When an employer uses the services of a recruitment agency to find a candidate for a vacancy, the recruitment agency only gets paid once a suitable candidate is sourced and then commences employment.
Contingent Recruitment is the most common form of recruiting for many recruitment companies and employers.
The Benefits and Disadvantages
Benefits
No upfront payment – as an employer you only pay when the agency finds the skills and the new employee commences employment
Quick – if the agency has the skills already registered, the turn around can be quick. If they do not have the skills, you only pay for their services when a suitable candidate is sourced and commences employment
Usually there is no exclusivity so, as an employer, you can keep trying to source your own candidates and potentially avoid an agency fee if you find the candidate yourself.
This is an excellent method for recruiting trades roles, sales roles, and more general listings. This is because these job seekers usually have multiple options and, consequently, are in the marketplace for short periods.
Disadvantages
The biggest disadvantage of Contingent Recruitment is when the role is more senior such as with the appointment of a management hire. Contingent Recruitment has a place but not with management or executives hires. A talented recruitment professional understands the nuances of best practice recruitment, and this is where Retained Structured Recruitment comes in.
Correct selection at management level is like being a selector in a sports team. Build a talent pool with depth so you have multiple skills to choose from, and then run the contenders through their paces to identify strengths and weaknesses. The decision involves a team of selectors who consult together to select the best player based on range of measured skills and abilities.
The talented retained structured recruitment professional breaks every process down and leaves nothing to chance. If delivered correctly, the process is transparent to the employer.
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