Candidate Exclusivity... I want YOURS!

Those of you who have read past posts will know that I am a Rec2Rec… I source, and place the best recruiters in the market into reputable agency brands… Tough job I’ve got – no seriously, I have a tough job.

My candidates are recruiters and my clients are recruiters – oh, and I’m a recruiter also…

And, guess what?... The majority of you reading this article are recruiters as well.

For the most part we, (that’s you and I), speak the same language, want the same things and know how the game works… One of the most important, no essential, parts of our day–to-day roles is gaining candidate exclusivity – so why won’t you give me yours???

When I see a new candidate one of the first questions I ask is ‘What else are you doing? Who have you met with? Who have you applied to?’ OK that’s 3 questions, but please don’t judge me…

‘Oh… I’ve met with ABC Rec2Rec, and I’m going to see DEF Rec2Rec after this meeting…’ Why? That’s right WHY???

The way I see it elite recruiters, should identify with elite athletes… You are successful, have a great deal of currency in the market and your time is a very valuable commodity. Like elite athletes who focus solely on being the best by training and competing, you too should be focused on what makes you the best: working within your networks, sense of urgency and superior knowledge of your market. Not only that, just like elite athletes, your personal brand needs to be protected.

You can probably see where I am going with this, but if not let me subtly get to my point… Elite Athletes have only ONE Agent doing all of this work for them. One Agent to represent them to their market, One Agent to understand their needs and motivators and find them the right home….

So, why do recruiters engage multiple Rec2Recs? You dilute your ability to control the process, you risk confidentiality and discretion in the market, and most importantly, you diminish your personal brand...

I never speak to clients without the express permission of my candidates, but that is not necessarily a rule followed by some of my peers in the industry. Here’s an example of a recent telephone conversation with a client… (remembering my candidate gave me permission to represent them to this client)…

‘Hi John, its Craig here. I’m just following up on the profile of Rex Citizen I sent through to you after our phone conversation this morning.’

‘Oh, yes Craig….Umm… I was going to call you.’ Immediately you know…. Don’t you… ‘I received Rex’s resume from one of your competitors this morning as well. He seems to be fairly active in the market – doesn’t he?’

I know you have all probably faced exactly the same situation recruiting in your market. Immediately, the candidate’s personal brand is diluted, and you are left feeling…. well… betrayed.

So, if you want your Rec2rec to represent you to the best of their ability, have some skin in the game. Give them your exclusivity, even if it is only for 2 weeks. Believe in them, and be honest and transparent. Give them the same professional courtesy you expect from your candidates, and don’t punish them for the indiscretions of your candidates. When you peel away the layers – we are just like you…. (What?... Too Much…. Do I need to turn down the self-pity meter a notch, or 2?)

PS. Feel free to use the Elite Athlete/Agent analogy with your candidates when asking them for exclusivity – it does work… Sometimes…

Comment by Amy Ala Miller on December 1, 2011 at 4:58pm: @Craig I know I'm following you! :) I know I commented on this elsewhere but I really do like the "Jerry Maguire" thing :)

@Elise - when I was a TPR that's a big part of how I got new clients...

Comment by pam claughton on December 1, 2011 at 5:47pm: I don't think it's fair or in the best interest of the candidate to agree to exclusive representation. Realistically we love when they use us exclusively, but is it fair to demand that? I don't think so.

The athelete analogy doesn't really hold up because there's a limited number of teams and they all know a player has one agent, so it's a non-issue.

With candidates, it could work against them as Sandra pointed out because sometimes clients will use us or other recruiters exclusively and if I'm a candidate why wouldn't I want to explore and be available for as many options as possible?

All you really can do I think is to provide the best possible service to your candidate so that they won't have a reason to look elsewhere. If they are a high demand candidate, shop them around with their permission. Have them give you a wish list of their dream companies to market them to.

Comment by Sandra McCartt on December 1, 2011 at 7:43pm: We had a screwball here who used to tell candidates if they registered with another recruiter it could cause legal issues. to keep them from contacting other recruiters.. I spent a lot of time explaining to candidates that there were no legal issues as companies would honor the first referral they got from a recruiter. Course she also forced them to sign some goofy contract that if they went to work for a company and the company did not pay the fee then they would have to pay it. Then would send them out on an interview telling them that the company would probably pay the fee when the company never indicated that they would pay a fee at all, she had contacted a company who was running an ad and asked if she could send someone and never mentioned a fee.

Candidate would take the job thinking that the company would pay the agency. The old gal would never call the company about the fee just send them an invoice. When they threw a fit and refused to pay it the candidate got the bill. If the candidate went ahead and stayed on the job and didn't pay the fee our pal would file on them in small claims court with her little contract they had signed.

We were very glad when she had made enough people mad and had to sell what was left of the business to someone else.

I have certainly gotten a hot candidate and asked them to give me a week or two to see if i could get them placed but i tell them right then where i will be submitting them and if they see something else that looks wonderful not to hesitate to check it out. I will also tell a candidate where to look when i know the company will not use a recruiter. Have gotten some good clients by pointing a candidate in the right direction that didn't make me any money but they got hired and got me in the door later with some great clients.

Comment by stephenbooth.uk on December 2, 2011 at 3:30am: I agree with Amy, if you want exclusivity then you'd better get me in some where good where I want to go double quick sharp. I think that exclusivity also changes the dynamic somewhat. In the normal course of things you, as a recruiter, work for the hiring company, not the candidate. When you ask for exclusivity then that carries with it an implication that, in exchange for that exclusivity, you will work for them to a degree. You have to stop treating them like a can of baked beans (i.e. like one of a large number of interchangable items with no individuality, which is how it often feels as a candidate) and more like a bespoke hyper cart (something one of a kind and special).