CONTINGENT V RETAINED RECRUITMENT
CONTINGENT RECRUITMENT Recruiters Time = Having to work on multiple roles
When should you retain?
ü Is this role important to your business?
• Favours easy to fill roles and ‘quick wins’ • First-past-the-post approach means limited search of job boards, databases and LinkedIn. • Working up to 20 jobs at any one time to give the best chance of hitting turnover target • If role isn’t filled quickly, the recruiter will move on • No time to meet candidates for face to face interviews • Recruiter has no guarantee of filling the role so isn’t committed to the client • No candidate ownership, candidates sent around your competitors
ü Is this role time sensitive?
ü Is getting the right person for the role imperative? ü Do you want to choose from the best candidates in the market, not just those that are on the market? ü Do you want ownership of the candidates you are meeting? ü Do you want to work with a business partner who will work with you until the role is filled?
RETAINED RECRUITMENT Recruiters time = Able to focus on your role
ü Recruiter committed to filling your position as a trusted business partner ü Your commitment means recruiter is able to focus on just your role ü Has the time to carry out deep level research & market mapping ü Considered approaches backed up with professional Candidate Brochure
ü Thorough screening against your requirement ü Face to face interviews of all long listed candidates ü Client ownership of all candidates
Retained Recruitment isn’t just reserved for senior roles with high salaries, it is for important or hard to fill positions.
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