Contingency Recruiting

When a company needs to fill jobs up to the director level, contingent recruitment is the ideal option. Only after a candidate is hired does a contingency recruiter receive payment. Companies Broaden their recruitment reach as a result without having to pay beforehand.

Learn more about the subtleties of contingent hiring by using this review. Check to see if your company would benefit from this outsourcing option.

Benefits

Companies' recruitment approaches differ based on a variety of variables. The scope of the organization's human resources staff, the organization's size, or the distinctiveness of the qualities required to fill a position is a few examples of these variables. With no upfront costs, outsourcing the hiring process to a contingent staffing firm dramatically increases the client company's reach.

Because these recruitment services are only paid for once, a candidate is hired, contingent hiring has very little risk for firms. A short time to fill is another incentive provided by this business model for the recruiter to move rapidly.

Drawbacks

A contingency recruiter must manage more clients and search projects than a retained recruiter who is focused on a small number of in-depth projects to land a new hire. They consequently spend less time considering a candidate's soft talents and leadership qualities. As a result, the internal hiring team of a corporation must shoulder additional responsibility.

Sometimes a customer chooses to work with multiple recruiting agencies simultaneously to speed up the process. However, that can give the applicant pool the wrong impression. An appealing prospect may feel the post is too junior for them if several agencies approach them. The customer also misses out on the power of a single, consistent branding statement in the marketplace.