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The Fordyce Letter

Straight Talk for the Recruiting Profession


Jeff’s On Call!

Jeff's On Call!

The Payback Attack to Employee Payback Agreements



ask-jeff4

Jeff –

I’m really benefiting from your writing and thanks for taking time out of your busy schedule to answer my question.

I’m working with a candidate who accepted a position with a company that I didn’t submit him for. About a month later, this network engineer told me that the job was terrible and he is only doing network cleanup and documentation. Then he tells me that the agency that placed him made him sign a contract that stated that if he left the job before the three month guarantee period that he would need to pay the agency the lost fee.

This was a new one for me in my 18 year career – I’ve never heard this. Is it enforceable?

Regards,

David Cohen
Agency owner in NJ
Fees, Jeff's On Call!

Do You Know Where Your Sendouts Are Working Today?



Jeff Allen COllection Tip

Editor’s note: Jeff Allen has heard every employer excuse that you can imagine for not paying up — and dozens more that defy imagination. Over the last 18 months, he’s documented one a week. Because of the importance of collections, Fordyce will periodically reprise the most common situations he addressed. The complete collection is here.

What Client Says:

Another recruiter was responsible for the placement.

Fees, Jeff's On Call!

Think You’ve Got A Case? Here’s How We Decide



Placements and the law logo

Proving you earned your fee is far different from earning it. Since we accept collections on a contingency fee basis, we become your partner in the investment. For this reason, we have developed guidelines to decide whether to invest our time and money. Using them has enabled us to attain a 93% collection rate. Here they are:

1. Is The Recruiter Being Realistic?

It’s natural for unpaid recruiters to be angry. Some say they’d rather see us get the money than let the employer get away with not paying. Others insist they want far more than the full amount as compensation for their pain and suffering. We admire them, but suggest they call their local bar association for a referral.

Jeff's On Call!

Avoid the EEOC ‘Letter Bomb’ With Advocacy and Facts



ask-jeff4

Hello Jeff,

I benefit from your regular column in The Fordyce Letter, and thought I’d run this question by you to obtain your thoughts.

I am working on a search for a high-growth technology company here in the Bay Area that is requiring a very specific skillset in the area of electrical engineering standards/compliance for the U.S. and overseas markets. I had a candidate apply who brings over 40 years of experience, and upon initial conversations seems to have the subject matter expertise necessary for the job.

My question is this: How do I present this candidate to my client in a manner that does not discriminate on their age, but my professional opinion tells me that they may not be the ‘long term’ candidate my client is ideally looking for?

Fees, Jeff's On Call!

Ad or You? Where Did the Hire Come From?



Jeff Allen COllection Tip

Editor’s note: Jeff Allen has heard every employer excuse that you can imagine for not paying up — and dozens more that defy imagination. Over the last 18 months, he’s documented one a week. Because of the importance of collections, Fordyce will periodically reprise the most common situations he addressed. The complete collection is here.

What Client Says:

The candidate answered an advertisement.

Fees, Jeff's On Call!

How-To Avoid Falloffs While Getting Pegged as a Pro



Placements and the law logo

(L)ong-term prospects at a company are often determined during the initial phase of a job. Contrary to popular thinking, the first six months on a job are much more than a period of acclimation and adjustment. During this erroneously-labeled getting-acquainted period, a new employee is “pegged” sub-consciously in the minds of the decision-makers in the company. . . It may be superficial as well as unfair, but informal pegging occurs in all companies. . . Ironically, it is the subconscious and non-logical nature of pegging that makes it so easy to manipulate for your purposes.

These words are from a brilliant book, The Right Moves: Succeeding in a Man’s World Without a Harvard MBA by Charlene Mitchell and Thomas Burdick. This PTL uses their suggestions (and mine from both sides of the hiring desk) to show you how to fight falloffs.

Fees, Jeff's On Call!

Don’t Let Your ‘Blind’ Resume Become A Runaway



ask-jeff4

Dear Jeff

I find your column to be extremely helpful and have benefited from your advice on several occasions. I’m a recruiter with 21 years of experience currently working in a very candidate driven market. I have been fortunate to be recognized in the top producer category of the various personnel associations in our industry.

Since my rookie year I’ve always been taught that sending a resume blind has inherent risks because if someone sends the same resume with identification, the blind resume loses. That’s why I’m submitting the following scenario which I just encountered.

One recruiter submits a blind resume without candidate knowledge or permission, but the client does nothing with it. The description on the resume doesn’t really fit their job description. Several weeks later another recruiter submits the same resume with contact information and a presentation to the hiring authority explaining some

Fees, Jeff's On Call!

Invoice Carefully – The Salary Might Be Higher Than They Say



Jeff Allen COllection Tip

Editor’s note: Jeff Allen has heard every employer excuse that you can imagine for not paying up — and dozens more that defy imagination. Over the last 18 months, he’s documented one a week. Because of the importance of collections, Fordyce will periodically reprise the most common situations he addressed. The complete collection is here.

What Client Says:

The candidate’s staring salary is lower.

Fees, Jeff's On Call!, Staffing

Know These 3 Cs So You Get Your Temp Conversion Fee



Placements and the law logo

From its humble beginnings as an occasional accommodation to clients of temporary services, the temp-to-perm conversion has become a major source of revenue to the placement industry. Its popularity can be directly traced to permanent placement (“full-time”) services entering the temporary field. They don’t look at the conversion as the loss of an employee, but the gain of a placement fee. It’s a way to keep a qualified candidate “on ice” while giving the client the opportunity to “try before you buy.”

Unfortunately, three problems exist in enforcing conversion fees: Confusion, collusion and conspiracies. Understanding them will enable you to collect when the conversion occurs.

Fees, Jeff's On Call!

Do Everything You Can to Get An Email Response And You Get Your Fee



JeffOnCall_logo

Hi Jeff,

Over the years I have benefited greatly from Jeff’s On Call column. It’s the first place I look to when it comes to seeking a legal opinion. Our service contract to client companies include a lot of phrases and words taken from your column and they have in court proven successful on several occasions. Thank you.

Shrewd HR and procurement departments are everywhere. I write from outside of the U.S. from where our company is a leading market player.

We presented, unsolicited, a candidate to a multinational company we never worked with before. We emailed two documents — the résumé and a placement agreement — on both stating that a fee of 30% is charged should they hire our candidate within 12 months. They didn’t sign the placement agreement but wanted to interview our candidate. Which they did but without hiring.

Three months later, we hear that the candidate is now hired. The company claims another recruiter presented the candidate and has already been paid a fee. Which may or may not have happened. The company refuses to acknowledge that we presented the candidate, they refuse to pay our placement fee that we have invoiced based on an estimate of what we think the candidate’s salary is.