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Re-thinking the Right to Represent

People are not commodities. We understand this intellectually but in staffing we have many systems that treat them as exactly that.

The Right to Represent is an example of an outdated system that[...]

March 14, 2019

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Re-thinking the Right to Represent

People are not commodities. We understand this intellectually but in staffing we have many systems that treat them as exactly that.


The Right to Represent is an example of an outdated system that originated for the recruiter or staffing agency’s benefit to ensure they have ‘ownership’ of a candidate, essentially preventing other agencies from representing the same candidate to the same position or client. Most candidates have no idea that this system actually limits their ability to work with other recruiters on the same roles and sometimes with the client altogether. They unknowingly place faith in a single recruiter who may or may not be best suited to help them find a great new role.

Clients have a policy that states the recruiter that submits a candidate first is automatically the representing entity for the candidate. The policy is usually administered through an applicant tracking system or vendor management system that adds a time stamp to the submission. This “time-based” approach originated to benefit recruiters but ultimately drives some negative behavior that doesn’t put the candidate’s best interest first.


Some unscrupulous recruiters take advantage of the limitations of the ATS or VMS and will immediately submit candidates for roles without the candidate’s knowledge, simply to lock them down and prevent the candidate from working with other recruiters. If another entity that has done the proper due diligence of screening and qualifying a candidate submits after the initial staffing agency, they will be told that their submission is a duplicate and not eligible for a placement fee. Essentially someone else beat them to the finish line.


It’s the recruiter’s job to woo candidates and win them over. It’s also the recruiter’s job to build a long-lasting relationship with the candidate and become their “agent” and advocate for them. Remember Jerry Maguire? The recruiter’s job is to explain the position in detail, why the candidate is best suited for the role, help the candidate prepare for an interview, and more. It’s not enough to just submit the candidate first to receive credit. Recruiters and staffing agencies that add the greatest value should ultimately win.


That’s why we built the Digital Right to Represent. In Crowdstaffing, the right to represent is tied to a specific job and the candidate. This limits the recruiter’s ‘representation’ to a single job. The candidate may work with any number of recruiters on different jobs. Candidates are able to choose their Jerry Maguire, not the other way around.


When a recruiter wants to submit a candidate for a specific role, they invite that candidate to apply for the role. If the candidate decides they are interested, they digitally sign a ‘Right to Represent’ giving that recruiter permission to present that candidate for consideration. The relationship between the candidate and recruiter is tied specifically to that job. In Crowdstaffing candidates may work with any number of recruiters, just not on the same roles. 


Recruiters and staffing agencies can also securely upload their talent pools to automatically be matched to jobs. When a match occurs, the recruiter is notified and can invite the candidate to apply. If the candidate agrees, they sign the digital right to represent. If that candidate appears in another agency talent pool and is matched to the same role, that recruiter is also notified. Now the candidate can decide which recruiter they would like to represent them on that specific role.


The digital RTR has many benefits. Recruiters can more quickly secure RTR’s because they are digitally signed and tracked in their dashboard. As soon as a candidate signs an RTR it is recorded in real time and the recruiter is simultaneously notified, eliminating any wait times.  


Hiring managers see qualified submissions faster because they know the candidate has signaled their interest in the role and agreed to be represented by the recruiter prior to submission.


And candidates are in control, choosing which recruiter they feel is best able to help them land a great new role.

Sunil Bagai
Sunil Bagai
Sunil is a Silicon Valley entrepreneur, thought leader and influencer who is transforming the way companies think about and acquire talent. Blending vision, technology and business skills honed in the most innovative corporate environments, he has launched a new model for recruitment called Crowdstaffing which is being tapped successfully top global brands. Sunil is passionate about building a company that provides value to the complete staffing ecosystem including clients, candidates and recruiters.
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