Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Jeff’s On Call!

Jeff's On Call!, Legal

How to Tell When Your Sourcing Is Raiding



ask-jeff

Hi Jeff,

My name is Jeff Weisberg from JW Resources, a contingency search firm. We are a small specialized boutique firm.

We go to your Jeff’s On Call! column and The Fordyce Letter as soon as we get into the office, and have been following your advice for years.

This morning I terminated my agreement with one of my clients. This was primarily due to a lack of assignments that I have been given over the past year. I placed one individual several months ago due to an old assignment, but hadn’t received any additional assignments during a one year period. I am fully aware that they have been using several other firms on a regular basis based on job postings and by talking with candidates in the industry.

My agreement states that it can be cancelled by either party at anytime and there is nothing stated about recruiting their employees. So I canceled the agreement and they responded, “What is your reason for canceling?” I

How-To, Jeff's On Call!

3 Surefire Ways to Cold Call Decision-Makers



Placements and the law logo

The first and most important thing a recruiter must do is get through the gatekeeper to the prospective client. Smiling and dialing is fine for voicemails you hang up on, but placements aren’t made that way. You might as well be talking to your kids.

If you follow me, I’ll show you where the secret passages are to get past the guards at Placeland.

1. Find the Hiring Authority

More placements are lost by calling the wrong person than any other reason. That’s why the recruiter’s bumper sticker reads, “So many sendouts, so few offers.”

In a large corporation, your most valuable source of information is some busy live operator. Unlike assistants, operators are not there to screen. They’re pressured to transfer a call as fast as possible.

Fees, Jeff's On Call!, Legal

85% Of Fee Agreements Are Defective. Is Yours?



ask-jeff4

Jeff,

Thank you for the opportunity to get a response.

I have been in the electrical industry for 23+ years, headhunting for 16+ years. I had a concurrent career as in the US Army, Colonel in the Army National Guard, and an Iraq War Veteran.

We have a small, highly effective search firm.

I’ve been reading your advice in The Fordyce Letter for 16+ years and have benefited too many times to recall. It is simply awesome.

Now to my question: When do you officially determine resignation?

Here are the facts:

  • Written agreement with 90 day “replace” guarantee.
  • Candidate verbally communicated intent to resign prior to 90 days and is talked off the ledge and stays.
  • Candidate presents after 90 days in writing intent to resign. Candidate’s last day of work is after the 90 days.
  • Company communicates to me after initial communication by candidate of intent to resign to initiate replacement search. Found replacement and hired.
  • HR offers 50% payment with rationale that there is a gray area because the intent to resign (verbal) and communication to initiate replacement was prior to 90 days.

Jeff, thank you so much for once again adding value to the recruiting industry. In 16+years in the business this was a unique one and once again you came through.

Appreciate you and your expertise.

Thank you!

Jim Pabis
President
Saratoga Source, LLC

 

Hi Jim,

Thanks for writing – and for your service in protecting us all. If it wasn’t for people like you, people like us would be – who knows?

I’m so proud to be assisting you, and appreciate you having a laugh with me in spite of your angst. Truly, the pleasure is mine.

Fees, Jeff's On Call!

The Fee Is Yours If You Were the Source of the Hire



Jeff Allen COllection Tip

Editor’s note: Jeff Allen has heard every employer excuse you can imagine for not paying up — and dozens more that defy imagination. A few years ago he began documenting them in a weekly collections column. Because of the importance of collections, Fordyce will periodically reprise the most common situations he addressed. The complete collection is here.

What Client Says:

We would have found the candidate on our own.

How Client Pays:

This “defense” is no defense at all.

Cold Calling, Jeff's On Call!

3 Ways to Get Past the Gatekeeper



JeffOnCall_new

The first and most important thing a recruiter must do is get through the gatekeeper to the prospective client. Smiling and dialing is fine for voicemails you hang up on, but placements aren’t made that way. You might as well be talking to your kids.

If you follow me, I’ll show you where the secret passages are to get past the guards at Placeland.

1. Find the Hiring Authority

More placements are lost by calling the wrong person than any other reason. That’s why the recruiter’s bumper sticker reads, “So many sendouts, so few offers.”

Jeff's On Call!

You Can’t ‘Steal’ An Employee Who Doesn’t Want to Go



ask-jeff3

Hello Jeff -

I enjoy reading your columns. I experienced an incident on which I’d value your opinion.

I submitted a candidate (blind profile) to the recruiting manager of an AmLaw100 firm. A few hours later, I get a phone call from her. She asks  me, “Are you working for us or against us? I know that you sent an email to one of our associates recently (trying to entice them away).”

Now I feel that she won’t consider my candidate, mostly out of spite. Here are the facts:

Fees, Jeff's On Call!

Your Candidate Can Collect Your Fee If You ‘Forget’ To Get A Signed Agreement



Placements and the law logo

As long as the placement industry continues to do business without employer-signed fee schedules, candidate introductions and interview confirmations, it will be on the outside looking in. It’s cold out there, too.

Every day, we hear the “answers” to the question: “Why is it unnecessary or impractical for an employer to sign a fee confirmation?”

Among them:

  • Placements happen so fast, there’s no time to obtain a signature.
  • Hiring authorities aren’t authorized to commit their employers in advance to the payment of contingency fees.
  • It’s “customary” for the placement industry to operate on a handshake.
  • The employer is bound by the “acceptance of referrals” provision in an unsigned fee schedule.
  • The employer has the “burden of proof” to show that it didn’t hire as a result of the referral.

Unfortunately, the correct answer is “None of the above.” None of these arguments budge a judge.

Fees, Jeff's On Call!

There Is No Such Thing As A Bona Fide Job Order



Jeff Allen COllection Tip

Editor’s note: Jeff Allen has heard every employer excuse you can imagine for not paying up — and dozens more that defy imagination. A few years ago he began documenting them in a weekly collections column. Because of the importance of collections, Fordyce will periodically reprise the most common situations he addressed. The complete collection is here.

What Client Says:

It wasn’t a “bona fide job order.”

How Client Pays:

There’s no such thing as a “bona fide job order.” It just sounds legitimate –

Fees, Jeff's On Call!

The Law Doesn’t Care Who Arranged the Interview



Jeff Allen COllection Tip

Editor’s note: Jeff Allen has heard every employer excuse you can imagine for not paying up — and dozens more that defy imagination. A few years ago he began documenting them in a weekly collections column. Because of the importance of collections, Fordyce will periodically reprise the most common situations he addressed. The complete collection is here.

What Client Says:

You didn’t arrange the interview.

How Client Pays:

Arranging the interview has absolutely nothing to do with your right to the fee. The legal issue is whether your activities caused the hire. You’re not

Jeff's On Call!, Legal

What You Need to Know to be an Expert Witness!



Placements and the law logo

Congratulations! It all sounds so exciting — a real ego blast. You’ve been asked to be an “expert” in court. Not just an “authority,” or even a “dignitary” — you’re a regular celebrity! Name your price. Money, power, fame.

This report will answer the six questions you’re afraid to ask your new “client.”

1. What Is An Expert Witness?

As the name suggests, it’s someone with specialized knowledge of a certain field. In this case, placement.

Unlike eyewitnesses who testify under oath as to what they personally observed or heard, an expert is an adviser. His “client” is a party to the