Contract signing is important for your client who also seeks help in finding applicants for their business. An agency worker must know that once they signed a contract with a recruiting agency, they will become your own depending on the days that you both agreed to your agreement. Once they start working with an employer, they should not assume that their employer can do whatever they want them to do, because as an agency worker, the employer must let the agency know whatever task the candidate will be working.
Companies who use staffing agencies to seek workers may be considered joint employers of those workers, even if the agency hires and pays the workers. But how do we deal those clients who don’t pay the agency’s services and making excuses instead?
For over 27 years, Wilson Cole, the founder of Adams, Evens & Ross, studied much of these issues using their Back Door Hire Solutions technology created search, monitoring all your back door hires. Following the legality system with their very own in-house attorney - Samantha Cole, the company can track lost recruitment fees, and lost invoices that made their team collected thousands of backdoor hires up to present.
Here are the lists of the first excuses and their most significant issues based on Mr. Wilson Coles reviews with backdoor hires:
The client said they already knew the candidate or says the candidate is an independent applicant.
“The number one top excuse that we hear the client says they already knew the applicant. Well, I say knowing someone and knowing that they are looking for a job are two very different things. So, if they tell you that they already knew him unless the applicant can show that he’s already interactive consideration and sent out an email and recruited him recently, or sent out where they’ve set up an interview something on those lines, then it’s not going to be an issue. If they already knew the applicant, then that’s not an excuse that they owe you the money, especially when you have a signed contract with the candidate.”
They didn’t sign a contract with the company.
“The second excuse is that they never signed an agreement. You need to understand that’s a character issue and maybe a great defense sometimes, but most of the time it’s not, but that instantly tells me they're not planning on paying you, and they probably weren’t planning to pay you on anything from the very beginning. So, understand that maybe with others, they can be legitimate disputes, and it’s not a good or a bad thing, but as a recruiting company, you have to make sure to track and safeguard your signed contract or agreement.”
They didn’t last the 30 days or 60 days guarantee, and the candidate was referred internally or came to another source
Recruitment agency should educate their candidates that as an agency worker, even if they’re on a long-term placement with a company, there's no obligation on that company to offer a job directly employed by them. However, the agency is responsible for their workers to be informed about vacancies with the employer while on assignment with them. The aim is to give you the same access to new permanent jobs as your directly employed co-workers. Never assume that you can treat someone less favorably just because he or she is a temporary employee, because based on the legal theory, companies may be held liable for discriminating or reciprocating against the employees of a recruiting agency since these workers are joint employees of both companies.
Mr. Cole also added that “If you would like to receive my book as far as backdoor hire is concerned, we have the nine (9) excuses where we’re going to detail each and even teach a webinar series and have a coaching program. We also have this backdoor hire software that effectively finds these placements for you.”
