For boutique recruitment firm owners who are considering split placements, we are often asked what jobs and candidates are most in demand. While market conditions change frequently, there are some consistent traits that are attractive to recruitment partners.
What are the best jobs to split?
If you are working splits within a formal group, it obviously makes sense to understand the make-up of the group. If your group mainly focuses on engineering roles, there may not be an opportunity to place your stellar accountant candidate. Or, if your partners typically recruit healthcare candidates, they may not be equipped to find candidates for your plant manager role. It’s always good to understand those dynamics and how your needs fit. Beyond that, in our 70-year history, members have consistently pointed to these characteristics that make them excited about recruiting for your job:
- A track record of making placements with the client, and a good relationship with the hiring manager
- Quick feedback on submitted candidates
- Client is motivated to hire with an appropriate sense of urgency
- Great company with good culture
- A market-appropriate salary and benefits that will be attractive to top candidates
Jobs that are less well-suited to split placement opportunities include these:
- Low fee, especially when combined with a low salary
- Difficult location
- Poor client relationship and/or the client continually changes the requirements
Remember that in a split placement, you have to sell the job to your partner as well as to potential candidates. Many recruiters won’t want to work hard to find candidates where there is a low likelihood of success and/or the financial reward is lacking.
What makes a good split placement candidate?
We like to tell our members to treat your split partners as if they are your best client. If you have a candidate that you would not submit to your own best client, do not submit them to your split partner. This includes candidates who are looking to make a wholesale career change. In addition to being well-vetted against the job specs, we find that recruiters are looking for candidates with:
- A definite career objective supported by education, training, and work experience
- Reasonable salary expectations, in keeping with education and experience
- A stable employment history with valid reasons for terminating positions
- A good resume/CV which outlines accomplishments, contributions, and responsibilities related to the type of position desired
Split placements are most likely to be successful when both recruiters and the client are all vested in a successful outcome. This means the client is engaged in the process, the job recruiter has a good relationship with the hiring manager, and the candidate recruiter has clear expectations. Focus on sharing attractive jobs and candidates you would present to your own clients.