Contingency Search – This can be either exclusive or non-exclusive
When to use contingency search
- When you are looking to fill multiple roles with the same or similar function, ie volume recruitment.
- For less senior roles where the skills required are readily available on the market
- When you can expect a suitably large active response to the position
- When you want to maintain an ongoing market watch for a specific role in your business (see below for more on this).
What Contingency search cannot provide:
The nature of contingency search is that the client business will only pay for candidates who are successfully placed into their business and they often engage multiple recruitment businesses. Therefore there is no guarantee from the hiring business that any one recruitment business will be paid for the work they do to perform the search.
Because there is inherently more risk for the recruitment business then there is a requirement for them to mitigate this risk by ensuring that they have a high volume of business so as to increase the chances of success.
Candidates sourced for one role can and will often be presented for other business the recruitment business is working at the time. Therefore there is no exclusivity of candidates.
Prioritisation of work will inevitably be given to the assignments with the greatest chance of success.
This often results in an initial high level of activity which then drops away as the recruitment business ensures that their best candidates are passed quickly to the client so as to avoid losing out to competition, this activity level then drops away as the recruitment business prioritises other areas.
Because there is no guaranteed fee there can be no guarantee of delivery, whilst we will make our best efforts to supply at least two or three high quality, qualified and motivated candidates for each assignment, these efforts will be set against higher priority business and as we will not knowingly offer candidates forward that are inappropriate to the role, we cannot commit to delivering any candidates.
- By going out to two or three agencies with the search requirement there will be a rapid response ensuring that the active market place is explored quickly.
- Specialist niche recruiters will often be working with a number of relevant candidates and may well be able to supply highly skilled candidates in short time that are not commonly available. Many of these candidates will have been worked for retained search but were not right for that search so these candidates can be made available to wider market.
- Many of the candidates will be immediately available on the market and therefore can be in place quickly.
Contingency recruitment is often a cheaper option to retained search, but beware of buying on price alone, cheap recruiters are cheap for a reason.