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Right To Represent Agreement

By Zach Arnold | December 15, 2020

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A right of representation can be valuable for candidates, recruiters and recruitment companies. The use of RTRs is increasing and we believe that this trend will continue. Talk to your recruiter about RTR, trust your instincts and ask questions if something doesn`t seem right to you. Some people call RTRs as documents, forms or even contracts. An RTR is, to put simply, a contract between a candidate and a recruitment agency that tells the recruitment company that the recruiter has found a suitable candidate to play the role and that the candidate agrees to be represented by the recruiter for a given opportunity. The right to representation is an example of an outdated system that was created for the benefit of the recruiter or staff agency to ensure that it has the “ownership” of a candidate, which essentially prevents other agencies from representing the same candidate on the same position or client. Most candidates have no idea that this system actually limits their ability to work with other staff officers on the same roles and sometimes with the client as a whole. They unknowingly rely on a single recruiter, perhaps best able to help them find a great new role. Also – most RTR agreements are customer specific. So if we send you to Company X, you can only be hired by our company. Normally, there is a delay of 3-6 months to avoid the client trying to bypass the recruiter after he has been presented with the CV. The right to representation was introduced to allow candidates not only the well-deserved right to some kind of career privacy, but I also think it exists now to flush out garbage, flushing staff officers who simply can`t do their job properly or who don`t really have pride in what they do. Recruitment managers see qualified applications more quickly because they know that the candidate has expressed an interest in the role and has agreed to be represented by the recruiter before submitting it.

In some cases, you have no chance of applying for a job or landing unless a serious recruiter represents you. It may therefore be in your best interest to sign the treaty. But just like any legal document you sign, you have to read every word very carefully, especially the fine print. Your professional future may well be based on the decision whether or not to sign with a recruiter, and you can`t afford to make a mistake. Pay attention to the following contract details. Everyone here with Lutz understands that they are more than a CV. We have never encouraged a candidate to sign a broad right of representation. We take the time to learn about your goals, strengths, skills, concerns, interests and personalities in order to find the right solution for you. We also know that the recruitment process can be confusing and that you may have questions. Contact us if you still don`t know if you need to sign a contract or if you want more information about how a recruiter can help you advance your career. It is an agreement between a candidate and a staff officer that gives the recruiter exclusive rights to represent them for contract positions. While it has advantages, such as the protection of the parties involved, it is also not without risks, especially for the candidate.

That`s why it`s important that you read and understand the entire contract carefully before signing. Keep in mind that this contract is developed by the recruiter`s company to protect their interests in the first place. Clients have a policy stating that the recruiter who first presents a candidate is automatically the candidate`s representative entity. The directive is generally managed through a candidate tracking system or supplier management system that adds time stamping to the transmission.

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