After spending a week reviewing employment and career advice, using personal recommendations and relationships, doing another week of interviews and doing another week through background checks/drug screens/reference exams/paper papers/etc., you spent a lot of time/resources finding a good candidate. The reasons recruiters want each commitment to be exclusive are pretty obvious. Of course, we will have a very good chance of playing an exclusive role or placing candidates who leave their market research exclusively to us. However, clients often want to see as many CURRICULUM VITA THAT POSSIBLE and candidates maximize their chances of hearing on as many open positions as possible in the market. The benefits to them of working exclusively with recruiters are therefore not always sufficiently obvious with regard to the exclusivity clause itself, to the point that it is sometimes misinterpreted as a prerequisite for potential candidates to be recruited only by that company. This requirement assumes that you cannot consider candidates from other sources, internally or in any other way. Believe me, there is as much power with a rank candidate who wants to be represented only by you, or who is willing to give you at least a few weeks in advance before they meet other recruiters to find a job. Unfortunately, a few bad apples spoil the process for everyone. If you place a candidate who places 100k on a 20% tax, look at a 20k check. By dealing with only one, he effectively optimizes the search, focusing all your attention on the exceptional case: working with the research company to find the best candidate in no time. If a candidate impresses you so much, you can`t afford to let them slide so easily.

When an exclusive relationship is established, your recruitment partner becomes a trusted advisor. You can talk with you about the market (and the market of you), your brand, where you sit in relation to the competition, and the activities of your competitors. While it is not impossible in a non-exclusive agreement, access facilitates exclusivity on both sides, allows the recruiter to come and discuss all the difficulties that there may be with the job, whether it is the location, the price or the salary or even a problem of perception of the company, which allows them to effectively represent your brand. The words “exclusive” and “keep” are often mis-exchanged in recruitment circles. Exclusiveness in accounting recruitment concerns a client who gives an order to a customer and only a staff agent for a predetermined period to search and complete. Any financial commitment remains conditional on identification and securitity through staff. If the accountant does not find the right candidate during his exclusivity phase, the client is no longer required by the Agency. What about exclusivity on the other side of the equation? No one will agree to work exclusively with you unless you can prove previous results if you successfully place candidates of a similar caliber in a role similar to the one they are looking for.