The list goes on. When you do decide to take someone to interview, you'll be briefed by someone who's probably spoken to the candidate in person already - so there'll be no nasty surprises.
Recruitment agencies aren't for everyone, but if you like the idea of saving time and effort , while improving the quality of the hires you make, then an agency is well worth a go. This time the contingency is that the recruiter doesn't get paid by you unless you choose to employ a candidate that they put forward.
The power here is very much in the hands of you - the employer - and you often see multiple recruitment agencies trying to fill a role all at once. This might even involve competing against an employer's internal HR department, who are also searching for a candidate. As you can imagine, this can all get very competitive, very quickly.
Contingency recruitment is simple. Generally speaking, contingency recruitment tends to be the more mass-market of the two approaches. The role you'd be filling could be anything - Cleaner, Manager, Candlestick Maker, the list goes on It's not limited to generic positions either - and you'll often find that specialised roles in industries like IT and Engineering are filled this way.
There are even recruitment agencies that specialise in certain industries - with consultants often having professional experience in the roles they recruit for. The benefits of contingency recruitment for the employer are fairly obvious - because you're in charge of the whole process.
If a recruitment agency operating on contingency sends you candidates that you don't feel are suitable, you simply don't have to interview them - or pay a fee. This means that it's in the agency's interest to send you the best candidates they can find - and as quickly as possible.
Contingency recruitment therefore makes an excellent choice when a candidate is required quickly - or if you have multiple positions to fill The candidates an agency puts forward will fit the bill, and will be capable of doing the job you need them to do. Many recruitment agencies also offer services such as psychometric testing - which can help to ensure that a candidate will fit in with the particular culture of your organisation.
As for the potential downsides of contingency recruitment - well just consider the benefits and then put yourself in the recruiter's shoes If you were a recruiter and you got an inkling that there were multiple firms working on a job, or that you were up against an internal HR team, would you bother expending resources on that project?
Probably not. This means that it pays to limit the number of recruiters working on a contingency contract - and to make the fact that you have done this clear to them.
This way, you get less people working on the job, but they will all have a fair chance of success. As we mention above, contingency recruitment is simple.
Aside from a few exceptions, in the UK, it is illegal for a recruitment agency to charge a fee to a candidate because of two pieces of legislation:. The Employment Agencies Act The fee you pay to a contingency recruiter will be a percentage of the candidate's starting annual salary, and varies by agency. Retained recruitment is the opposite of contingency recruitment.
While you will be giving up some control over the process here, that's not necessarily a bad thing Retained recruitment jobs tend to take place almost exclusively at the top-end of the market - where salaries are high, and suitable candidates are scarce. As we saw above, exclusivity will get a recruiter to work much harder for your cause. They are motivated to do this because they stand a fair chance of making money from it - and who could blame them?
Because retained recruitment guarantees exclusivity , you know that the consultant doing it is going to exercise consideration and due diligence in sourcing you candidates. In the rarefied atmosphere of big salaries, bigger benefits, and massive levels of responsibility, discretion is essential - and headhunters will go out of their way to ensure that confidentiality is maintained.
This type of recruiter maintains a large, informal network - and this is what could make a headhunter to your business. A headhunter will generally provide you with dossiers on four or five candidates who have been thoroughly researched and approached on your behalf.
The main downside of retained recruitment when compared to a contingency approach, is that you are placing much more trust and investing more resources in the recruiter.
As you will see below, the cost structure of a retained assignment is different to the contingency method - and it means that a recruiter will be paid a percentage of the final fee before a candidate has been presented to you.
While retained recruitment is a much slower process than contingency recruitment, the reason for this should be obvious.
With a retained approach, the candidates you meet should be perfectly suited to the complex job role in question - and this takes time for a recruiter to set up.
Headhunting has a very different pricing structure to contingency recruitment. Recruitment Management System. Temp Recruitment Software. Recruitment Agency Software. Recruitment AI and Automation. HR Recruitment Software. Recruitment SMS. Career Update. Talent Sourcing.
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These cookies do not store any personal information. What is more, is that they may have inconsistent messages regarding the role. You are not paying for the service so you have no leverage over resources to be deployed on your search. By retaining a recruiter, you are putting them under pressure to perform. They have to understand your business, the role and all about the person you desire. They should agree to a timetable you both work towards. They go to market with one consistent message.
You get regular updates on progress. Candidates are more engaged as they know the client, you, are committed. After two hours being qualified by Abbie I realised I could trust that she understood or should understand what I was looking for. A retained recruitment company works as a committed partner for a business.
Imagine having a wedding planner you can trust to make the event a raving success. Obviously, you would prefer to work with someone who knows you and your expectations inside out. This works in the same way when it comes to getting the best possible fit for important roles in your organisation.
Using a retained solution helps build a long term partnership with on-going benefits as the recruiters become embedded in your culture and understanding of your business.
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