A Word on Split Placements and the Continuity of the Close

Just a quick thought here for us split recruiters.

Once the handoff has taken place – it is very important to let the recruiter who is working directly with the client also be the one who the candidate talks to.

Why is this? I have found the phrase “too many cooks in the kitchen” is quite applicable. If another cook comes in, tastes the soup and decides to add a pinch of this and that…..cook number one has no idea what was put into his dish.

Bringing this analogy to a split placement is quite simple. Closing is a series of discussions – all based in part on the previous discussion. If you introduce a candidate to me and I am working on a sendout (or offer) – I need to be the one keeping all concerns/questions on one page. If you jump into the middle just to “see how things are going” you are breaking the continuity of dialogue.

Perhaps the candidate tells you something important – but you forget to tell me. What then? Chances are I’m in a better position to address questions about my client than you. What happens when you make a few assumptions – just trying to keep things moving ahead – and those assumptions are inaccurate? Yet the candidate feels that “since he talked to one of us about it” then it’s been covered.

The reasons to keep continuity with one person are far too many to list here. Just wanted to throw the topic out here for discussion……

Comment by Recruiting Animal on February 28, 2011 at 1:30pm: This works both ways. I find that it's good for me to check in on the candidates to make sure that the handoff from my end is proceeding well. I've often left it in someone else's hands only to find that things didn't proceed as they should have and that I should have stayed involved.

Comment by Jerry Albright on February 28, 2011 at 1:35pm: So what you're concerned with is making sure the handoff actually has taken place? If that's the case - then I'm with you. I'm not saying to send the resume and forget all about it.

I'm specifically addressing the interaction once the sendout is moving forward.

Comment by Sandra McCartt on February 28, 2011 at 2:15pm: I agree totally Jer. The worst situation i was ever in with a split partner was a on a long drawn out placement. My partner made a career out of calling the candidate trying to press the candidate to change his interview availability when the candidate couldn't. Then would call me pressing me to push my client to move faster. With the interview finally set up 6 weeks in the future, my pal called me and the candidate three times a week wanting status updates when there was nothing to update.

Finally he called me and asked what we needed to do to close this placement. I suggested to him that most probably the interview would have to take place first before there was anything to talk about.

Then i got to hear about how bad my client was and how they were never going to hire anybody they way they worked, blah, blah and blah. By the time the candidate was interviewed we were both worn out from listening to the other recruiter. The position turned out to not be a fit for the candidate. Then i got to listen to four more phone calls about what should have happened.

Needless to say, i did not work with that split partner again.

My attitude is, when i send the candidate it's like playing doubles. The strong partner is the one with job order and the client relationship. I serve the ball and get out of the way and let my partner play the point. If i am asked to step in, i'm ready. Be part of the solution not part of the problem.

Comment by pam claughton on February 28, 2011 at 4:28pm: I think it depends on who your partner is. I don't hand candidates off, but I keep my split partner fully informed of everything. In most cases, the candidates I am working are interviewing at multiple opportunities through me and I like to be the main point of contact to make sure I have all the information and can then share with my split partner. It's never been a problem though because all my split partners are people I know well and we all work this way. I think it strengthens the relationship when the candidate has one point of contact, though I am happy to also have the split partner speak to them too.

Comment by Amber on February 28, 2011 at 5:45pm: All relationships are different, so the key is to work with partners that can develop a clear course of action together. If both partners agree to and stick to the "plan" things will likely go smoothly. I always try to be sure anyone I'm working with - split partner, candidate, client - has a clear understanding of how the process is going to work. Barring the unexpected, it helps bring it all together in a pretty organized fashion.

I do have to say; the first time I did work a split it was very hard to adjust mentally to the other person having "client control". It ended up fine, and it was just my own mind wrapping around it. I haven't been recruiting very long (just under 2 yrs), so a lot of things are new to me - every time I think I "know" something, a new situation comes along to shake things up!

Comment by Sandra McCartt on February 28, 2011 at 10:59pm: Would i want to get in the way of Jerry Albright when he was on a close?

I dun thing so Lucy.

Comment by C. B. Stalling!! on March 1, 2011 at 8:12am: It is called TRUST....

Comment by bob on March 1, 2011 at 10:42am: i have been recruiting for 28 years and have a few questions on splits

i receive a lot or requests to split w orders attached / i have the candidate / now the split side wants a full write up including references// if i did that on all the orders i would not get anything else done. and my bigger concern is // are the jobs as real as mine// is this guy birdogging me// whats his client control on his side // 'but for rule' established or what// how can i tell

Comment by Melissa Zentgraf on March 1, 2011 at 12:26pm: The way I handle it is to make it clear to the candidate that my split partner is the lead, but if they don't hear anything within x days to let me know. I then send the candidate an email once a week until they resolve. That way, I don't feel like I just handed them off, the candidate has a warm feeling toward me, and my split partner knows I'm there if need be. The split partner also knows that I'm watching, too.

Comment by Jerry Albright on March 1, 2011 at 12:28pm: Bob - those are some great questions.

I don't get many unsolicited requests from "regular" recruiters. I do get quite a bit of "Hot List" or "Hot Req" spam. That's a different world and I don't participate.

I'm sure there are quite a few different split arrangements in terms of expectation, etc. If I'm the one with the job order I expect that your candidate has:

A. Heard about the job and feels they are qualified.

B. Is interested in the job and wants to explore it.

C. Is available and within the target salary/expectation range.

I'll take it from there.

On the other side of things - if it's your client you can expect the above from me.

Regarding "is it real" - that is something that over time you'll have experience with on an individual basis. I can tell you that as of today there are still only 8 or 10 recruiters I've had any success with. The rest - for one reason or another - never went anywhere. It takes some time to get to know each other on the front end.

There are quite a few recruiters who are true professionals out here. I can usually sense a con artist when I talk to one - and I'm sure you can to.

If something doesn't seem right - it's not. Don't try to talk yourself into something if you sense you don't have the full picture. Too many good recruiters out here for you to waste time being used by anyone.