Comments on: Sourcing 101

By: Jeremy Sisemore

Jeremy Sisemore — Tue, 24 May 2005 03:53:00 +0000

Professional recruiters need to realize that we are paid to bring A players to our clients and help them close the deal at offer stage and through the start date. We are, however, ‘recruiting firms’ not ‘retention firms’.

My first comment to clients asking for 90, 180 or 1 year guarantee periods is, ‘Why?’

We need to better understand why they are asking for an ‘above industry standard’ guarantee. I agree with several comments that it is generally because this company is having a very hard time retaining their employees. I don’t know when the client’s ‘poor company culture’, ‘unprofessional manager’, or ‘sweat shop mentality’ became the responsibility of a recruiting firm.

My policy is 30 Day Replacement Guarantee. If you want longer or money-back, I want something in return. I may be flexible as well for a full 30% fee, exclusivity, or a retainer.

Another idea is a 12 Month Pro-Rated Guarantee. The client pays 1/12 of a new fee for each month your first placement was employed. In other words, you’d get 11/12 of your standard full fee if you replaced someone that made if almost a full year. It also ensures that you get the search to do the replacement as an exclusive if they want to take advantage of the guarantee.

Good Luck and stand your ground. Defend your fee and guarantee in relation to the level of your service and what our service really is….’Recruiting, Staffing’.

By: Sherry Karr

Sherry Karr — Mon, 23 May 2005 08:50:00 +0000

Yes, I second Maureen!
=)

By: Maureen Sharib

Maureen Sharib — Sun, 22 May 2005 03:52:00 +0000

Lou, you say:

‘There is a debate underway about whether a corporate recruiting department should target active or passive candidates. In my mind, there is no debate at all. Both pools are appropriate targets. How you best do this and when, is what should be debated. I’m surprised that no one mentioned this.’

This is exactly what we’ve been talking about in the ASK group for the last eight months! Sometimes I feel my plea for contributions
about how to ‘best do this’ falls on so many deaf ears. Maybe it’s because so many are not reading the message?

I had one reader ask:
?I was wondering if we could perhaps take Lou’s (eight point) outline, as it were, and address it that way? I know I would find it helpful.?

Do you want to lead this charge, or shall I?

In response to asking which point she?d like to see first, her response was:
?Internet data-mining and cold calling, of course! The cold calling in particular!?

Your suggestions?

By: Bill Glaves

Bill Glaves — Fri, 20 May 2005 07:40:00 +0000

Thanks, Lou. I love it! Undoubtedly the underlying tone of your article might hinder the receipt of its message, but I think you hit the nail on the head – and titled it appropriately. Too often we can get testy about the opinions we read here and miss some of the wonderful, thought-provoking ideas that you, Dr. John, Kevin, Howard, Charles and the others give to us each day. Please keep bringing them on.

By: Lyn Gilmore

Lyn Gilmore — Fri, 20 May 2005 04:22:00 +0000

Thanks Lou – you’ve laid it all out there and acknowledged that we are responsible for using ALL the tools at our disposal to find the best candidate for the job. Which ever one works is obviously the best one at that moment, but we need to use them all.

Cheers,