Contingency vs. Retained Recruitng

There are two different types of recruiting: Retained and Contingency.

A retained recruiter will typically charge a fee to conduct a search, while a contingency recruiter will not charge the client until a candidate they represent is hired. A retained recruiter will only seek to fill the position within the recruitment company and will work very closely with their clients in order to find the best person for the job. In the end, he or she will usually supply the client with a list of anywhere between three to ten names for the interview process. Furthermore, these recruiters will take their time to get things right. They are under exclusivity terms, so they must present a candidate and cannot move on to other clients until a candidate is found. This search type is more thorough. The experience, skills and personality of the candidates will be compared to the job description in detail to ensure that only high-caliber candidates are considered for the vacant position.

Meanwhile, a contingency recruiter is faced with a lot of competition, including HR departments, direct applicants, and other recruiting companies. He or she will try to represent the best candidates faster than anyone else can. As a result, they will most likely deliver more candidates in order to increase the odds of making a placement. They are not under any exclusivity agreements, so they may move onto other projects if they desire.

Here is an overview of the pros and cons of Retained and Contingency Recruiting:

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