Ask Me about RHI

I'm a former Halfer. I've been reading through these threads, and I must say - some are painfully true, some are way off base, and others are completely hilarious. I thought that, maybe, I could contribute to this forum by answering questions. So, ask me about RHI.

Disclaimer: I will not particpate in bashing the company or job seekers. I will simply (and maybe comically) answer your questions from my experience within the company.

That's great!
I appreciate your willingness to get in the fray. I hope you have a good experience on our forums!
Good Luck!

Hi Syimon,

I just posted my resume on monster yesterday, and already this afternoon I had an email from an account executive at RHI. He says he would like to talk to me to learn more about what I am doing. What can I expect from this? I've read some of these threads, and I'm kind of scared to call him back.

Call him back, but you really shouldn't expect to ever get a job out of it. He's just making his daily connects, and you're a number to him.

I am in a similar situation Syimon,

I applied for an IT position with RHI, within a week I had a call from one of their reps. I made plans to do the interview process. Once I completed the interview process I kinda felt like I was hung out to dry. They said to keep and touch and we will see what we can do for you. Blah blah. So now today I get a call back saying the have job opportunities for me.
Will expect not to get a position? Are they just giving me the run around?

Thanks for your help. I think that they are basically sales people instead of recruiters. Why can't you help people who is a graduate? What is the point of temping if you already have work experience before you got let go or fired from your position? Never again!!!

As has been said in other posts, many of the recruiters don't have a very technical background (some of them none at all). The good ones will sincerely try to get to know you (what you're looking for and what you're not interested in). It will help them to proactively promote you to existing clients. They'll want to bring you in to interview you and possible test you. It is true that not every posting is an actual job, however they should be telling you that. There was a big push inside of the company about 6 months ago to limit the amount of recruiting posts that were being used. Rest assured, they want to place you as much as you want to be placed... that's how they get paid (not by meeting a quota of interviews or recruits). Keep an open mind. They're not going to lie to you, but they will paint the picture as pretty as possible. View them as a resource, nothing more.

Syimon

Mike in Irving, Texas said: Hi Syimon,

I just posted my resume on monster yesterday, and already this afternoon I had an email from an account executive at RHI. He says he would like to talk to me to learn more about what I am doing. What can I expect from this? I've read some of these threads, and I'm kind of scared to call him back.

Wow... somebody has experienced that make the curve or lose your job pressure. Yes, those recruiters do exist in RHI as well as other agencies, but they don't last long. As I've said before, they don't get paid by connects and interviews, they get paid by "starts". But... when that pressure gets to them it can get ugly.

Ex-RHI Recruiter in Lenoir City, Tennessee said: Call him back, but you really shouldn't expect to ever get a job out of it. He's just making his daily connects, and you're a number to him.

They DO post fake ads. Do you agree with this? Posting a "generic" ad cattle call ad is not the same as posting SPECIFIC ads as they do.

Steve -- Probably one of two things happened: 1) it was a recruiting post and they were just interested in knowing more about you, your experience and skills or 2) you weren't a match for what they looking for - in which case they should have had the guts and respect to tell you that. That doesn't mean you're not placeable, just not what they needed at that moment. Alot of the recruiters have a hard time telling people this. They want to try and let you down easy instead of just saying, "hey, this particular situation isn't a match, but I'm very interested in promoting you to other clients."

So, it is possible that they have something else and because of your interview they think you'd be a good fit. Or not. Here's what I would do... call them back and tell them you have another offer, but you wanted to hear what they had before you made a decision. If they really have something for you, they'll tell you. If not, they'll probably start asking about the details of your other offer. I know its a bit sneaky, but marketing intelligence is important to you also.

Syimon

Steve in Concord, New Hampshire said: I am in a similar situation Syimon,

I applied for an IT position with RHI, within a week I had a call from one of their reps. I made plans to do the interview process. Once I completed the interview process I kinda felt like I was hung out to dry. They said to keep and touch and we will see what we can do for you. Blah blah. So now today I get a call back saying the have job opportunities for me.
Will expect not to get a position? Are they just giving me the run around?

Margaret -- You are right, staffing is more about sales than anything else. A good staffer can get practically anyone a job anywhere, the problem is there just aren't that many good staffers. Here's what is positive... the staffing companies are interfacing with just about every company in your area. If you use them as a resource (but not your only) and ask the right questions you'd probably be surprised at the doors that would open.

Syimon

Margaret Fong in Novato, California said: Thanks for your help. I think that they are basically sales people instead of recruiters. Why can't you help people who is a graduate? What is the point of temping if you already have work experience before you got let go or fired from your position? Never again!!!

Absolutely, I agree with you. Most recruiters have replaced hand shakes and networking with recruiting posts to find good talent. It is a lazy approach, and if done incorrectly causes people to be seriously let down - which, in turn damages reputation and exhausts trust.

If a recruiter is going to be affective, they must earn the respect and truts of the recruits, and using a cattle call is not the way to do this. I believe that recruiting posts have their place, but they should never be masked as a real job opening.

Syimon

Question for former RHI employee in Denver, Colorado said: They DO post fake ads. Do you agree with this? Posting a "generic" ad cattle call ad is not the same as posting SPECIFIC ads as they do.

Syimon,
Why is training and certification offered to some but not others? My ex-recruiter (because I ignore his calls and emails) called me and said he was still working on the position we had discussed, but we had not discussed an opening (but I did not tell him). Then he told me my resume had been rejected. Did he confuse me for someone else? In addition, I caught him in a blatant lie. He told me that an interviewing manager was out of town for 2 weeks and as soon as he returned, he would get me in for an interview. Well, that same day another recruiter from another company set me up for an interview for the next day. What am I to think?

DJ,

Jacksonville huh? I probably know the people you're talking about. That is one of the bigger offices in the country so getting you confused with someone else, while inexcusable, is very possible. Now, as for lying about the hiring manager, wow... I don't know. Some recruiters just don't have the guts to tell their candidates the truth. Its possible the recruiter didn't feel you were qualified, but didn't want to say it. A good recruiter will be on the level with you all the time. Its in their best interest to do so. If they offer constructive criticism, and you better yourself because of that - you will trust them more and you become more placeable for them. This is truly what separates the good ones from the bad ones. There are a couple of really good recruiters in the Cincinnati Downtown office; guys that work for the dollars and have earned the trust of their consultants. So, if you're ever in the Cincy area check them out.

To my knowledge, the on-line training courses are available to anyone who wants them once you've registered and gone through the interview process. Every office does it differently though, and policies change frequently.

Hope this helps!
Syimon

DJ in Jacksonville, Florida said: Syimon,
Why is training and certification offered to some but not others? My ex-recruiter (because I ignore his calls and emails) called me and said he was still working on the position we had discussed, but we had not discussed an opening (but I did not tell him). Then he told me my resume had been rejected. Did he confuse me for someone else? In addition, I caught him in a blatant lie. He told me that an interviewing manager was out of town for 2 weeks and as soon as he returned, he would get me in for an interview. Well, that same day another recruiter from another company set me up for an interview for the next day. What am I to think?

Syimon in Louisville, Kentucky said: DJ,

Jacksonville huh? I probably know the people you're talking about. That is one of the bigger offices in the country so getting you confused with someone else, while inexcusable, is very possible. Now, as for lying about the hiring manager, wow... I don't know. Some recruiters just don't have the guts to tell their candidates the truth. Its possible the recruiter didn't feel you were qualified, but didn't want to say it. A good recruiter will be on the level with you all the time. Its in their best interest to do so. If they offer constructive criticism, and you better yourself because of that - you will trust them more and you become more placeable for them. This is truly what separates the good ones from the bad ones. There are a couple of really good recruiters in the Cincinnati Downtown office; guys that work for the dollars and have earned the trust of their consultants. So, if you're ever in the Cincy area check them out.

To my knowledge, the on-line training courses are available to anyone who wants them once you've registered and gone through the interview process. Every office does it differently though, and policies change frequently.

Hope this helps!
Syimon

HOW MANY JOBS DO YOU ACTUALLY "HAVE" VS. CANDIDATES?

Tom in Denver, Colorado said: HOW MANY JOBS DO YOU ACTUALLY "HAVE" VS. CANDIDATES?

Well, obviously that could differ from where you are in the fiscal year for you clients and also by office location. My experience was a candidate to job ratio of about 3.5 to 1.

So, what's with the RHI reputation? I can tell you out here in Denver they are frequently referred to as the "bottom feeders" of the recruitment world. I personally have not had much contact with the firm.

Here's my speculation...

When I was an Account Executive, for every consultant/candidate I knew that hated us there was another who would sware by us - that goes for hiring managers as well. I'm sure there's some "shady" people working for RHI (as with just about every other sales company). And one bad experience can start an avalanche (i think that's how you spell that - indeed needs to add a spell checker) of gossip and speculation. I guess anytime you deal in the arena of peoples money and employment it can potentially be an explosive situation.

It is important to note that staffing companies are a service/resource, nothing more. Sometimes, in the name of closing the deal, they represent themselves as more. People get there hopes up and the get let down. Honesty is always the best policy.

Finally,RHI has a pretty good reputation with small and large companies but not so much with mid-size companies same goes for jr and sr level consultants but not mid-range. That is an enigma I've yet to crack.

You've caught me at the end of a long day, and I'm rambling so... I'm gonna stop talking now. :)

Kay in Louisville, Colorado said: So, what's with the RHI reputation? I can tell you out here in Denver they are frequently referred to as the "bottom feeders" of the recruitment world. I personally have not had much contact with the firm.

Ex-RHI Recruiter in Lenoir City, Tennessee said: Call him back, but you really shouldn't expect to ever get a job out of it. He's just making his daily connects, and you're a number to him.

People need to STOP WASTING THEIR TIME with agencies and apply DIRECT. There's always a price to pay for being "lazy" expecting someone else to find you a job. More and more companies would rather not pay headhunter fees (except for top level executives) and are posting open positions RIGHT ON THEIR COMPANY WEBSITES. WAKE UP FOLKS! APPLY DIRECT!!! Also, use your local Dept. of Labor. They will give you a lot of assistance and they're ETHICAL -- imagine that.

As an e-halfer, lets be honest...we know that using agencies can increase the chance of getting a job. We know (or should) that RHI and the others don't get paid for interviews but actual placements. However...is there not a mantra of "ACTIVITY". If you are not interviewing a minimum of 10-15 candidates a week, then you will not produce. Why is that? That is because of concept two...leads. Recruits give you the leads to get jobs. Does RHI practice candidate call night? E-Mail blasts? - YES

The purpose of the calls and emails are for candidates recently interviewed. Not to stay in touch, but because these are people out in the market, seeing job postings, being reached out by other agencies. The recruiters and AE's call to say things like "How is the jb search going? Where have you applied? " They also give the double submittal talk about needing to where they have applied so they can stay away and not ruin there chances. This is all to get leads. More interview, means more leads, means more job. By a candidates sharing where they have interviewed, who they spoke to, agency represented...RHI calls that company, pitches your background to them (not your name), and all because of your info.

Is this not correct? If I am wrong...why is that RHI asks for 3 managerial references AND THEN during the interview will grill you about who you are currently reporting to and so on?

I had a phone interview today and it was all one-sided! The HR gal was asking rote questions, one after the other. Interviews are supposed to be TWO SIDED! I had questions and didn't even have time to ask them! I don't even know enough about the job to know if I want it or not -- if it's a fit!

We are also "interviewing the company. Why don't companies get that? The smart ones do! They'll encourage as many questions as possible. If we don't interview them as well, we'll just be out looking soon again as we'll either quit or get fired!

Lisa,

You are absolutely correct, and HR should be the first to sell you on their company! But this is as much a 'employer market', where they don;t have to work hard to talented people, as it is HR laziness and poor training. As much as I want a job, the employer needs to meet me half-way and demonstrate a positive corporate culture and energetic work environment.

I have had countless interviews with actual companies who know nothing about the interview process. At the end of a full day interview, absolutely nothing was offered about the work environment, work/life balance, etc. I suspect they hire semi-talented people with no interpersonal skills.

I have a set of 10 questions for companies that I interview. They are tough and require the hiring manager to justify his or her style and expectations from subordinates. I also have another set of 10 for the HR manager equally tough on corporate culture, benefits, work envirnment, etc. I recommend preparing for all interviews by reading the "1001 questions for employers" and the "1001 answers to questions" type of books.

Just my $0.02.

Lisa in Denver, Colorado said: I had a phone interview today and it was all one-sided! The HR gal was asking rote questions, one after the other. Interviews are supposed to be TWO SIDED! I had questions and didn't even have time to ask them! I don't even know enough about the job to know if I want it or not -- if it's a fit!

We are also "interviewing the company. Why don't companies get that? The smart ones do! They'll encourage as many questions as possible. If we don't interview them as well, we'll just be out looking soon again as we'll either quit or get fired!

Jake in Golden, Colorado said: Lisa,

You are absolutely correct, and HR should be the first to sell you on their company! But this is as much a 'employer market', where they don;t have to work hard to talented people, as it is HR laziness and poor training. As much as I want a job, the employer needs to meet me half-way and demonstrate a positive corporate culture and energetic work environment.

I have had countless interviews with actual companies who know nothing about the interview process. At the end of a full day interview, absolutely nothing was offered about the work environment, work/life balance, etc. I suspect they hire semi-talented people with no interpersonal skills.

I have a set of 10 questions for companies that I interview. They are tough and require the hiring manager to justify his or her style and expectations from subordinates. I also have another set of 10 for the HR manager equally tough on corporate culture, benefits, work envirnment, etc. I recommend preparing for all interviews by reading the "1001 questions for employers" and the "1001 answers to questions" type of books.

Just my $0.02.

What are your questions for employers? I'd love to read them! Thank you! Waht really bugs me is they only think it's one sided, as if we "automatically" want whatever they are offering. Maybe it's a bad fit. If so, I want to find out first before I ruin my longevity on my resume. I have made that mistake, where I find out how the company REALLY is, so I quit but didn't list it on my resume at all, preferring to say I was "still looking" for the right job. Why offer information we don't have to? The employer is NOT going to tell us how many people have come and gone. I do always ask "Why did the last person leave and how long were they here?" If they get red in the face, you know there's trouble. Of course, it might be something that may not bother you!

Your question, "Why did the last person leave ..." is an excellent one! Yes I forgot about that one. This is also good with the group of questions that asks about the position itself, new or vacated, existing project, end-of-life sustaining, etc. Here are some more:

Whats skills are necessary to succeed at this job?
What skills from the person you hire will make your life much easier?
What are three important goals you would like to achieve? How will impact them?
How do describe your management style?
How do you define success? Failure?
Corp culture is difficult to define until broken. Whats is considered a violation of corporate culture?

These are samples. You would be amazed how poorly they can be answered! And this turns the table in an interview. If it doesn't impress ("Thats's a very good question") or make them red in the face, respectfully ask to terminate the interview.

Best of luck!

With all due respect... are you asking me a question or telling me what you know? I mean, we're both ex-halfers, and we both know that what you're saying is true. However, I think you've missed the point of my comments. There are ways of doing all this "ACTIVITY" while remaining ethical. How???? Honesty. I did all of those things(not necessarily with the some motives but the same activity), but when I did I was very honest about my intentions and what I was looking for. If a candidate ever told me that they felt uncomfortable giving up that information I respected that and didn't press. AND I really was interested keeping in touch and placing them when they were available. I'm not trying to defend anything here. I'm simply saying that if staffing/recruiting firms would be honest and operated with integrity... we wouldn't be having this conversation.

Ex-Halfer in Raleigh, North Carolina said: As an e-halfer, lets be honest...we know that using agencies can increase the chance of getting a job. We know (or should) that RHI and the others don't get paid for interviews but actual placements. However...is there not a mantra of "ACTIVITY"...

The purpose of the calls and emails are for candidates recently interviewed. Not to stay in touch, but because these are people out in the market, seeing job postings, being reached out by other agencies...

Is this not correct? If I am wrong...why is that RHI asks for 3 managerial references AND THEN during the interview will grill you about who you are currently reporting to and so on?

Jake and Lisa,

I couldn't agree more. From the hiring side of things... I want a candidate to ask strong, intelligent questions. It proves to me that they know who they are and what they want. If they decide to accept my offer, I know they've thought about it and are committed. Some of the most valuable people I've hired were also the toughest interviews I've performed (tough on me, I mean).

Just my $0.02 as well...
Syimon

Jake in Golden, Colorado said: Your question, "Why did the last person leave ..." is an excellent one! Yes I forgot about that one. This is also good with the group of questions that asks about the position itself, new or vacated, existing project, end-of-life sustaining, etc. Here are some more:

Whats skills are necessary to succeed at this job?
What skills from the person you hire will make your life much easier?
What are three important goals you would like to achieve? How will impact them?
How do describe your management style?
How do you define success? Failure?
Corp culture is difficult to define until broken. Whats is considered a violation of corporate culture?

These are samples. You would be amazed how poorly they can be answered! And this turns the table in an interview. If it doesn't impress ("Thats's a very good question") or make them red in the face, respectfully ask to terminate the interview.

Best of luck!

Hello Syimon,

Thanks for having the guts to post here.
Seriously.

I have a question to ask you.
Generally speaking:
As a candidate with 11+ years experience in positions that normally require a degree is my resume pretty much "circular file" material since I have no degree?

I have the impression (perhaps a false one) that without a degree RHI doesn't need my resume. I do realize this is client (employer) driven but am just curious if I should bother to apply through RHI or not.

Thank you.
Controller in Michigan

Controller,

You're very welcome... as to your question: I'm assuming your consideration is with Management Resources or Accountemps. I did not work for either of these, but I am familiar with them. In the staffing industry, a good account executive should be able to sell a good candidate. Honestly, I use to see it everyday. Someone would get chosen for a position and everyone would ask "how"? Simple, the AE really knew the candidate and was able to say why they could... even though they don't have a degree. If you are good/skilled at what you do (with a good track record), and you're able to affectively communicate this to the AE they will go to bat for you. It's in their best interest. I'm not saying that a staffing company is always the answer, but what could it hurt to have some (or multiple companies) representing you on a daily basis? I dont' want to just paint a rosey picture, either. The lack of a degree is sometimes an obstacle, BUT it can be overcome.

Syimon

Controller in Michigan in Grand Rapids, Michigan said: Hello Syimon,

Thanks for having the guts to post here.
Seriously.

I have a question to ask you.
Generally speaking:
As a candidate with 11+ years experience in positions that normally require a degree is my resume pretty much "circular file" material since I have no degree?

I have the impression (perhaps a false one) that without a degree RHI doesn't need my resume. I do realize this is client (employer) driven but am just curious if I should bother to apply through RHI or not.

Thank you.
Controller in Michigan

Questions if you get the interview:

1. What kind of individual would be an "ideal" employee?
2. How long was the last person in the position and why did they leave?
3. What are some of the pet peeves of the manager I would be reporting to?
4. Is advancement possible or are they seeking someone to remain in the position indefinitely? (depending on the position). Most admin. positions are NOT career ladder!!!
5. Does management appreciate proactive people or prefer employees that don't rock the boat?

These are in adddition to the obvious more concrete skill questions: What kind of software skills does the position require, etc.

Remember, YOU are also interviewing THEM! If you don't ask questions, you will not look very bright, or may look passive. This actually may be a benefit if you are applying for lower level admin. positions. Some employers love people they can push around who won't ever speak up.

Ask the questions you truly want to know. It will save your time and theirs. The risk is you'll be looking for a more appropriate job in the near future as you accepted one that is not a good fit!

An interview is a 2-way street! You are not "lower" than the interviewer. It should be equal to equal. If not, then you can be assured it is a controlling, top down management organization, if that's your cup of tea.

Suzette in Denver, Colorado said: Questions if you get the interview:

1. What kind of individual would be an "ideal" employee?
2. How long was the last person in the position and why did they leave?
3. What are some of the pet peeves of the manager I would be reporting to?
4. Is advancement possible or are they seeking someone to remain in the position indefinitely? (depending on the position). Most admin. positions are NOT career ladder!!!
5. Does management appreciate proactive people or prefer employees that don't rock the boat?

These are in adddition to the obvious more concrete skill questions: What kind of software skills does the position require, etc.

Remember, YOU are also interviewing THEM! If you don't ask questions, you will not look very bright, or may look passive. This actually may be a benefit if you are applying for lower level admin. positions. Some employers love people they can push around who won't ever speak up.

Ask the questions you truly want to know. It will save your time and theirs. The risk is you'll be looking for a more appropriate job in the near future as you accepted one that is not a good fit!

An interview is a 2-way street! You are not "lower" than the interviewer. It should be equal to equal. If not, then you can be assured it is a controlling, top down management organization, if that's your cup of tea.

Thank you Suzette this is very useful.

Is it okay to have your questions written down so that you can refer to them in the interview?

Syimon in Louisville, Kentucky said: I'm a former Halfer. I've been reading through these threads, and I must say - some are painfully true, some are way off base, and others are completely hilarious. I thought that, maybe, I could contribute to this forum by answering questions. So, ask me about RHI.

Disclaimer: I will not particpate in bashing the company or job seekers. I will simply (and maybe comically) answer your questions from my experience within the company.

Syimon - you still checking this message board? I have some questions...

Thanks

Lisa in Denver, Colorado said: I had a phone interview today and it was all one-sided! The HR gal was asking rote questions, one after the other. Interviews are supposed to be TWO SIDED! I had questions and didn't even have time to ask them! I don't even know enough about the job to know if I want it or not -- if it's a fit!

We are also "interviewing the company. Why don't companies get that? The smart ones do! They'll encourage as many questions as possible. If we don't interview them as well, we'll just be out looking soon again as we'll either quit or get fired!

Lisa,
The interview is a two-sided conversation process. If the interviewer doesn't give you anytime to ask question, just be aggressive and politely say that you have a question you'll like to ask before you get up. If the interviewer still doesn't give you the opportunity to do so then you should be thinking whether you'd want to work with him/her/them? If they don't treat you with respects during an interview, how much respects do you think you'll get as their employee? Usually, HR would try to sell their company to you. In some circumstances, the hiring manager would again reiterate the benefits and how wonderful you'll fit in, if he/she is impressed with your qualifications. Having said that, because the hiring manager sell the company to you it does not mean you can assume you'll get the job! Keep in mind that Some people are proud of their work and are enthusiastic about talking up their company whenever they can.
Hope this help.

Curious George... dude, you're like famous. I have all you books - ok, I'm done :)

Yes, I'm still here. What's up?

Curious George in Tulsa, Oklahoma said: Syimon - you still checking this message board? I have some questions...

Thanks

Hah! Curious George was my all-time favorite when I was growing up...

So - here's my setup / question(s)...

Setup:
I have a small consulting company. My degree is in Computer Science. I work at a client slinging code. I also have a few guys working for me at other clients around town. They get paid about 80% of their bill rate.

I am the salesman, the recruiter, the book-keeper, and a contract developer. So I stay busy...

I hear good and bad things about RHI. One thing I've noticed is that they pay poorly yet have sooo many connections in local companies.

My guys are top-notch and are paid top-notch. No one makes less than 100K. But - I am building this company (sales, etc) in my part time through existing connections. I want to get a decent methodology to get "connects" with new companies.

Question:
My question is about the methodology RHI uses to get in so many doors. I'll never be a slave-driver, but I would like to know what their secret is to getting in every nook and cranny in town. Then maybe I could hire someone, pay them well, treat them well, and grow my company...

Thanks for any light you can shed.

ok... i'll try to stay focused here because your setup invoked 2-3 off topic questions

i'm bound to an NDA with Robert Half so there's alot that i can't say. what i will say is that their success and probably that of most sales organizations is this: 1)lots of activity (phone, email, visits, networking) you have to let people know you're there. 2) ask questions (you have to know as much about the client as well as every person they know as you can). 3) follow-up (when you say you're going to do something - do it).

above all this, whatever you do has to add value to the client. so, find ways to accomplish these three points that adds to the client and not just your contact book.

if you're able to hire someone to do these things for you, and your developers are as good as you say - you should have no trouble breaking into your market.

hope this helps!

curious george -- i you have any questions contact me at my hotmail acct, (syimonsayz)

I agree with your points. But from reading these boards, I am able to glean some of the methodology:
- Interview people whether there is a position or not.
- When you interview them be sure to find out:
- Who they work for (because there may be an opening soon)
- Get three Mgmt references (so you can cold call them)
- Where they have interviewed (so you can solicit business from them)
- Make 125 marketing connects per week consisting of target companies and new business speaking of recruited top talent.
- Generate 12 client visits per week to learn of their organizations and temporary needs. Pitch candidate suitable for their openings.

If this is what one person is expected to do, I can see why so many people complain about working for RHI!

I'm a current RHT AE so I know a lot of you have already made up your minds about me before reading what I'm going to say.
I'm an ex BA and I've worked for other staffing firms in the past. I was interviewing with several other firms locally but actually turned down more money to work @ RHT. A lot of your experiences are spot-on I'm sure but those types of problems are not native to Robert Half. You're gonna find good and bad recruiters/sales people wherever you go. Even though RHT is a huge national company, as are some others, each office has their own managers and have a different way of doing things. I'm sure there are some sub-standard people and offices and I personally apologize for that. I'm lucky to actually work with a very nice group of individuals whom all have technical backgrounds.

Syimon in Louisville, Kentucky said: Margaret -- You are right, staffing is more about sales than anything else. A good staffer can get practically anyone a job anywhere, the problem is there just aren't that many good staffers. Here's what is positive... the staffing companies are interfacing with just about every company in your area. If you use them as a resource (but not your only) and ask the right questions you'd probably be surprised at the doors that would open.

Syimon

Minneapolis??? Wow you guys are practically famous in the RHT world. I was at RFS with Randi M a little over a year ago.

Sean Stovall in Bloomington, Minnesota said: I'm a current RHT AE so I know a lot of you have already made up your minds about me before reading what I'm going to say.
I'm an ex BA and I've worked for other staffing firms in the past. I was interviewing with several other firms locally but actually turned down more money to work @ RHT. A lot of your experiences are spot-on I'm sure but those types of problems are not native to Robert Half. You're gonna find good and bad recruiters/sales people wherever you go. Even though RHT is a huge national company, as are some others, each office has their own managers and have a different way of doing things. I'm sure there are some sub-standard people and offices and I personally apologize for that. I'm lucky to actually work with a very nice group of individuals whom all have technical backgrounds.

Syimon,

Thanks for your extremely helpful advice. I, too, have a couple of questions that perhaps you can shed some light on:

1) I have a great working relationship with the Dir. of Revenue & the Dir. of Sales at my current placement. Both Dir's have said they would give me written recommendations should I need them. I've also gotten to know the head of HR reasonably well, and she has informed me that the company policy is that they won't buy out the contract of anyone below director level. She, too, said nice things about my performance and lamented that her hands were tied in this matter; I don't have enough experience & training for a Director position yet. I inquired further & asked if she had told this to my Robert Half recruiter. She said, "yes (name) knows. I've told him before." Now, I asked this recruiter on 3 separate occasions over the course of 1 1/2 months if I would be hired on permanently, and he said, "oh, there's a great chance, but it, you know, depends on the company." (I take notes during calls, and talking to the RH recruiter is no exception, so I feel confident about my quotes). I would give this recruiter the benefit of the doubt; however, when I began to take on more resposnsibilty outside my original job posting, I'd asked if there was a possibility of a pay increase, as well as the permanant placement question. He said, "oh, I've asked (name of HR manager) and she hasn't got back to me yet." I asked him the same question about 2 weeks later, and then sent an email a week after that. I receieved no response.

I asked the HR manager - whom my RH recruiter said he talks to almost every day - if she had heard from him. She said, "no, I haven't heard from (name of RH recruiter) in a while." He specifically mentioned he called & emailed, but hadn't. I'd also - it seems - been mislead about permanent placement with the company. My question is: is that breach of contract on Robert Half's part?

Syimon,

Another question! I like the company I'm working for & they like me. Due to their internal rules, my contract will not he bought out from Robert Half. We all - except for Robert Half - agree that I'm being well underpaid for what I currently do. Obviously, it was my choice in the first place to accept this postion through RH. However, I've met new challenges & would like to move further up in the company, but not for my current salary. So: 2) what can I do legally to work directly for the company & not through Robert Half as soon as possible?

And, while I'm sure you don't know the exact figure, if I'm making - & I am - $14/hr, what do you estimate I'm being billed out at per hour? Thanks again.

Hello GreaterBostonMan...

Let me try to step through the issues you've raised. I don't know that you could consider this a breach of contract, unless you/they signed something saying they guaranteed a full-time placement and I'm pretty sure that didn't happen. If you feel that your recruiter was stringing you along you should raise that question with them. You'll never be comfortable being represented by someone you don't trust. As for the legal question (disclaimer** this is my opinion, I'm in no way giving legal advice here**) every state is different. If your state is a "right to work state" you may have a chance, but there will be a lot of tempers flying and I'm not sure you want to put the company you're working for in that position. I would encourage you to read the Hourly Employment Agreement you signed with Robert Half before making any decisions. If you don't have a copy, you can have them send you one. As for the bill rate, I don't want to assume anything here. What I can tell you is that I utilize contractors on a regular basis and the typical mark-up is anywhere from 60% to 100%. Mark-up is not usually a fight you want to get into. Most people don't understand how it works. When you consider all the overhead costs involved, the percentage of profit is not nearly as big as it looks on paper.

Hope this helps!

Syimon,

Thanks for your reply. All of your suggestions are very sober & make sense. I will take your advice about reading the Hourly Employment Agreement, but, it seems that it would be an uphill battle to get out of the contract. In the end, I'd like to leave this job - whether sooner or later - on a positive note rather than a total mess. Logically, everything you say makes perfect sense...but...I feel very mislead about things the recruiter said. Clearly, I'm going to have a very subjective viewpoint on the matter, but my memory is pretty decent, and it wasn't just postive spin the recruiter used; I have corroboration from at least one source that he didn't tell the whole truth to me on at least one matter. Practically, there's nothing I can do except move forward. Just kinda stinks.

Sounds like a good decision to me. Don't let yourself become to jaded over this. As I've said in other posts, there are both good and bad people in the staffing industry. If you go that route again in the future, be vigilant. As others have said on this board, make sure you interview the recruiter/company your talking to. There's nothing worse than being stuck in a situation you don't want to be in.

Good Luck.

GreaterBostonMan in Massachusetts said: Syimon,

Thanks for your reply. All of your suggestions are very sober & make sense. I will take your advice about reading the Hourly Employment Agreement, but, it seems that it would be an uphill battle to get out of the contract. In the end, I'd like to leave this job - whether sooner or later - on a positive note rather than a total mess. Logically, everything you say makes perfect sense...but...I feel very mislead about things the recruiter said. Clearly, I'm going to have a very subjective viewpoint on the matter, but my memory is pretty decent, and it wasn't just postive spin the recruiter used; I have corroboration from at least one source that he didn't tell the whole truth to me on at least one matter. Practically, there's nothing I can do except move forward. Just kinda stinks.

Robert Half is not what it is cracked up to be! For sure

I have a question for the former RHT folks. I answered a careerbuilder.com posting and got a call for a RHT recruiter. He had me come to their office to sign paperwork. The first was an app, but then he wanted me to sign an Employment Agreement before he would present me to the client. I read the agreement and it had a paragraph about not being able to work for any other company while in their employment. I am still in the market for a job and was not ready to sign something that seemed to me was exclusive employment with RHT. The recruiter assured me I was not signing anything that would keep me from continuing to look for jobs elsewhere, but I did not trust him. Does the agreement mean I am an employee of RHT at that time, or only after I actually get placed at a client? Any issues with signing it and still looking elsewhere? Thanks.