In my previous blog post, I began what will be a series of posts about the various guarantees that recruiters offer. We gathered this information via a recent survey of recruiters from all across the country. In that post, I discussed the basics of the survey, namely the percentage of recruiters who offer a guarantee and the timeframe involved with those guarantees.
The most popular answer when it came to the timeframe of the guarantees offered by recruiters was the 90-day variety, which claimed 44.9% of the vote. In addition, those recruiters who responded to the survey also included some interesting comments regarding how they view and offer guarantees. Some of those comments are listed below:
- “I will refund if the case is justified in my opinion. No guarantee unless the company allows me to chose who they hire.”
- “Clients are pushing for longer and longer guarantees.”
- “When pushed to the wall, we will offer a 30-day replacement guarantee only.”
- “I pretty much sign whatever a client wants, since in 25+ years, I have only had two fall-offs within a guarantee period. Toughest guarantee I have been asked to sign has been six months, 50% refund with 100% refund if candidate leaves within 90 days.”
Now that we’ve explored the timeframe involved with these guarantees, how about the types of standard refund policies that recruiters offer with their guarantees? That brings us to the next question we asked in our survey: “What is your standard refund policy?” The answers to that question are listed below:
Full refund/money back—8.4%
Replacement/no money back—61.4%
Pro-rated refund—17.6%
Other—10.9%
No responses—1.7%
For the “Other” responses, here is a sampling of some of the specific reasons that recruiters chose that answer:
- 30 days to find a replacement; if none found, full refund
- Some version of all three
- Once I am paid, I do not refund any money.
- Full [refund] within 90 days and prorated over 12 months
These results further illustrate the fact that when it comes to guarantees, recruiters use varying approaches—in terms of the type of guarantee and the length of the guarantee. Some recruiters will not offer a guarantee, much less a refund, under any circumstances, end of story. Meanwhile, other recruiters will sign whatever guarantee agreement that their clients want, and that’s been standard practice for them for many years.
As always, we’d like your feedback. What guarantees and/or refunds do you offer? Do you agree or disagree with any of the comments made by recruiters in this survey?
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