Medijobs Blog | All Things Allied Health

When you’ve been in recruitment as long as we have, you end up with a few stories!

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Employer options in the case of Double Representation - Article Image

Employer options in the case of Double Representation


Thursday, September 21, 2017

Here are some scary-yet-true real-life examples – names changed to protect privacy:


  • John came to MediJobs looking for a job. We spoke with John, qualified him for the role with ABC Co, received his permission to send his resume, and then sent it off to ABC Co. ABC Co promptly replies: “We’ve already received this application from Dodgy Agency”.

    We called John and asked him if he had given Dodgy Agency permission to send his resume to ABC Co. John replies: “I did apply to Dodgy Agency, but I never heard back from them.”

    We called ABC Co and explained that John had no idea that Dodgy Agency had sent his CV to them without his permission, and that only MediJobs had permission to do so — which was verified by John in a follow-up email to ABC Co.

This not only resulted in ABC Co giving MediJobs permission to move forward with the application, but they also fired off an email to all the agencies on their panel outlining Dodgy Agency’s behaviour as being unacceptable, and that other agencies risked being kicked off the panel if this happened again.


  • Cindy applied to us for a job. We spoke with Cindy, qualified her for a role at XYZ Co, discussed the role in detail, and sent her CV. We heard back from XYZ Co saying that Cindy’s application had already been received via Dodgy Brothers Agency.

    We called Cindy, who informed us that she had applied to Dodgy Brothers Agency and that they told her that they were going to send out her CV to their clients, but had refused to tell her who those clients were. Not acceptable!


Cindy didn’t think she had the right to know where Dodgy Brothers Agency was sending her CV off to. We informed XYZ Co about this situation, who then went on to advise Dodgy Brothers Agency that this was not above-board behaviour. This then gave MediJobs the opportunity to move forward with Cindy’s application as we had followed the correct procedures.  


So, the moral of the story for Employers in these situations? You DO have options and do not need to be brow-beaten into paying a fee by unscrupulous agencies/agents who do not do the right thing (by the job-seeker, the employer, or other recruitment agencies in general).


Option 1: Establish a protocol for agencies that recruit for you and then make sure that all your agencies adhere to this via regular quality assurance with candidates and agencies.


Option 2: Politely ask Dodgy Agency to only send you candidates once they have been a) qualified for the role, and b) given their express permission to be represented for the role. Warn the Dodgy Agency to not repeat this behavior. If they do, fire the Dodgy Agency and never deal with them again.


Option 3: Just fire the Dodgy Agency and never deal with them again!


We know that the barriers to entry to establish a recruitment agency are low. We know that fantastic talent is hard to come by. But surely the standards that we set as a profession can be high? As Michelle Obama said, “when they go low; we go high.”


If Dodgy Agency sends you an unqualified CV and then claims a fee for it (even if said candidates care and placement was done by another, ethical agency) because “they got the CV to you first”; this not an acceptable version of service delivery or meeting the Terms of Business. Carefully read the agency’s Terms of Business before signing on the dotted line – and if in doubt, get advice. Don’t agree to Dodgy Agency Terms of Business that are clearly not the industry standard or ethical – call them out on it and DO NOT DEAL with them, no matter how candidate short the market is. It’s not worth it in the long term.


Dodgy Agencies: You are on notice!

  • It is not acceptable to represent a candidate without speaking with them, qualifying them for the job, and being clear about exactly where you are sending their CV.
  • It is not acceptable to send an unqualified candidate to a potential employer and then putting the candidate and potential employer in the middle of an agency sh-t-storm – that’s just bad form all around. The candidate just wants the job and the employer just wants their job filled – they don’t need the drama that you are creating.
  • Pick up your act – you’re making all the quality recruiters look bad. We provide an essential, demand-driven service and don’t want to be painted with the same brush as Dodgy Agencies.
  • Famous last words to the Dodgy Agencies – one day your candidates will ideally become your clients. Don’t treat them poorly because then you have not only lost a candidate for life, but a future client too. Think long-term and quality, quality, quality all the way.


This Blog was written to show employers and job-seekers that you are in control of your hiring and job-seeking respectively. Take charge and all the best with your new hire or role.