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Article Author:

What Can You Demand from Your Recruiter?

Jill Elden Rorem, Esq., Partner, Legal Staffing
jrorem@BlackmanKallick.com, 312-980-2997

Staffing is a tricky business. The future of your business is built by the intelligence and ability of the people you hire. You must make certain that when you hire, you do it right-the first time. Most firms turn to recruiters to help fill their most challenging openings, but are these recruiters worth the hefty recruiting fees?

Consider this "list of demands" before placing your hiring needs in hands of a recruiter.

1. A recruiter must be invited to fill the position. Like any other business arrangement, the relationship with your recruiter should be initiated, negotiated and implemented. You are not obligated to pay a fee to a recruiter simply because they send you a resume for one of your open positions. Too often, recruiters see a posting and send submissions-whether or not they have been invited to do so. If you receive the same resume from multiple sources and ultimately hire that person, you might be in for a fight. To avoid a potential conflict, make sure you post the job with your recruiter of choice, and clearly communicate to the other recruiters that you don't intend to work with them.
    
2. Insist that your recruiter meet candidates in person prior to arranging an interview. I am hearing horror stories lately of recruiters who search job boards for resumes and immediately try to sell the candidate to a client-without ever speaking to or meeting the candidate. When the recruiter calls the candidate for the first time, it is to let the candidate know that an interview has been arranged with a particular client. This is unacceptable. Because you are paying thousands of dollars for this service, you should be able to confidently rely on the fact that candidates have been hand selected for your firm's environment based on skill set and personality fit. Make sure to verify with your recruiter that they meet with candidates prior to scheduling interviews with your firm.
    
3. Demand due diligence. This one is tricky. If you're considering a candidate who is currently working, it might be hard to check references until an offer is made. However, it's not unreasonable to ask for a background check and verification of licensure or the like. Further, you can make any offer contingent on your recruiter providing strong references.

It all comes down to your relationship with the recruiter or recruiters of your choice. Accept their lunch invitations, and get to know the person who is out there representing your firm. Upon establishing these relationships, you'll know if this recruiter will meet your "list of demands."

Strange but True—Lawsuit

Michael Vick, the NFL quarterback charged in a dogfighting operation, was the target of a very odd complaint last July. Jonathan Lee Riches, a South Carolina prison inmate, filed a lawsuit against Vick for “$63,000,000,000 billion,” alleging that Vick stole his pit bulls and sold them on eBay in order to “use the proceeds to purchase missiles from the Iran government.” It only gets weirder, with claims of identity theft and “microwave testing.” Riches added that “Michael Vick has to stop physically hurting my feelings and dashing my hopes." To view a complete copy of the handwritten complaint, click here.

This publication is part of Blackman Kallick’s marketing of professional services, and is not written tax advice directed at the specific facts and circumstances of any person and/or entity. Contents of this publication are of a general nature, and you should not act on this information without obtaining professional advice from your business advisor that is appropriately tailored to your individual needs and circumstances. This written advice is not intended or written to be used, and cannot be used by any taxpayer, for the purpose of avoiding penalties that may be imposed under the Internal Revenue Code.