Dirty Little Secrets Recruitment Agencies Won’t Tell You

We tried doing the typical business model that mostof recruitment firms use, but we questioned the ethics behind it; and mixed things up instead.

I know, you think this is a self servicing article designed to increase our client acquisition, which, to some degree, you’re correct.

However, our primary mission is to make an actual positive impact on the clients and communities that we serve… as such, consider this blog post a Public Service Announcement.

Many decades ago, some recruitment firm owner thought it would be a good idea to start treating candidates like selling microwaves, or refrigerators.

Yup, that’s a big claim, but here’s why… and it all comes down to the commercial contracts (between B2B client and the Firm):

1) Free Replacement: is the equivalent to an Warranty Policy. Now, dont know about you, but unless the recruitment contract states otherwise, their job ends when you onboard the candidate… 

Onboarding and successful passing of the probation period is 100% the clients responsibility. (Practically speaking).

Now that indicates that they don’t care if your employee sticks around, they just want to make onboarding clients easy, and fast.

ASK YOURSELF… Why would a firm be so willing to offer a FREE REPLACEMENT?!

No need to think too hard, I’m gonna tell you now, but before I do you need to understand a simple piece of business logic: “Cashflow is blood flow,” and without it, a business dies.

So, if every client insists on “success only” payouts then firms need to start playing the volume game to increase their monthly probability of covering their expenses month on month.

If they’re playing the game of probabilities… doesn’t that mean that your vacancy to them isn’t a priority? but just a probability?

And if you are taking too long to pay them, then they put your vacancy at the bottom of the priority pile.

Lastly, to us at least, Warranty Policies should only be for iPhones, and things that break easily… we personally sell Spartans, and as per the movie 300, you know they are durable as hell!

2) Many firms advertise that they have over One Million Resumes… but here’s the catch, that’s just a gimmick so you pay them big buckaroos.

But Leo, a bigger database means faster time to hire… FALSE FALSE FALSE!

That’s a fallacy that we all need to stop falling for.

Resume Databases get outdated in less than 3 weeks from the time a candidate uploads their resume.

So, while you’re happy to pay $5,000 for annual access, keep in mind, you may as well just toss $5,000 in a dumpster and set it on fire.

3) Your hiring team have biases, and whether or not 3 e party recruiters realize it or not, they use those biases to get your team to hire faster, NOT SMARTER.

It all comes down to incentive structures. Recruiters are incentivized to close employment contracts, and hire fast to shorten the billing and ops cycle.

(Look up cash value of money to understand more).

So, whether it’s on conscious or sub-conscious level, recruiters will identify the hiring biases of your hiring manager as fast as possible, to close the deal fastest.

The hiring manager will be completely unaware, and to the contrary, he will be happy and grateful.

However, there is a large chance that he overlooked a more qualified candidate when a recruiter isn’t incentivized to help hiring managers be aware of their own biases.

How you pay the firm, limits the firm on how they incentivize their staff…

Performance management applies here, just as much as it does with your own employees.

we can talk about this all day, or we can cut to the chase, and give us a call to discuss how you can incentivize us at SpartanSC, and our team to serve your best interest, with our actual expertise and over 20 professional certifications in Human Resources, Neurolinguistic Programming, and Psychology.

Reach out asap, and Free Consultation Here!

Signing off!

Founder & President of SpartanSC

Leo Khoury