Comparison of Services
Contingency recruiting is appropriate when:
- The salary level of the position is less than $100,000.
- Many people are likely to be qualified for the position.
- Multiple vacancies with the same job description are being filled.
- The hiring organization wants to take more responsibility for screening, interviewing and negotiating with candidates.
Retained executive search consulting is appropriate when:
- The salary level of the position is above $100,000.
- The hiring organization wants a recruiter who will make a dedicated effort on its behalf to filling the position.
- It is critical to hire not just any qualified person, but the most qualified person available.
- The hiring organization wants an independent third party to thoroughly screen candidates, through in-person interviews, before finalists are presented.
- The hiring organization wants to evaluate internal candidates against who might be available outside.
- The hiring organization wants an independent third party to help persuade an executive to leave a desirable position for a better opportunity, and to help negotiate the terms of the move.
- The hiring organization wants to approach prospective candidates on a confidential basis.
- The hiring organization wants to establish a close working relationship with the recruiter, so that the hiring process takes into account nuances of the hiring organizations culture and issues related to the job vacancy.
How the two methods differ:
There are several key differences between retained and contingency recruiting in the way the process is carried out. A retained consultant is typically working exclusively on the search and is expected to evaluate all candidates being considered for the position.
A contingency recruiter usually does not have an exclusive assignment, but instead is in a race against other sources to present a winning candidate. As a result, a retained consultant will never present a candidate to more than one client at a time (except for part-time board of director positions). Contingency recruiter, on the other hand, often presents attractive candidates to as many clients as possible.