How to Find Back Door Hires?

Now that we have talked about how prevalent the problem is, I want to start getting into the meat on how to find them, and what to do once you find a Backdoor Hire.  

  

First, let me give you my definition of a Backdoor Hire so there is no confusion. A Backdoor Hire is when you present a candidate to a company, and they hire that candidate without your knowledge. The presentation is not limited to recruiters. If you provide a contract or temporary staffing, and that person is hired without your knowledge that is also a Missed Recruiting Fees. Over on the staffing and contract side, the fee you are owed is typically referred to as a conversion fee, but for the sake of argument and to not confuse anyone I will just refer to all issues as a Backdoor Hire.  

  

You need a systematic approach to keep track of your biggest assets, and  

  

that is your candidates. Keep in mind that the numbers do not lie, and the  

  

numbers tell me that if you send out on average 100-150 candidates  

  

(regardless of the industry), then you have already been a victim to a Backdoor Hire and are not even aware of it. On average, our clients tell me that roughly 150 candidates are sent out per desk or recruiter; if you have been a recruiter for 10 years with an average payment fee of $20,000, then you should have an extra $250,000 in your bank account. That is a lot of money especially when you consider that is just on average over a 10 year period. I have clients that have been recruiters for forty plus years. By my guess, they are owed one million dollars.  

  

You need to set up a tracking system, whether it is a mechanical system that you personally or your assistant follows up on every 3 months or it is an automated system. You could keep a spreadsheet and simply check LinkedIn or call the company and your candidate to touch base, or you could set up a calendar item in your CRM that is repetitive every 90 days just to make sure the candidate has not been hired by your client. There are low-cost services in the Philippines and India that have cost-effective virtual assistance that helps with that type of stuff as well. In the end, you have a number of choices.  

  

Here is the problem with a mechanical system: it is "People Dependent." I have run my own companies for almost 30 years, and one thing I have learned is do not expect what you do not inspect. I also know that if I am personally responsible for a systematic task, it will not get done as often or as well as it should be. I think it is just human nature. The other thing that working with recruiters has taught me is you are as bad as me when it comes to microtasks.  

  

You can place someone and collect a $50,000 fee for 2 hours of work, but  

  

when you come to the conclusion that something is not going to produce  

  

revenue it is taken off your desk and it is out of sight and out of mind. You simply move on to the most probable revenue generating task. That is not a bad thing, it is a necessary skill in order to become successful. You do not major in minor things and do not micro-manage employees. I get it; I am the same way, and it has been very beneficial to my success. I focus on the most probable revenue generation task and delegate or forget the rest.  

  

What are your options? You can do all other tracking methods that I suggest, but I also believe that it will be like picking the low hanging fruit; you will find most of your Backdoor Hires by accident. At the end of the day, that is ok as well. You have your opportunity cost.  

  

There are other options, but let me say I am always reluctant to mention or promote our company's other services in the education projects that I work on for the staffing and recruiting industry. I feel that this is my way of giving back to an industry that has taken care of me and my family for over 25 years. I also know there is a cost effective solution to the first part of the problem of Backdoor Hires, and I would not do you nor the industry any services if I did not mention the resource to fix it. We have created a free product that you can use to find Backdoor Hires.  

  

It is 100% free to use. The only time it cost you is when we find a Backdoor Hire and you invoice them, and if they pay we will invoice you 10% of what you collected for your fee. If your debtor does not pay, then we simply ask to help you collect the debt at our standard rate; we do not charge you anything extra. The software solution that will find your  

  

Backdoor hires is called “Back Door Hound”. I respect your time so instead of spending a chapter promoting our product, just go to the website and learn more about this FREE service.  

Missed Recruiting Fees | Back Door Hiring | AERC, Back Door Hire Solutions, Inc

Back Door Hire Solutions was developed to specifically track lost recruitment fees. It uses technology created to search and target candidates that recruiters and staffing firms have lost track in the hiring process. Once located the recruiters and staffing firms can then be paid on lost invoices.

We are doing business in the US, Canada and the UK mainly.

AERC, Back Door Hire Solutions, Inc

3760 Sixes Road, Suite 126,
Canton, Georgia
30114 United States

Phone: 877-459-5421
Email: info@backdoorhires.com
Website: http://www.backdoorhires.com/

Lessons from Backdoor Hiring Experiences

Recruitment challenges a human resource manager's skills. The task, most specifically, tests one's perception of the random people encountered. You need a keen mind to judge a person's character accurately. Before making decisions, you examine the different information and evaluate an applicant's sincerity. You spot real talents from the wannabes. As a high-ranking person in the organization, you calculate every decision's impact. You address the weaknesses you recognize and identify the talents to make up for it. The job's difficulty encourages people to partner with recruitment agencies. These professionals provide the personnel needed for a vacant position. They possess the resources your company currently lacks. They ensure that the persons referred fit the unfilled roles reported to them. They also recommend other agencies that meet the demands they cannot accomplish. Their job focuses on connecting individuals to a collective and vice versa. This enterprise earns extremely well for them.

In the recent years, experts point out instances of backdoor hiring. This practice happens when a client creates a contract with a referred talent behind the staffing agency's back. With that, they no longer pay the fees on the associated services. The staffing company loses the expected revenue from that. Aside from that, they also lose personnel in their listing. People in this business hate this illegal practice because it sabotages their economic growth. They lose the respect of their constituents, who only see the failure and not the factors beyond their control. These incidences, isolated or not, contribute to the industry's volatility. Other workers follow suit and this depletes the resources at hand. Eventually, the agency collapses due to bankruptcy. Such activities must be stopped at all cost.

The staffing business starts with recognizing the changes to counter back hiring. The talent, perhaps, saw the potential client's partnership advantages in salary rates. Depending on your financial situation, find creative ways to secure a steady cash flow for them. Always remember, however, the importance of following the law. If the person needs a stable job, then work on referring him or her to such employment. Never curtail them of their liberties to a sustainable, living. Listen to the worker's suggestions and work carefully to maintain their satisfaction. Meet their demands halfway with considerations on the industry's capability. Explain to them the reasons behind their denied pleas. Do not just say no and leave them to figure out why it happened to them. Stay ahead of the game, and enlist the help of your fellow administrators. You mitigate problems better in this way.

Despite the sheer numbers of personnel under your agency, strive to maintain an open communication with them. In this manner, you develop a working relationship with the people. It demonstrates your care for your subordinates. As an executive, you should understand them better to lead effectively. These people possess different potentials, fulfilling those contributes to their self-actualization. Striking the balance between happy constituents and high profits seem tricky, but it is achievable. Allow dire situations to encourage risk-taking in the industry.