Friday, June 24, 2016

Why Virtual Recruiters Should Partner with Virtual Organization Recruiters

The New Virtual Organization World
It's a New Principled and Civilized World, It's Virtual, and It's Organized

Why Virtual Recruiters Should Partner with Virtual Organization Recruiters
By Pierre Coupet

Before I begin to give you the reasons why Virtual Recruiters should partner with Virtual Organization Recruiters, let's analyze the difference between them.

First and Foremost.   Although Virtual Recruiters and Virtual Organization Recruiters both operate in a completely virtual environment,  the primary difference is that the "Virtual Organization Recruiter" specializes in recruiting ONLY personnel who will primarily be working in either a 100%  "virtual" or "virtual organization" environment.   That means a "Virtual Organization Recruiter"  does NOT recruit personnel for strictly "brick-and-mortar" positions.  Therefore, there is no conflict of interest.

Second.   The second most important difference is that a "Virtual Organization Recruiter" operates strictly in accordance with both the "Virtual Organization Management discipline" and the "Virtual Organization Recruitment  discipline."  It's basically a formal and universal set of standards, best practices, policies and procedures for operating in a virtual environment and for assessing candidates vying for Virtual Organization Leadership positions, respectively.  

Whereas a "Virtual Recruiter" uses whatever "homegrown procedures for working from home" suits him/her best (no universal set of standards, best practices, policies or procedures).    

Think of the difference between Cowboys (Virtual Recruiters) and Soldiers (Virtual Organization Recruiters).  Although they both use guns and are good at what they do, the Cowboy makes his own rules; whereas the Soldier has to undergo formal military training, wear uniforms, abide by a certain code of conduct, and must observe military rules or else be subject to the UCMJ (Uniform Code of Military Justice).

Third.   The third and most significant difference is that the "Virtual Organization Recruiter" operates in accordance with the "Virtual Organization Recruitment discipline."  It's basically a formal and "universal" set of standards, best practices, policies and procedures for recruiting ONLY personnel "who will be working in either a Virtual or 100% Virtual Organization environment"  ::  NOT for recruiting personnel who will be working "primarily" in a brick and mortar setting.

To continue with the same Cowboys (Virtual Recruiters) versus Soldiers (Virtual Organization Recruiters)  analogy,  although cowboys know how to fight,  they use their own "homegrown, on-the-fly, and on-demand  battle strategy."  In other words, whatever suits them best at the time in order to get the job done.

Whereas the military's mission is different and, therefore, Soldiers have to use formal military tactics, maneuvers and strategies learned in basic military training or at the military academy.  As well, Soldiers also receive formal training in the use of more sophisticated weapons.

Since I am not the only recruiter who has ever been in the military,  I am sure a lot of my fellow veterans will clearly understand what I mean by that.

Fourth.   The fourth most important difference is the Business Model:  "Virtual Organization Recruiters" do NOT work on either a Contingency :: Retainer  :: or  Bill Me basis.   ADVANCE PAYMENT IN FULL is required from each client at the time the order is placed before any work can begin.   There is one excellent reason for that:

That's because the virtual organization recruitment process is completely different than the standard recruitment process for brick and mortar candidates.  It is primarily 99.9% assessment.  Therefore, that type of work cannot be done on a "contingency," "retainer," or "bill me" basis.

Think of ordering a "personality test" from a third-party provider for one of your candidates (if you were conducting a retained search for one of your clients).   You wouldn't ask the provider to do it on a contingency,  retainer or bill me basis.   You would pay for the assessment at the time the order is placed before the assessment can be made (and would then bill your client or deduct it from your retainer).

Whereas Virtual Recruiters will expend a tremendous amount of energy trying to be a Jack of All Trades, and will Wear a Lot of Hats, without any guarantee of payment for their efforts; just so they can strike gold IF they are lucky enough to find the right candidate on time - even though there are many, many factors that are completely beyond their control.   Factors which have absolutely no relevance as to how good of a recruiting job they've done with respect to conducting the search and trying to make a successful placement. 
And there isn't one single contingency recruiter on the planet who would disagree with me on that.

Time to Give You the Reasons Why

Now that you have a clear understanding of the difference between a Virtual Recruiter and Virtual Organization Recruiter, it's time to give you the practical reasons why they should partner with each other:

No Competition or Conflict of Interest.     Now that you have a clear understanding of the Virtual Organization Recruiter's business model (Advance Payment In Full for All Services to Be Rendered);  it should now be obvious to you that the Virtual Organization Recruiter has absolutely no interest in working under the terms and conditions that both the Virtual Recruiter and the current or potential Client Company are accustomed to.   

Therefore, the Virtual Organization Recruiter does not represent a threat to your business or livelihood, or you personally, if you happen to be a typical "brick-and-mortar" Recruiter or an Independent Virtual Recruiter.

Allows You to Shift the Burden of Expectation and Be Compensated in Advance.    When a current or potential Client Company gives a Virtual Recruiter a job order, they automatically (but wrongly) assume that since the Virtual Recruiter is now working in a virtual environment, then he/she is automatically qualified to assess candidates who will be working for the Client partly or mostly in a virtual environment.   

However, that being said, these Clients naturally expect the Virtual Recruiter to conduct such Virtual Organization Candidate Assessment under their existing terms and conditions - in other words, FREE OF CHARGE and on a contingency basis.

But when you partner with a Virtual Organization Recruiter, instead of trying to be a Jack of All Trades and Wearing a Lot of Hats, all you need to do is just shift the burden of expectation by letting your Clients know in advance that the Assessment of Virtual Organization Leadership Candidates requires a certain amount of specialization and that you have partnered with a Virtual Organization Recruiter and Virtual Organization Leadership Assessment firm in order to provide such services to them.

Since the Virtual Organization Recruiter requires upfront payment for each individual candidate assessment, then you, the Virtual Recruiter, will also automatically be compensated in advance by your Virtual Organization Recruiter business partner for these virtual organization candidate assessment services (that you yourself did NOT provide) regardless as to whether or not a placement has been made.

Allows You to Position Yourself  As Resident Virtual Candidate Assessment Guru.  Eventually, every single stakeholder in your Client's organization--from Human Resources Personnel to Hiring Managers--will come to rely on you, the Virtual Recruiter, as the Go-To-Source (Resident Guru) for recruiting-assessing personnel who will be working in a virtual or 100% virtual organization environment.    All that you, the Virtual Recruiter, has to do is to provide a link to the Co-Branded Virtual Organization Candidate Assessment Order Form.

Allows You to Gradually Shift Your Organization to the Advance Payment for Services Business Model.   Moreover, as time goes by and more and more companies begin to hire more Virtual Organization Personnel, the ratio of your revenues from "Advance Payment for Services to Be Rendered" business will shift 180 degrees.    For example, instead of generating  20% of revenues from your share of Advance Payment from your "Virtual Organization Recruiter Business Partner" and 80% from Contingency Placement and Retainer fees, the tide will eventually shift to 80% of revenues from Advance Payment and 20% from Contingency Placement and Retainer fees.

It's 100% Effortless.  A No-Brainer.   A Win-Win Proposition.    No Additional Effort Is Required On Your Part.   You don't have to hire or train additional staff to provide the Virtual Candidate Assessment services.  Your Virtual Organization Recruiter business partner and Virtual Organization Leadership business partner will handle it all.   All you need to do is let your clients know that you have partnered with Virtual Organization Recruiter and Virtual Organization Leadership to provide them with this valuable virtual organization recruitment and virtual organization leadership assessment service to them.   

It's a No-Brainer.  You already have the Clients and hiring Virtual personnel is NOT a new concept that you have to shove down their throat.  In fact, they are already using virtual employees in some form or another and are already clearly aware of the issues.  The only thing that you are doing is "providing them with a Reliable and Effective Solution."  

It's Also a Win-Win Proposition.  You no longer need to brag about being a Virtual Recruiter just so you can get an opportunity to get job orders for Virtual Personnel and provide FREE Virtual Candidate Assessment services.   You can now receive Advance Payment for all virtual candidate assessment services (regardless as to whether or not you are able to fill the position) and still have an opportunity to fill other positions with your clients on a contingency or retained basis (in accordance with your standard employment agency or recruitment terms or executive search assignment agreements).    

That way, everybody wins:  The Virtual Recruiter, The Client, and The Virtual Organization Recruiter.

In Conclusion

Now that you understand the difference between a Virtual Recruiter and Virtual Organization Recruiter, and have been enlightened about the "Virtual Organization Recruitment" discipline, there is no need for you to hurt yourself financially by trying to pass yourself off as a Jack of All Trades and Expert in the Recruitment of Virtual Personnel and continue to work for FREE.

You can now stay focused on what you do best:  Recruitment of  Brick and Mortar Personnel (on a contingency or retainer basis) and let your Virtual Organization Recruiter business partner do the rest (and get paid in advance).    

The bottom line is this:  Virtual Organization Recruiters do NOT compete with Virtual Recruiters since they have a different mission.  Instead "Virtual Organization Recruiters" complement "Virtual Recruiters" and help them prosper.

I hope that helps a great deal!

About Author:  Pierre Coupet, Q of VOM, is the founder of Virtual Organization Management Institute (VOMI), Virtual Organization Management Institute Repository,  VOMI Global Think Tank VOMI Virtual Organization AcademyVirtual Organization LeadershipVirtual Organization AdvisorsVirtual Organization RecruiterDigital Currency Consortium, Digital Currency Ethical Board,  Virtual Organization JobsVirtual Organization  Executives, and Blockchain Executives :: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Lead Architect of  Futuristic City-State Enclave Based On a Civilized World Financial SystemContact Online.   

Stock Photo: courtesy of Pixabay

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