CONTINGENT V RETAINED RECRUITMENT
Recruiters working on a contingent basis have to play the numbers game, they will have 10-20 jobs they are ‘working’ at any one time – because they have to. The candidates you get will be those sitting on their database or job boards, or the ones who respond to a quick surface level search on LinkedIn. They haven’t got the time and the luxury to search deeper, to map out the market and make considered direct approaches. You’ll get a flurry of candidates in the first week, receiving CV’s of all interested candidates regardless of their strength - they won’t be screened and interviewed against your requirement, meaning you have to spend more time reading CV’s and interviewing candidates. Then, after that first week the CV’s dry up as the agencies move on to other roles. If they don’t get a quick win first time around, they will move on to something else, because they have to make fees. That is the commercial reality of contingent recruitment.
Unless you retain somebody you have no ownership of the candidates sent to you. A contingent recruiter will be sending those candidates to your competitors, trying to find other opportunities to place them. They’ve got to, they can’t afford to have all their eggs in one basket. By retaining MRG the candidates are yours and yours alone until you release them, essential in a highly competitive talent market. Contingent recruiters won’t map out the market and make approaches, they wont produce a professional Candidate Brochure selling the opportunity, they won’t meet all long listed candidates face to face, and present you with a candidate pack and selection matrix delivered to you in a face to face short list meeting. They simply haven’t got the time. Only a retained recruitment partner can do all of this to ensure you get to choose from the best candidates in the market.
Retaining MRG ensures a two way commitment, that you’re committed to taking someone on through us, and MRG are committed to filling the role - dedicating our time and effort until the role is filled. Every recruiter has to achieve a monthly fee target. It’s usually around the £10,000 mark. So, if you retain somebody they’ve got the time and ability to dedicate themselves to filling your role. It gives them the ability to advertise and make approaches with full disclosure about the role, because they know you’re committed to working just with them on that position. They can only do that if they’re retained, because they can not risk putting all their resource on to it, only for another recruiter or candidate to hear about thanks to their work, and send in a CV before they get to speak to that candidate.
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