We were all likely taught that you should never start a search without a signed agreement. This makes good sense for many obvious reasons.
However, what do you do if a hiring manager authorizes you to send people for a search, but does not return your agreement promptly?
Hiring authorities (like all of us) only do things when it is obvious that it will benefit them in a tangible way. Reading a contract in detail before they receive a candidate is not always at the top of their priority list.
Often, it is your presentation of a star candidate that provides the motivation for the manager to sign your agreement.
Verbal agreements are theoretically binding, but difficult to prove. However, from my point of view, it’s okay to start a search with a verbal agreement on rare occasions as long as you follow these three rules:
1. Secure the signed agreement before you schedule the first sendout.
2. Present your candidate without revealing their name or current employer.
3. Only send one candidate as a test to see how quickly your prospect responds before putting much effort into the search.
You definitely would want this practice to be the exception rather than the rule. If you are going to start the search, make sure you have a verbal agreement on the terms. Then make sure that you stick to the three rules outlined above.
— — —
Gary Stauble, a guest writer for the Top Echelon Recruiter Training Blog, is the principal consultant for The Recruiting Lab, a coaching company that assists firm owners and solo recruiters in generating more profit in less time. For more information or to schedule a complimentary coaching session, visit www.therecruitinglab.com or call 408.849.4756.
Good advice for those out there willing to take the risk, but the only issue that I have is that since it is my job to find and identify candidates, I believe that resourceful hiring managers or HR pros can easily take the ‘blinded’ information that I provide and they can find them on the internet themselves. Just look how easy it is to go on LinkedIn with just a few keywords. Anyone that wants to put in the extra effort can probably find my candidate. All of us recruiters have to be covert to protect our clients and candidates but I have never operated without an agreement; no matter how enticing the job order.
Hi Robert,
Your point is well taken and something that all of us are concerned with. My advice is always the same on this issue; reveal as many juicy details that will entice the hiring manager- without- risking revealing their identity. How much you reveal depends on the particular situation. It’s basically the same amount you’d reveal on a candidate marketing presentation.
If you have a very narrow search in a narrow geographic market it would obviously be fewer details than a more broad search.
Good hunting.
Gary