QUESTION: Running with MPCs to hiring managers is working for me and getting interest to see my candidate. Then they defer me to HR, and it goes nowhere. Do you have any recommendations?
Why HR Can Be a Barrier in Recruiting
This happens across multiple industries. Since we know that happens, when I am on the phone with a hiring manager, I tell them I have done this for years, especially if you have any data you can return to for the last couple of months.
“In the previous three months, I have had 14 people in roles like yourself refer me to HR, and 13 of those HR people never get back to me. No disrespect to your HR person, but I’m just going with metrics. If you want to see this person, what will you and I have to do together to get a hold of HR so that I am not recruiter #375, who is trying to get a hold of them this week?
Empathizing with Human Resources: A Recruiter’s Perspective
I empathize with human resource departments. Recruiters are calling them all the time. They are trying to get on a preferred list and things like that. But you and I have had a conversation. You have a particular need. It looks like I might have a solution, or at least somebody you want to talk with. What do we need to do together to push this agreement through?
A second scenario is with an MPC. I am not an attorney. I just stayed at a Holiday Inn Express, but I talked to an attorney who understood employment law. What I have done in these situations where it is an MPC, and I want to get my foot in the door is if they go, it is what it is you have got to go to HR, I would say:
“Hey Bill, Can I send you a note just with our fee agreement and I am going to say our fee is X% and if you hire them within a year you owe us the money and discuss guarantee and payment terms. All I need you to do is email it back. I approve.”
Crafting Quick Agreement Emails for Recruiters
That kind of confirmation, even to the point where I was told you do not even necessarily need the agreement, but you can just put a couple of bullet points. Dear Bill, I am about to send you a candidate. If you hire this person within a year, you know what the fee is. It is what we agreed to on the phone, X% of base salary. We agreed to a 60-day replacement guarantee and 30-day payment terms. If my memory is correct, just reply, “Your memory is correct. I approve.” Then we are good to go and I will send over the resume and I will arrange the interview.
The Role of MPCs in Building Recruiting Relationships
I never got burned by that. A lot of times when it is like that quick intro, and it might be a onesie candidate, because I can always go to HR and I can prove there is an exchange of value, meaning I am going to submit a candidate, there was a meeting of the minds on the terms. It is assumed, not that I ever took this to court, but this is what I was taught legally that somebody in that role of manager, director, or vice president has the ability to approve something like that.
A lot of times, especially when working with MPCs, and especially if there is no specific opening to go deeper on, that is a great middle ground. Now, if it grows into a search and things like that, again, I want to follow that thread of working with a hiring manager and what I need to do to get them on the phone with me with HR so that the HR person can understand why I was selected to work on the search versus somebody trying to call them to get their agreement approved. Really good question, thanks!
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