Recruiting software by BlackDog - Radin tip of the month

Would you lend a complete stranger $10,000 on a handshake, without a promissory note or an I.O.U.?
I don't think so.

And yet, recruiters willingly reveal their candidates' names and contact information -- and even arrange face-to-face employment interviews -- without any written agreement that clearly states their fees and guarantees.

We're so happy to play ball with employers, we sometimes forget to cover our bases. Or worse, we tippy-toe our way through negotiations, hoping to avoid any sticking points that might cause stress.

Later, after we've lost our leverage (or our hard-earned dollars), we blame the hiring companies for our predicament. But in fact, all they've done is taken what was handed to them. Fair or not, we only
have ourselves to blame.

To avoid disagreement, confusion or disappointment, I suggest you protect yourself with a simple, yet effective tool that keeps your clients on the straight and narrow.

A Fee Agreement, Not a Fee Schedule
Years ago, I used to think that by quoting from my company's fee schedule, I could lay down the law. Sadly, I learned that a fee schedule is nothing more than a glorified price list.

Just because you show someone your price list
-- or publish it on your Web site -- it doesn't necessarily mean than the other side understands or accepts your terms, or promises to pay you for services rendered.

To protect your investment in time and inventory, always put your fee and guarantee terms in writing. Assuming the client has agreed to the conditions, make sure the agreement is signed by an authorized company representative. A straightforward, one-page fee agreement is one of your most powerful business tools you can use, because it: