1.6 „Registration,“ the performance of an employment or advisory contract between the company and the candidate, regardless of its terms. 9.5 The omission or delay of one of the parties; Applying a clause in this agreement or acting in the event of a breach of a clause does not constitute a waiver of its rights, with the express exception of those rights in point 6.3. PandaTip: in this agreement on the recruitment strategy: „the company“ refers to the person who will hire the employee and the „staff officer“ the person who finds the employee (i.e. the heads/under-employee placement agent). What is an agreement on the recruitment strategy? A recruitment strategy agreement is a contract between two parties, an employer and a recruitment company, which specifically describes the agreement between them, such as responsibilities. B of each party, fees and other relevant information. The recruiter will do his best to find a suitable candidate and present him to the company. The recruiter will use his skills, his experience in recruitment and human resources (HR) as well as his knowledge of the sector to locate, verify, interview and test candidates. The recruiter may search directly for candidates or outsource this role to third parties or networks. The recruiter does not perform specific tests such as drug testing, background checks and credit checks. A recruitment agreement is an agreement between two parties in which one party (the recruiter or recruitment company) is hired by the other party (the „customer company“) to identify and present qualified candidates in order to cooperate with the client. The client pays the recruiter a fee set by the parties. 1.7 „Dismissal,“ „dismissal,“ „rescinding“ means termination of the candidate only in the following circumstances: resignation by the candidate, dismissal for breach of misconduct, dismissal for gross misconduct, failure of the candidate to hire a job or advice regardless of the performance of an employment or employment contract.
PandaTip: This is the most important clause of this agreement on the recruitment strategy, and it is the most likely to be challenged, so it is important to design it very clearly. Is the headhunter paid a fixed fee or a percentage? Or maybe he has elements of both? Are the costs of the recruiter (or part of the recruiter) contingent on the candidate remaining in the role for a period of time? Should the payment be paid to the headhunter, even if no candidate is found? We take examples: $10,000 ($10,000) to Sign On; 15% of the candidate`s annual salary for Sign On; The sum of $5,000 ($5,000) to be paid at the signing of this agreement and 20% of the annual salary of the candidate for Sign On; $10,000 ($10,000) to Sign On and 20% of the candidate`s salary once they have spent six months working with the company.