When Clients Try to Re-Negotiate Your Fee
By Scott Love
Scott Love improves the
performance of recruiters and the margins of search
firms by working as a consultant, in-house trainer,
and keynote motivational speaker. Scott believes
that burning desire outperforms natural talent and
reminds his audiences that it was the tortoise who
won the race. Contact Scott at 828-225-7700, x11,
or visit his website, recruiting
mastery.com.
The client agreed to your fee and you even have
their signature on your agreement. You presented a
candidate, they interviewed him, and now they want
to make an offer. But before they do, they call you
and say, "We are interested in hiring your candidate
from you but we only want to pay you for half of
your fee."
How would you handle this?
The same thing happened to me several years ago. I
had a client who signed my agreement, was in the
process of hiring one candidate, but then decided
that they wanted to hire two of the ones I had
presented to them. The client called me and
said, "Scott, we like both Bob and Dave and want to
hire both of them, but we only want to pay you for
one."
This is how I handled it. I said, "Art, I’m not
interested in that. You agreed to pay me a fee for
any candidate you hired and if you want to hire two
of them then you’ll pay me for both, just like you
agreed. I’m not interested in having you hire
someone and not pay me for it, Art. That’s not what
we agreed to and that’s something I’m not interested
in. Do you understand?" Continued...
Read the entire article here...
Quick Links...
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Hello!
October has been a productive month on all fronts,
with more placement activity and record signups on
the Recruiter Network from all types of members.
Katrina Relief jobs are still being posted, and the
Yahoo group of Recruiters for Katrina Relief is
active.
We hosted three webinars with more than 150
recruiters in attendance, and received many personal
notes from participants who were very pleased with
them.
As we head into November, look for more news
from us about new partnerships and best practices
events. Be sure to check out the new HireAbility
website,
too.
Have a Happy and Safe Halloween!
My best to you,
Craig
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Part-Time Search Consultants Needed in Boston, Chicago, New York, and Washington, D.C.
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By Diane L. Kuhla
Director, Scholar Relations
The National Society of Collegiate Scholars
1900 K St. N.W. Suite 890
Washington, D.C. 20006
Phone: 202.454.0989
Fax: 202.265.9200
E-mail: kuhla@nscs.org
The National Society of Collegiate Scholars (NSCS) is
hiring experienced search consultants to place high-
achieving college honors students in real-world work
environments! NSCS offers students dynamic
personal and professional development through
unpaid internships during the summer of 2006 in
Boston, Chicago, New York, and Washington, D.C.
Learn more about the Distinguished Scholars Program
at
their website.
Search consultants will work with students from
January to August to secure internship opportunities
that complement individual career goals and will
provide support to help participants make the most
of their eight-week experience. A detailed position
description is available
here.
For more information, please contact Katie Riley,
Director, Distinguished Scholars Program, at 202-454-
0987 or riley@nscs.org.
The National Society of Collegiate Scholars
Honoring and inspiring academic excellence and
engaged citizenship for a lifetime
Member, Association of College Honor Societies
nscs.org
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The Evolution of Recruiting Networks
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By Andrew Stock
Many small recruiting firms and independent
recruiters find themselves working with a loosely built
network of other professionals to facilitate split
placement activity. This is nothing new in the
staffing industry, and case studies abound regarding
their success. Over time, there has been substantial
growth in more tightly associated networks of
recruiters, with larger reach and more formalized
benefits. These more substantial recruiting networks
offer advantages over loosely organized networks.
So what do these larger networks offer independent
recruiters that they can't get on their own?
Certainly there is the obvious connection to other
recruiters that work your chosen specialty to 'split'
placements. But what many professionals overlook is
that belonging to these networks also extends their
reach to fully servicing their clients in divisions
outside of their normal niche. Even solo practitioners
can take on more diverse job orders, in higher
volume, because they are backed by the recruiting
horsepower of the network.
Smaller firms and independent recruiters gain the
advantage of the bulk buying power of larger
networks. HireAbility's own Recruiter Network offers
independent recruiters the advantage of purchasing
common recruiting tools at substantial discounts
(such as Careeerbuilder®,
and other
fee-based tools and services). The obvious benefit
here is that a formalized recruiting network can put
such services within the financial reach of the
average solo practitioner.
Furthermore, staffing professionals now have a single
destination to provide employer-of-record services
for contract placements, applicant tracking software,
job posting discounts and access to other tools that,
in aggregate, are substantially lower in price than
they would be individually.
Currently, HireAbility is offering the first month at no
charge for individuals looking to expand their
recruiting power through a network membership. If
you want to learn more about this opportunity,
contact us at the link below. This is a
great chance to see what the future of recruiting
networks has in store for you.
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Ask Miss J -- Fun & Advice
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Click on Miss J's photo to email your
recruitment questions and problems to her!
October is a month of tooks and spooks, of demons
and gremlins, trolls and dolls (or is that Guys and
Dolls? Whatever – it was scary!), drooly ghoulies,
Lord B after 3 sherries (another drooly ghoulie). The
list goes on.
So with “scary” in mind, let me dip my gnarly,
knobby, green-knuckled, long-nailed crone’s hand
into my witch’s cauldron of Miss J mail:
Dear Miss J,
I am writing to you from my office in the icy wilds of
Eek, Alaska, surrounded by harsh conditions and
wildlife with unpredictable behavior. So, as you can
imagine, very little scares me. But having said that,
I have to admit, there are things about recruitment
that scare the hell out of me!
I am new to recruitment and really want to make a
go of it, but hey, no one told me about the scary
bits. All those cold calls! What if they don’t want to
speak to me? What if they are rude to me, or worse
yet, put the phone down on me?
So here I am, cabin-bound, shaking in my red plaid
shirt and furry boots, and really needing your help,
Miss J. I know that life with Lord B has made you
tough as old boots, so you seemed just the person
to ask. How do I get to be a big, brave recruiter?
Shaky from Eek, AK
Dear Shaky from Eek, AK,
Not much trick-or-treating in your neighborhood, I
would guess? At the least the chocolate won’t
melt! Just be careful of the “kid” dressed as a bear!
Joking aside, you are correct, there are many things
about recruiting that are scary – at first. But
remember Lewis Freedman’s words when he
said, “You can’t be afraid of stepping on toes if you
want to go dancing.” Oh, you don’t remember his
words? Well, no matter – they make a great point.
So what are these scary recruiter things?
…
Continued…
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