A unique job order required some fine-tuning. Several recruiters and our client met to discuss it over coffee. We couldn’t help but overhear a heated discussion at the next table, also involving recruiters. Their conversation centered on a common dilemma: ‘Your job order, my resume – how do we split the resulting income?’
Our client, overhearing the exchange, asked if this was a common occurrence. We speculated that it wasn’t, but later, a quick online search for ‘recruiter splits’ revealed a surprising amount of publicly aired disagreements and intellectual property concerns.
The scenario is tempting: you possess a promising job order, while I have a database of resumes that are potentially a good fit. We collaborate with good intentions. However, when it comes time to divide the earnings, those good intentions can be strained, potentially damaging professional relationships. So, what’s a fair approach?
Consider these guidelines:
1. The party who secures the job order should receive a larger share of the commission, as they bear the initial risk of acquiring the business.
2. Resumes sourced from existing archives generally warrant a smaller portion of the split, as they require less active effort.
3. For roles requiring niche skills or extensive sourcing efforts, discuss and agree upon compensation for those specific costs upfront.
4. Crucially, always agree on the commission split *before* sharing any resumes to avoid misunderstandings and disputes later.
Wouldn’t a dedicated job order sharing service be beneficial? Interestingly, one such service exists: GoRecroot.com, designed to facilitate collaborative recruiting.
As a cautionary tale, a colleague once nearly lost a valuable client due to disagreements over commission splitting, highlighting the importance of clear communication and pre-agreed terms.