Trust is Key in a Trading Partnership

by Liz Carey

Some of the best trading partnerships in the NPAworldwide network happen when partners form a relationship where the other is essentially an extension of their desk, and treat each other as if they were working in the same office… even if they’re across the globe.

Just as a recruiter is a business partner and is critical to the success of their client’s business, the recruiter’s trading partner (who provides the candidate) is just as essential, as your reputation is on the line. Read the rest of this entry »

Building a Good Reputation as a Trading Partner

by Liz Carey

Since 1956, NPAworldwide has helped foster split placements between recruiters. But membership in and of itself is not a simple ticket to splits – you have to build relationships within the network by fostering trust and communication.

Here are a few tips on how to become a trusted partner in a split network: Read the rest of this entry »

Jump Start Your Split Placements

by Liz Carey

For recruiters looking to add to their bottom line through split placements, joining a recruitment network can be a no-brainer; being a member of a recruitment network can help you fill your roles faster, can help you place candidates you may have not been able to otherwise, and can expand your business’s niche and/or geography.

But joining itself isn’t a quick ticket to success – and not everyone who joins a recruitment network is successful in making splits. You have to be proactive, build relationships, and integrate working the network into your day.

The following is an example of how a recruitment firm might start its split network business and how to integrate a recruitment network into its daily work plan: Read the rest of this entry »

To Disclose, Or Not To Disclose…

by Liz Carey

One of the things that recruiters find hard to let go when they first consider working with a split partner is giving up all their insider info that they have worked so hard to get… such as the name of their client. Some recruiters hold this info close to their vest, in fear of an exporter trying to go around them and contact the client directly.

But when you join a recruiting network built on trust, comprised of vetted recruiters, and backed by member-owners who all adhere to the same rules, you will find that its most successful members are ones who are completely open and transparent, because they realize the value of open and honest communication. Read the rest of this entry »

8 Ways to be a Better Split Placement Partner

by Veronica Blatt

soccer netAt a recent NPA meeting, members shared tips and ideas for how to be more effective split placement partners. These ideas are valuable whether you make splits within a formal network or on your own.

If you work the job/client side:

  • Share the client’s name with your partner. That way, your partner won’t accidentally source candidates from the company that is hiring. While you’re at it, provide the names of competitors that COULD be a good source of candidates.
  • Share how many candidates are currently in the process. How many have been interviewed? Are there any internal candidates? What’s missing from the candidates that have already been presented? This will help your split placement partner recruit more precisely.
  • Tell your split placement partner about your relationship with the client. Are you friends with the hiring manager? Do you have a long track record of making placements there? They have a great history of speedy payment? You can guarantee that candidates you present will get interviews? Especially for recruiters who work on a contingency basis, these details will help them feel more confident that a successful split placement will occur.
  • ALWAYS provide feedback on the candidates you receive. Nothing alienates a split placement partner more quickly than sending candidates into a black hole.

If you work the candidate side:

  • PLEASE talk to your candidates before submitting to a split placement partner. And yes, extensive written communication can ‘count’ as having ‘talked’ to the candidate in some circumstances.
  • Add value to the information you provide. Do at least 50% of the work, even though it’s common for the recruiter with the client to drive the hiring process. Be ready to support your split placement partner when it’s time to close the candidate, extend the offer, etc.
  • Make sure the information about the candidate is current. At a minimum, you need to provide the candidate’s current phone number and email, the most recent employment situation, salary requirements, and relocation details. Your split placement partner isn’t interested in sharing 50% of the fee for out-of-date (or incorrect) candidate details.
  • Don’t pester your partner for feedback on the candidate. Your partner is trying to get feedback from the client. Sometimes clients are slow. Nagging your split placement partner won’t make the feedback appear more quickly. And NEVER interfere with your partner’s client relationship.

It takes a great deal of trust and commitment to be a successful split placement partner. Many recruiters are more comfortable making splits within the boundaries of a formal network. If you’re making splits on your own, be sure to execute a signed split placement agreement with your partner to avoid any disputes.

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