as we say, the basic process of retained search is the same
as contingency, why should you choose one over the other?
all roles can be filled through contingency recruiting,
there are several reasons you might wish to use retained
search on a particular assignment. We recommend you consider
several aspects, beginning with the urgency factor. Additional
- The level
of the role. We seldom recommend retained search below
the management level.
- The difficulty
of finding suitable candidates. Contingency recruiters-the
fickle beings that they are-have been known to forsake
a difficult search in favor of an easier one or a more
responsive client. Retained search guarantees dedicated
time by the recruiter for a given search.
- The confidentiality
of the search. Would you prefer your competitors or employees
not know you are trying to fill this particular role?
If your managers are conducting initial interviews, it
is likely to be discovered.
- The critical
impact the continued vacancy may have on the success of
the company. While retained search normally takes six
months to complete, our goal is to have someone on board
within 12 weeks.
- In addition
to relieving the client of the most time consuming portions
of the hiring procedure, retained search provides a greater
degree of anonymity and objectivity to the search-particularly
helpful when internal candidates or referrals are included
in the process.
usually requires an up-front payment of approximately one-third
of the estimated fee, one-third payment when candidates
are presented, and the final payment upon acceptance of
the offer by the candidate. The first two payments are non-refundable
and guarantee the client dedicated time and research staff.
Your search assumes a priority status with the recruiting
firm and is assigned blocks of time not shared with other
clients. Retained search also guarantees the firm does not
show candidates recruited for your search to other firms
until your search is closed. (In contingency search the
recruiter may well be working several similar searches at
the same time, and-because a fee is only earned only when
a candidate is hired-will present the candidates to the
other companies on a "first-come first-served"
The first step
in the pre-search process is a meeting between Barcus Associates
and your company's management team to review the functional
responsibilities and goal expectations of the role, as well
as mutually establish the interview and selection steps.
Whenever possible, we also like to meet with subordinates
and peers of the role. Timing issues are discussed and agreed
upon. Notes from the meeting(s) are typed and presented
to your management for review and signature to assure we
are in agreement.
We utilize three
research sources on retained searches: (1) our internal
recruiter(s) assigned to the search, (2) an independent
research organization specializing in the industry or role,
(3) our Top Echelon Network associates. Unlike contingency
searches, exclusive time segments and efforts of the first
two of these sources will be dedicated to your search, not
shared with other clients.
We conduct telephone
interviews with identified candidates to determine which
warrant face-to-face meetings with us or with one of our
affiliates in the candidate's geographic area (a tremendous
cost savings for first interviews). Resumes and interview
reports of surviving candidates will be shared and discussed
with your management.
will conduct second face-to-face interviews with selected
candidates before presenting a short list of three to six
finalists to your company for interview and selection. We
suggest and can arrange outside management and skill assessment
or testing as a part of the final selection.
As in contingency
search, the offer should be extended initially through the
recruiter to increase the probability of acceptance, and
smooth any negotiation bumps.
The task of personnel
staffing can be daunting. Competition for talented players
by conventional means or the Internet attracts primarily
those individuals who are unemployed, shopping around, or
who lack desired experience. The ideal candidates are generally
already well-employed, difficult to identify, and held firmly
in place by an employer who values their service and rewards
Associates has been identifying, recruiting, and placing
these candidates for over 15 years. Our primary goal is
to build lasting relationships with our clients through
quality service and top-tier candidates. Eighty percent
of our clientele vend software and systems to the financial
industry; so our nationwide network is strong and well focused
in this market. Through our Top Echelon affiliates, we can
be up to speed and providing candidates in a new market
within a very short time frame. Our past and present clients
include S2 Systems, Aurum Technology, American Airlines,
Hypercom International, Alltel, Nortel, Trilogy Development,
Bell and Howell, Recognition Equipment, BancTec, Cofiniti,
Comdisco, Diebold, Wausau Financial Systems, Migratec, Persistence
Software, Silverrun Technology, Jack Henry and Associates,
Acxiom Corporation, ACI Worldwide, Sterling Software, Selkirk,
Orbograph and many others.
We'd like to
be your recruiting firm too. Please contact us to see how
we may be able to help.
PO Box 1059 Van Alstyne TX 75495
Phone: (903) 482.1362