Skip to content

In Staffing The Right to Represent Should Be Digital

Hiring is hard. Hiring at scale is even harder. That’s where hiring technology comes in. Our Vendor Management System (VMS) simplifies how companies manage their contingent hiring programs.

You’re sourcing for an open position — let’s say you’ve asked your staffing vendors to source viable candidates for a contract sales position in Chicago, IL. Recruiters and agencies are scouring talent pools, combing LinkedIn, and actively reaching out to anyone they think would be a good fit. But, they’re all going after the same talent, and while Chicago is a big city, there’s still a limited pool of candidates who are qualified and seeking work. 

Your staffing vendors come across candidates who seem like a perfect fit for the position. They have the right experience, they’re looking for new opportunities, and they’re available for contract work. To ensure they get credit for (i.e. get paid for) their candidates, these recruiters want you to know which ones they’ve submitted, especially if other recruiters are trying to submit the same people. And, you don’t want a list of candidates with duplicate submissions from different staffing agencies.

Enter: The right to represent, an agreement between a recruiter and a candidate in which the candidate allows just that recruiter to submit their application. How is ours different? It’s completely digital, lives within our vendor management system (VMS), and is required of every submitted candidate for every open job. 

Traditional right-to-represent forms come in all different varieties — some are only for that specific position, others are more encompassing, and most are somewhere in the middle. Typically, these forms are signed on paper and uploaded to VMSs, leaving plenty of room for duplicate submissions and other errors. For instance, how do you know when the candidate signed it—or if it was them who actually signed it? What happens if multiple recruiters claim that the same candidate signed a right to represent with them?

Things can get hairy—and quick. That’s why we think the right to represent should be done digitally and for every position a candidate is submitted for. Not only does it solve the problem of recruiters not being rewarded for the hire, but it also eliminates duplicate submissions, and allows the candidates to choose the recruiter that represents them.

Why Digital is Best

Traditional VMSs use a “first in” approach when it comes to scanning right to represent forms. This puts the pressure on recruitment agencies to submit candidates as quickly as possible, sometimes resulting in recruiters who forge the signature in order to submit a candidate first.

Gives Candidates More Say in Their Job Search

Crowdstaffing VMS uses a different approach. By making the entire right to represent process digital, it records time stamps and IP addresses which makes it nearly impossible for a candidate to be misrepresented or represented multiple times. In this way, we put the candidate first, ensuring that they are in charge of their own job hunt and that they want to be represented by this agency for this job.

Prevents Duplicate Submissions

It also saves our clients time and effort by preventing each candidates’ application from being submitted by multiple agencies, which clutters the list of viable candidates with duplicates. And, if a hiring organization is interested in a candidate with duplicate submissions, they may have a hard time determining which recruiter sourced them first. In our system, candidates can only be submitted once, so our clients get a list of quality candidates without duplicates.

How Our Digital Right to Represent Process Works

In Crowdstaffing VMS, a recruiter invites a qualified candidate to apply for the open job. The candidate then logs into our platform to declare whether they’re interested and, if so, whether they want to be represented by the recruiter who invited them to apply. If multiple recruiters invite them, candidates are prompted to choose within our system which recruiter they would like to go with.

Once a candidate has accepted an invitation to be submitted for an open position, they digitally grant their recruiter the right to represent. Because we’ve made this a required step in the sourcing process, there’s never confusion around which recruiter represents each candidate: a win-win-win. Candidates have full control over whom they work with and for which jobs they’re submitted. Recruiters don’t waste their time pursuing candidates who are already submitted. Hiring companies no longer have to battle with recruiters over who submitted a candidate or work from a list that includes duplicate candidates.

Interested in seeing how this works in action?

Share this article

Articles you will also like

checklist for staffing managed service provider

Checklist: Five Questions to Ask About Your Staffing Managed Service Provider

The right managed service provider (MSP) can help you achieve an efficient, effective contingent workforce program, but making the choice can be tricky. Hiring organizations looking for the right MSP
Read Article

Staffing RFP Process: Best Practices and Red Flags

In today’s modern, fast-paced global economy, the traditional approach to selecting and engaging staffing suppliers has become less prevalent and often more impractical. There are times, though, when the tried-and-true
Read Article
contingent hiring volatility rollercoaster

Overcome Staffing Uncertainty with an Intelligent VMS

Hiring in today’s unpredictable economy can be baffling. As economists warn of continued economic sluggishness, companies are looking for ways to operate effectively and shield themselves from the next economic
Read Article