ce" as the document title. It was understood this was a fully retained search; that is all I do is retained, while that almost always includes an up front payment, sometimes we start the search before the check is sent. This time I agreed to delay the payment of the retainer until such time the Partner was comfortable with our service, although I made it very clear it was a full exclusive search in the retained sense. I like the discussion points though, keep em coming!!
ajcayer said:Not sure what your "exclusive agreement" is... but as someone that uses outside recruiters on a regular basis I use either a contingent or retained search agreement. My contingent agreements normally start with an agreed "exclusivity" - simply meaning I will no longer advertise (outside of our web site) or engage any other recruiters in the search for a pre-determined amout of time (normally 30-45 days). If durring that time I were to find a internal candidate, referral or someone who applied through our web site and was qualified I would most certainly hire them and not be obligated to pay any fees, nor would the recruiters I use expect any payment. They may be a bit depressed but it goes with the job.
Added by Ken DeWitt at 2:28pm on February 23, 2009
run into is that many people have the wrong clearance listed (NSA Full Scope Polygraph and CIA Full Scope Polygraph are not the same thing). The only real way to check this is to have someone (in my case it is our CSSO or FSO) check their clearance through JPAS or Scattered Castles, which you need a clearance to access.
A word to the wise, if you do post a job (as I do frequently) you will get many responses from people who WANT that clearance or claim to be "eligible" for it, but do not currently hold it.
Another side note, these people do not need you. They are hard sells because they WILL get a job simply based on their clearance. They are always in high demand, so you have to come at them, guns blazing, with a good company with good benefits and a position that they actually want. Valentino is right, these contracts end, funding gets cut, people get nervous and they start looking. That is a good place to look, but it is hard to know that much information about the contracts if you are not fully immersed in this world. Many people get frustrated with their current company (usually because of their benefits) and those people will typically start looking around as well.
I hope this helps and happy hunting! :)…
I'll reiterate for those who believe every comment is an opportunity to "prove" one's mettle as a "recruiting expert" that diversity is one of the foundational tenets of our profession. How many self-serving hiring managers will wave off a great person for reasons that when uncovered scream of some form of discrimination? Granted, the CRA in its purest form is about attributes or values that one has no control over - although many would say that religion, among other variables - is a choice.
The word "expression" is frequently used as in "religious expression"; I can make a strong argument - although others simply won't have it - that my tats are an expression of some form and anyone negating my candidacy because of the tats is practicing discrimination.
Yet how many companies recruit this way in the looming shadow of their company bragging about their diversity policy? Perhaps asking about a company's diversity policy ahead of time is one way to start.…
er kids are doing it". I was simply stating that I'm not the only one in case he hadn't noticed.
Also, I don't post much of my content on RecruitingBlogs.com for a reason. My posts are meant for job seekers who find it very helpful. I've built an incredible brand with my following, and I brought my content here today to be something that would start a constructive discussion. I've been 100% successful in that.
My boss was emailed right away, and he took care of it the next morning. In fact, he told me that he had left the candidate a voicemail after his second email. What I failed to remember was that I had let my supervisor know of the situation after the second email. The candidate failed to call my supervisor back, and then came at me full force. I'm lucky to have a supervisor and company that supports me in full on this.
Thanks for your thoughts here.…
base were the companies where my fee became a big concern.
I'd guess that some recruiters work with clients where the check needs to come directly from the owners bank account - or at least feel that way. I don't work with those situations.
On the overall topic - I can't really "guarantee" the success of someone I recruit. They know who they're looking for at a far greater level than I do. I simply make the connections. I am not involved in anything beyond that point - so don't really see how I can or should be held accountable. My performance is done the day they start.