What is the Difference Between Priority & Project Search & Why Should I Favor One Over the Other?

Essentially, the difference between them is that with Project Search we have committed our resources to you on an "on call" basis. We already have a "deposit", so rather than waiting for our engagement fee to arrive before starting a search, we swing into action immediately.

A "project" is a group of 5 or more searches. They can be the "same" position in 5 different locations. They can be five different positions. They can be engaged all at once or as needed, over a 12-month period. Because Project Search enables us to better manage asset allocation; we can offer "fixed" fees within income ranges. Not only can this mean a savings to you, it also enables you to accurately project the cost of a hire within an income range, before you engage a search.

We have Used Retained Search Before & Have Paid a Fee with no Results. Why Should we Consider Doing that Again?

We recognize that has happened to companies and it is understandably a matter of concern. We are not in the "down payment" business. Therefore, with Priority and Project searches we guarantee we will put qualified candidates before you within a period of 45 days from the day we commence a search. If we fail to do that and the position has not been terminated, changed, or filled internally; we will refund the engagement fee. With Executive Retained Search, we refund the second third of the retainer on a graduated scale that is determined by how far into the search we have gone. This way, we can eliminate and / or minimize your downside risk.

Do you Fill Positions Faster When You Are Working on Contingency, Priority, Project or Retained Search?

Priority, Project and Retained searches are varying forms of retained search. The difference is in the level of financial commitment the client is willing to make to engage the search and thus the level of staff involvement the recruiting firm can allocate to filling the position. However, a retainer of any kind will not make a search that has unrealistic expectations, a better search.

As a rule, Executive Search, which requires one-third down and one-third thirty days later, is used primarily to fill senior level positions. While they are given top priority, by their very nature these searches often take longer.

Priority and Project searches are filled faster than Contingency searches because we are committed to work on them first. We know the client is relying on us exclusively and we have a relationship to protect. In fairness, it must also be said that these searches usually take less time to fill because the client has some "skin in the game" and is not just "window shopping". Therefore, their own hiring process takes less time since they are more committed to action.

With Contingency Search, there is no commitment on the part of either party. Therefore, contingency search is done on a time available basis. However, because there is no commitment, it behooves the recruiter who is working on contingency to proactively present "your candidates" to other companies. That is the only way recruiters can minimize their downside risk and better insure a placement to cover the investment of their time. Usually, when working contingency, recruiters take on more searches than they can fill and work the "easy" ones first. The question is; who gets left with the "hard" ones? Most often, it's the company that's trying to fill the position. With a single source relationship the degree of difficulty is unimportant, we are committed to filing all of your openings.

The final considerations when using Contingency Search are quality and service. When fee income is based on who gets a resume in first, quality necessarily suffers and the client actually has to do more of the work. What kind of results would you expect if you hired two painters to paint your house and told them that whomever finished first would get paid?

As far as service is concerned, don't you have a different relationship with companies who partner with you than you have with the job lot broker who constantly shops the market looking for deals?

Aren't I Better Served if I Have Two or Three Recruiters Competing With Each Other When I Have an Opening?

It's easy to see how people might assume that the answer to that question is "yes". After all, one would think that three recruiters giving 100% effort should equal 300% effort - but it doesn't work that way. Top recruiters know they can't afford to invest staff time competing with 2 or 3 other recruiters and their own client, who is often trying to avoid a fee by recruiting themselves as well. As a result, successful recruiters will prioritize their time, investing instead in assignments where they have an exclusive relationship - and work nonexclusive searches around their other assignments. Instead of getting 300% effort (100% from each recruiter) you will get a "file search". Knowledgeable recruiters use searches like this to turn their inventory and train their new people.

Good recruiters form a bond with their candidates. This trust factor is critical in the placement process. A recruiter's reputation and credibility are key elements in attracting top talent to an opportunity. If candidates know that the recruiter has an exclusive, retained relationship, the position being offered is perceived as being more desirable than the position they have heard about from 3 recruiters. And, if they hear about the position from several recruiters over a span of several weeks, they wonder what's wrong with the position. 'Why have they been called by so many people and why is the position taking so long to fill?' - are the questions they will ask.

From the candidate's perspective exposure and risk of losing their present job is something to be avoided at all cost. In their minds, being called by two or three recruiters and if they are "looking", seeing the same job posted by the client and the recruiters as well, increases their risk of exposure. It also devalues the position. They will avoid a "cattle call". Wouldn't you?" People want to feel special and if they make a move, they want the new company and the new position to feel special too. Employee retention comes from that feeling.

We Know People in the Industry. Why Do We Need A Recruiter?

If you have a "slam dunk" candidate, then by all means dunk him. By and large however, top candidates usually "aren't looking". They are employed, reasonably happy and reasonably well compensated. These are the producers that companies want to keep. Most often they won't know that your opportunity exists and frankly, won't care about it - unless someone who knows how and is willing to invest the time to create an interest approaches them in a professional manner. The alternative is interviewing people who for the most part are unemployed, job shopping or dissatisfied and "always looking".

A name is a lead. It's not a qualified candidate and it's certainly not a guaranteed placement. With the exception of an internal promotion, no hires are cost free. Whether you invest the time of people in your company who have other primary duties and responsibilities, or use the time, network and expertise of a recruiting professional - every hire has a price. If you look at all of the numbers and factor in the "soft costs", you will find that in the long run, doing your own recruiting is simply trading dollars.

Candidates relate to us differently than they do to you. Often, we become their "career counselor". They look to us for advice. People will be more candid when answering our questions regarding their motivations, their concerns, etc. They are generally more guarded when talking with a direct representative of the company. Whether this is someone from human resources or the hiring manager, candidates are much more aware of making a good impression when speaking with the person who may become their boss.

Because of our relationship, we are in a position to do things that would be awkward for you. for example, during the process we make a point to speak with the spouse and "take their temperature". Placements are often lost because the spouse has not been made part of the process. We cover the counter offer early and often. If we feel that a candidate is prone to accepting a counter, or is using your opportunity to leverage himself or herself within his or her own company, we will remove that candidate from consideration. This doesn't mean that we can eliminate counter offer acceptance completely. It does mean that we can reduce the incidence of counter offer acceptance enormously.