The Seven Wonders of the Week…ERE Discussions

Each week, ERE discussion group members share ideas, voice concerns, and work together on similar recruiting challenges. After a year or so of feeling a little reluctant to participate, I recently started to post comments and messages in some of these groups. I think part of what made me hesitant to contribute was the fact that there is so much information. It was hard to spend the time picking out the most relevant discussions. I thought I would make it a little easier by giving everyone a weekly update — a summary of the top seven most interesting discussions of the previous week.

I listed six below and wanted to hear from you on #7. Let me know what you think, add a comment to one of these groups, and tell me your suggestion on the final discussion.

1. Late Fees… Dianne Luecke worked as a TPR for 3 years with no late fees…until now. She wants to know if she can add finance charges after the 30 days included in the agreement. Judging by the number of responses, it sounds like Dianne was lucky — late fees are common. Ken Salinas summed it up best by advising Dianne to be patient, stay positive, and keep constant communication with her client. Wendy Rixon explained how things work in the UK with her clients and and Robert Stein recommended offering a discount for fees paid on time, bill in advance of each period and offer a credit card processing option (PayPal). Joe Ray advised Dianne to rethink the charge if they are a big client…these things take time.

You might also want to check out the Law Suit Fee Agreement started on 6/19…

2. Monday’s Question of the Day…After reading an article on non-compete agreements, I asked if they keep potential candidates from joining an organization. Willie Finch agrees that they need to be well-written to be effective and believes that the priority should be on protecting the organization, not the new employee. Maureen Sharib added that these agreements should be reasonable. David Rees addressed the negative impact of non-compete agreements on the workplace and the economy. Kenneth Greenwood received some advice from others on protecting his database and if a non-compete was his best option.

3. Facebook and MySpace for Business… Susan Nickerson is seeking advice on creating a corporate branding page on these sites. Manoj Tiwari turned the discussion in another direction by asking the tough question…Are people really using these sites for employment purposes? This lead to a greater discussion about generational differences. Steve G works closely with Millenials and claims that they do not use these sites for job seeking or employment references. Jeff Altman writes that these sites and younger job seekers are not looking for the “J-O-B” but for a corporate culture that meets their needs. Kelly Dingee advises us to skip the advertising and go directly to Indeed or for job seekers and recruiters; sourcers should use XRaying and FlipSearching.

4. Help/Suggestion…Mark Will faced a challenge when a hiring manager posted the wrong salary range and the candidate after receiving the lower salary offer was tempted to pursue another job interview that would offer more money. Nick Cobb, David Hafernik, and Jaymie Spencer warned against giving salary ranges and managing expectations from both parties from the beginning. Peter Kempton and Scott Stuckey offered advice on negotiating with both the hiring manager and candidate. Marc Beacon recommended checking the cost of living index ( and Jay Lowry recommended asking for a sign-on bonus.

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Good news! On 7/3, Mark’s candidate accepted the offer.

5. Do Passive Candidates Become More Passive in Bad Economic Times?…Sam Medalie did his research, asking managers their opinions on finding passive candidates in today’s economy. Sadly, the majority of responses indicate “yes.” Most candidates feel that it is too risky to make a job change. Trevor Brooks went from an average of 50 resumes a week in 2007 to 15-20/week today. John Kennedy reminded us that this downturn is different since we are not seeing a large number of layoffs.

6. Friday’s Question of the Day … I was talking to a friend of mine who is a corporate recruiter and works closely with several third-party recruiters. She recently set up an interview with a candidate recommended by one of the TPRs, only to find out that the candidate had applied directly through her organization. I asked for advice and the overall response was to check the ATS. Geno Zertuche suggested reviewing the TPR agreement and Ash Devane shared the clause his TPR firm uses in these situations. Tanya Edmonds simply stated if the candidate applied less than a year ago, no fee. If the candidate applied over a year ago, the fee should go to the TPR.

7. What did I miss?….

Madeline Laurano is the founder of Aptitude Research. Her primary focus over the last 12+ years has been on the talent management market, specializing in talent acquisition. Her work helps companies both validate and reevaluate their strategies and understand the role technology can play in driving business outcomes. 

Prior, Madeline held research roles at Aberdeen, Bersin by Deloitte, ERE Media, and Brandon Hall Group. She is co-author of Best Practices in Leading a Global Workforce and has been quoted in The Wall Street Journal, The Boston Globe, Yahoo News, and The Financial Times. She is a frequent presenter at industry conferences including the HR Technology Conference and Exposition, SHRM, IHRIM, HCI’s Strategic Talent Acquisition conference, GDS International’s HCM Summit, and HRO Today.