VideoDavid McCann, CFO.com | US
January 18, 2008
- Recruiters
Unfortunately, I have had more experience with recruiters than i care to admit. However, those recruiters/headhunters that are privately held are much more adept at placing a candidate where they belong vs. the publicly held, where all you are is a no. and they will place you anywhere so long as they get their fee. Think about it, they have quotas' to meet, in order to keep the mgt happy in order to keep the public investors happy.
Posted by Bryan Duncan | Sep 4, 2008 2:15 PM ET
- Consider Your Need When Selecting a Recruiter
Several recuiters have made relevant comments about the recruiting process. As someone who has worked both in retained and contingency search I present the following ideas.
For the most part the other comments are spot on, although contradictory at times, but there are other items that companies and candidates should consider when picking a recruiter.
1. For the most part, the minute a retained search firms starts a new search they forget who they contacted on past searches, i.e you, the old candidate. The driving factor for a retained search firm is to follow a targeted process that is proven to a high level of finding the right person and the output will most likely be the candidate that is presented to a company. If they run across you again, you may get in the mix. Therefore, even if you help a retained search firm, at the end of the day retained recruiters are paid to find the right person, not the friendly person. Many retained search firms don't use a database for resumes, so the day you submit your resume there is a good chance it will be shredded. Many retained search firms do have job boards. If you see a position that suits you well, call the recruiter on the phone and make your claim for why you should be considered.
2. Contingency firms are more likely to be driven by a database than retained firms. So if you are firing off resumes your better chance of getting in a database may come from a contingency firm. However, if you are not the right fit you still won't get the job. Although contingency firms tend to place lower level positions, this is not always the case or the reason for them to use a database. The type of search is more properly linked to what is going to be more effective for the demands of the search. I have placed director level candidates in large firms on a contingency basis and I have seen entry level employees placed by retained firms. As with retained firms, if you see a position on a contingent firms website call and make your claim why you are the person for the job.
3. Both retained and contingency search firms throw up pasta and see what sticks. The best recruiters in both firms will be hard on themselves and drive to get the candidate who fits all the criteria of a description, but at the end of the day, the hardest searches may need a little bit of flex by the hiring manager. This leap of faith between the exact fit and the almost fit can best be made by looking at how candidates have done in the past when presented with unfamiliar situations where they overcame and succeeded despite haveing no previous experience. At Orion International this is one of the most important tasks we have in taking job orders and screening candidates. Our candidate pool is former military talent. By translating for the corporate world the talents and skills military members have we are often able to bridge the gap between the exact need and someone who will in time do an exceedingly great job. Additionally it is important to understand the climate and ability of the company to train. Most likely if the company has a strong training program, candidates with great talent and proven ability to excel in difficult situations will also be great hires.
4. As a company seeking great talent it is important to weigh all the facts in selecting outsourced recruitment. In picking a recruiter:
- do other companies similar to mine successfully use the firm I am considering for a partnership?
- how important are time, price, & quality in finding talent?
- what is the cost of a bad hire in terms of time, price, and loss produtivity?
When you examine these questions you increase your chances of finding the right recruiter for your needs.
Don't rule out either type retained or contingent without asking yourself the right questions.Posted by Brian Smith | Jan 26, 2008 2:37 PM ET
- Rebuttal to Lorraine Hack
Yes its true that recruiting firms that are contingency based sometimes throw alot of junk against the wall to see if it sticks. But that is not the case all the time. Especially if the contingency firm has an exclusive or semi-exclusive on the opening. Then there is no need to throw a lot of junk against the wall. What is true, is that normally contingency based firms will make the placement faster and for far less money.
What firms who get paid on retainer do many times is make the process take longer so that the client feels that they are paying for a long drawn out search.
Many times the clients are billed for phone calls and trips to meet candidates that are needless, because the recruiter knew in the first 5 days who the best candidate was.
The only reason the candidate would not be presented in 5 days, is that the recruiting firm would have a hard time justifying a fee of 35 to 40% plus lots of expenses if they showed the client the right candidate in 5 days.
I know that some searches are tough and do take months to find the right candidate, but in the majority of searches, this is not the case.Posted by Alan Strong | Jan 24, 2008 1:14 PM ET
- Different perspectives
I see there are many opinions and viewpoints on this article/subject.
As a recruiter with nearly 14 years experience (with the same firm), I understand we all have good and not so good experiences working with recruiters and recruiters working with candidates.
It's important not to generalize things, not all firms "throw spaghetti" or "disown" a candidate who doesn't get the job...it's about a long term business relationship that's built on mutual trust, open communication and professional maturity.
Unfortunately we all get thrown into one group of recruiting styles and processes. It's kind of like the auto sales industry...the goal is the same, to sell you a car (or find a candidate a job)...but you have Dave's Used Cars on the corner and you have the BMW/Mercedes dealer down the street...same goal but different tactics, process and service (as it is with recruiters).
Bottom line, do your research, work with recruiters you trust and feel they have your best interests at heart and do your part in the search process!Posted by Candace Nault | Jan 24, 2008 12:16 PM ET
- What's on the wall? Lost Income
As a Recruiter with 22 years in the business and having made over 3,615 placements by way of contingency, I take great exception to the specific comments by Lorraine Hack- "There are some good ones, but many of them just throw a lot of spaghetti at the wall to see what sticks." Lorraine, I say to you; In trying to sell retained search, please don't put down the contingency firms in the process. No Recruiter enjoys filling an assignment twice. Afterall, we only get paid once. What Lorriane should have put in her "sauce" is that ALL Recruiters work hard and what is not fair is contingency paying clients that contract a firm for staffing solutions services, then at the the 11th hour, decide on a candidate from another source, usually to avoid placement fees. Or worse yet, the client that abandons the process only to circle back and try to "steal" the candidate after a few weeks have elapsed by contacting them direct; Again, to avoid paying fees. Truth is, Retained Search keeps the client honest and affords that the time invested by the firm in the search process is being fairly compensated. Hear me carefully, it is the process that clients pay for not the "product." If all customers respected the value of what we do, there would only be a need for retained search firms on the planet. Let's work together, retained and contingency alike to change the mentality one client at a time.
Posted by John Beckford | Jan 23, 2008 12:54 PM ET
- Spaghetti
A good search consultant shouldn't get peeved about not potential candidates not returning their calls. Good candidates in tight industry spots get alot of calls, and just like the search consultants calling them, have to prioritise their contacts.
And while it's true that retained searches do have advantages for clients over contingent searches, such as ensuring the same few candidates don't get called about the same job at the same time; those seeking to paint contingency searches as a general spaghetti-throwing exercise have too broad a brush.
Newcomers to the game will inevitably take some random shots if poorly trained and supervised. But client, candidate or search consultant, nobody likes spaghetti on their shirt, thus randomness rarely rewards. But what goes around does usually come around, so taking the time to talk, and to help each other where possible, is key.Posted by Tamhas Buchan | Jan 22, 2008 10:52 PM ET
- A Few Things
This article is very imformative and does have a few great pointers for people searching for a new job. Being a recruiter that works on a contingecy basis, I would like to address a couple thoughts that were brought up regarding people in my profession.
If I have 10 positions and only make 5 calls a week on each, I won't have a job by Friday.
If a recruiter takes offense to a potential candidate not calling them back, they are in the wrong business. Don't get me wrong. It is nice to have someone call/email you back. A phone call WILL be a much more productive way for a recruiter to get to know your goals/needs as well as you getting to know your recruiter.
If a recruiter doesn't email/call you back with negative or positive feedback, find another recruiter. A recruiter that doesn't complete the circle of communication doesn't realize the importance of networking and that is not who you want helping you find a new job.
All in all, the right recruiter WILL find you the right job.Posted by Paul Salim | Jan 22, 2008 6:55 PM ET
- Unfair Description
After reading this article in int's entirety I feel there is a great deal of valid information although it is obvious that a contingent recruiter had a biased opinion.
The comment about contingent firms only "throwing spaghetti at the wall to see what sticks" can be true of some firms but I feel it is an unfair distinction to make of "most" without having a significant sample group to pull from.Posted by Tara Darnell | Jan 22, 2008 4:42 PM ET
- Tips for working with recruiters
If you are not chosen, do not expect to work with that recruiter for 9-12 months (unless is a personal friend -I guess).
There is some (un)written rule amongst recruiters that if a candidate does not make it to the position would not be used in other searches for almost a year, even on similar positions or where skills match requirements.
Recruiters have denied this practice but candidate experience confirms this rule (remember the movie 'A few good men' and the dialog between Tom Cruise, Donald Sutterland and Kevin Bacon about Code Red).
The best advise, unless you are sure you will be in the companie's short list, pass on the opportunity and recommend someone, the best you can for the position.
Soldier that runs away, serves for another battle.Posted by Bill Velasco | Jan 21, 2008 11:55 AM ET
- Recruiters and Networking
It is also important for candidates to remember that recruiters work for a company, not for candidates. The subtle difference is that they do not find candidates jobs; rather, they fill open positions.
It is a good idea to begin networking generally before you need it. Once you've lost a job or when job loss is imminent, networking is less effective because need, rather than ability to help others, is driving the contact. People like to help people they know and trust ... so establishing the trusting relationship before needing the help is a key point.
Cindy Kraft
the CFO-CoachPosted by Cindy Kraft | Jan 21, 2008 7:50 AM ET
