to help ensure compliance with regulations around salary, taxes, benefits, and more. Clients benefit from this local expertise that helps them avoid fines and other penalties which can be levied for non-compliance.
Owner-level commitment in both locations—Split placement recruiters are often from small recruitment firms, which means there is a high likelihood that owners are involved in all placement activity. Owner involvement leads to higher accountability and a vested interest by all parties in a successful outcome, which means better service for their employer clients.
Single point of contact—Split placements generally offer seamless service to clients with a single point of contact. This is more efficient for employers who don’t have to manage multiple relationships during the hiring process.
Hiring a recruitment provider who actively participates in split placements can bring a host of benefits for employers. Ask your recruitment firm if they participate splits and if that is a good match for your hiring needs.