Developing the wrong kind of relationships with recruiters can put your resume writing business at significant risk. They can make promises to you about providing a volume of clients that can be enticing — but can they deliver? And at what cost (both in terms of finances and the commitment it will require from you)?
Going into these relationships armed with the right knowledge and information can help assure you pick the right recruiters to work with — and negotiate an agreement that works for you — and for them.
• Will you (the firm) be the “client” or will I be working with (and billing) the job seeker directly?
• What kinds of clients do you work with? Any specialties? What salary ranges do you usually work with? Remember that “generalist” firms in particular might send you some clients you don’t usually work with. If this is the case, you might want to make arrangements ahead of time with a subcontract writer to handle those clients.
• Do you anticipate these project to be resumes only, resumes and cover letters, or other types of materials (bios, portfolios, LinkedIn profiles, etc.). Would you be interested in offering any other services to your clients — i.e., career workshops, interview coaching, salary negotiation advising?
• How many projects do you think you will be sending me (per week, or per month)?
• How do you anticipate the client management process being handled (how I normally conduct business, or do you have something else in mind — i.e., meeting the client at your offices, or representing myself as your agent?)
• How will referrals be made? Online? Will you email me the client information and I make contact? Will you set up a formal affiliate page and/or link? Or will you give the client my contact information, and the client will contact me?
• How will sales be tracked? Are you responsible for tracking leads and clients, or am I?
• How will payment be handled? Will the client pay you, or me?
Issues to address when structuring an agreement (these are addressed in detail in the special report, but here is an overview):
• Tracking referrals
• Scope of commissionable work
• Reporting requirements
• Contact details
• Clients you don’t/won’t work with
• Client ownership and ownership of work (copyright)
• Payment details
• Expense reimbursement
• Defining the nature of the relationship (“status”) – i.e., independent contractor, employee, or agent
• Responsibilities of each party
• How default/breeches are resolved
• Limits of liability
• Term of the contract
• Contract termination
Excerpted from: “Developing Strategic Alliances and Partnerships With Recruiters” by Bridget (Weide) Brooks.