Comments - How to Eliminate "Sticker Shock" for Your Clients - RecruitingBlogs2024-03-29T10:23:50Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1556688&xn_auth=noThank you for your comments!tag:recruitingblogs.com,2012-05-10:502551:Comment:15575542012-05-10T18:18:46.453ZDebbie Fledderjohannhttps://recruitingblogs.com/profile/DebbieFledderjohann
<p>Thank you for your comments!</p>
<p>Thank you for your comments!</p> Thanks for the additional ins…tag:recruitingblogs.com,2012-05-10:502551:Comment:15575532012-05-10T18:11:15.653ZChristopher Perezhttps://recruitingblogs.com/profile/ChristopherPerez
<p>Thanks for the additional insights, Debbie. It sounds like more of a business model requiring a certain level of infrastructure (i.e., back office support), than an ad hoc creative way to help close a client, but I still see the usefulness. Sometimes it just takes the mention of a creative solution to get people to open their minds to what is possible. Thanks for the post. --Chris</p>
<p>Thanks for the additional insights, Debbie. It sounds like more of a business model requiring a certain level of infrastructure (i.e., back office support), than an ad hoc creative way to help close a client, but I still see the usefulness. Sometimes it just takes the mention of a creative solution to get people to open their minds to what is possible. Thanks for the post. --Chris</p> Christopher, you are correct,…tag:recruitingblogs.com,2012-05-10:502551:Comment:15573892012-05-10T18:06:35.938ZDebbie Fledderjohannhttps://recruitingblogs.com/profile/DebbieFledderjohann
<p>Christopher, you are correct, companies usually don't provide benefits. If the recruiter works with a contract staffing back-office, the contractors may be able to access benefits that way. For instance, contractors that recruiters run through Top Echelon Contracting's back-office are offered a full menu of benefits, including Anthem Blue Cross and Blue Shield health insurance. Also, a lot of the administrative hassle, such as invoicing, collections, etc., can be handled by a contract…</p>
<p>Christopher, you are correct, companies usually don't provide benefits. If the recruiter works with a contract staffing back-office, the contractors may be able to access benefits that way. For instance, contractors that recruiters run through Top Echelon Contracting's back-office are offered a full menu of benefits, including Anthem Blue Cross and Blue Shield health insurance. Also, a lot of the administrative hassle, such as invoicing, collections, etc., can be handled by a contract staffing back-office.</p> Chris - 1 month - jeese, i'm…tag:recruitingblogs.com,2012-05-10:502551:Comment:15571962012-05-10T15:26:12.428ZRuss Recruitshttps://recruitingblogs.com/profile/RussRecruits
<p>Chris - 1 month - jeese, i'm in the wrong country!</p>
<p>Chris - 1 month - jeese, i'm in the wrong country!</p> Russ, among my clients here i…tag:recruitingblogs.com,2012-05-10:502551:Comment:15575362012-05-10T15:08:09.867ZChristopher Perezhttps://recruitingblogs.com/profile/ChristopherPerez
<p>Russ, among my clients here in the U.S., it's common for benefits to begin on the first of the month after an employee's start date. But it varies.</p>
<p>Good point about the administrative overhead of the temp-to-perm model. Yet another wrinkle to be considered. Once you accept that the perfect deal is not available, it becomes a business decision as to whether the next best alternative is acceptable.</p>
<p>Russ, among my clients here in the U.S., it's common for benefits to begin on the first of the month after an employee's start date. But it varies.</p>
<p>Good point about the administrative overhead of the temp-to-perm model. Yet another wrinkle to be considered. Once you accept that the perfect deal is not available, it becomes a business decision as to whether the next best alternative is acceptable.</p> We call this Temp to Perm &am…tag:recruitingblogs.com,2012-05-10:502551:Comment:15575332012-05-10T14:48:58.176ZRuss Recruitshttps://recruitingblogs.com/profile/RussRecruits
<p>We call this Temp to Perm & is popular with clients who have high turn-overs. </p>
<p>Either way the cost is the same, but you generate more paperwork for the client & yourself and increase the number of of potential missed payment dates = more chasing.</p>
<p><strong>Chris</strong> - Good point - benefits <em>over here</em> usually kick in after 3 or 6 months probation. If its the same <em>your side</em> it would make no difference to the candidate. In the UK, it does not matter if…</p>
<p>We call this Temp to Perm & is popular with clients who have high turn-overs. </p>
<p>Either way the cost is the same, but you generate more paperwork for the client & yourself and increase the number of of potential missed payment dates = more chasing.</p>
<p><strong>Chris</strong> - Good point - benefits <em>over here</em> usually kick in after 3 or 6 months probation. If its the same <em>your side</em> it would make no difference to the candidate. In the UK, it does not matter if you are full time or Part Time ( a Staffer?) - you have the same rights in regards to packadges, holiday and salary - just pro rata.</p> Good idea, Debbie. I am famil…tag:recruitingblogs.com,2012-05-10:502551:Comment:15573462012-05-10T11:55:13.654ZChristopher Perezhttps://recruitingblogs.com/profile/ChristopherPerez
<p>Good idea, Debbie. I am familiar with this approach but with an equitable twist that clients like-- the payments are capped at an agreed-upon amount that is equal to the fee in a traditional direct placement (i.e., some percentage of the candidate's expected annual salary).</p>
<p>On a practical note, how are benefits handled under this scenario? Many companies don't extend full bennies to contract staffers, only F/T people. This could be a stumbling block for getting buy-in from the…</p>
<p>Good idea, Debbie. I am familiar with this approach but with an equitable twist that clients like-- the payments are capped at an agreed-upon amount that is equal to the fee in a traditional direct placement (i.e., some percentage of the candidate's expected annual salary).</p>
<p>On a practical note, how are benefits handled under this scenario? Many companies don't extend full bennies to contract staffers, only F/T people. This could be a stumbling block for getting buy-in from the candidate, I would think. However, since all of this would be negotiated up front, presumably the candidates would be fully aware of this agreement and would be part of the risk-sharing approach. As you said, there are some compromises but it's better than missing a placement altogether.</p>