14 JULY 2021 As I'm sure you are aware, the field of recruitment does not have the best reputation.
However... Not all recruiters are the same. If you understand why your recruiter is failing, you may be able to resolve some of the issues you're having.
Here is an extremely bad idea: the ‘contingency contract’! One of the worst creations in the history of recruitment is the "contingency" contract.
This is what we refer to as accepting a role brief from a client with the understanding that we will only be paid if we successfully find a candidate for you to hire. It's a horrible, horrible concept. Ironically, it may be one of the few aspects of recruiting that you appreciate.
To put it another way, it appears to be a good value. You hire a recruiter (or several) to locate candidates for you, and you only pay if one of them is hired. And, in the vast majority of circumstances, you'll get just that. You have just enough faith in a candidate to hire them.
But it’s a world away from a candidate you admire and who will be a valuable asset to your organisation for a long time.
Contingency contracts make it nearly impossible to find a quality candidate. This isn't due to inept recruiting (though that is possible), but rather to a flawed business model.
The Battle to the Bottom (of the Barrel)
Consider yourself a recruiter who knows with a high degree of certainty that finding a handful of good applicants will take two weeks. What good will that skill be if the other recruiters you're up against are sending the employer a slew of average prospects in less than a week?
What good is it to spend time and effort looking for qualified prospects if the company has already chosen a candidate given by a competitor recruiter?
And forget about putting in a month's worth of effort to identify excellent prospects.This is the situation as it stands. The problem with hiring contingent recruiters is that you are creating a competition to find the most decent applicants the fastest.
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The Process Of Finding Good Quality Candidates Is Being Sacrificed Just To Save A Week!
In order to find prospects faster, you have to forfeit a lot of quality.
It really is a ‘No Confidence’ Vote.
Even if you hire one contingency recruiter, you won't get a lot better. There is some wiggle room for a recruiter, but remuneration depends on finding a candidate. Assume you're a recruiter who has spent a month scouring the globe for exceptional prospects, only to have the client reject the shortlist, fill the position internally, or opt to postpone the hire.
That's a lot of time and effort for no monetary gain.
As a result, you have little choice but to limit the amount of time you spend on each task as a recruiter with targets to meet. Worse still, you must also take on multiple roles at the same time, in order to offset the jobs that don’t pay with the ones that do.
The outcome is still the same. A shortlist of ordinary, and most likely unsuitable, prospects. You choose the best of the bunch, but it’s far from an ideal. So, after six months, you fire the new person – at a significant cost to your company – and call your recruiter (or recruiters’) again.
Hoping they'll do a better job this time.
What's The Saying About Doing The Same Thing Over And Over Again And Expecting Different Results?
Let's start from the beginning. Contingency recruitment is harmful to recruiters, candidates, and you. If you want to have a high-quality recruitment experience, you'll have to take a different strategy.
One that entails:
📌 McQuaig Behavioural Testing
📌 Candidate Comparison Graphs
📌 Video Introductions
📌 An Executive Summary
📌 Competency Questions
📌 Candidate Questions
You will find all this (and more) at Reflection X!
It really is time for professionalism, experience and dedication to combine with 21st-century technology to deliver the right person, FIRST TIME. Book a demonstration below and see how much time and money you could save on your next hiring campaign.
About the Author Freya supports the tech talent toolbox arm of Reflection X where she is coaching technologists to achieve their full potential. With over 10 years of experience within the Tech and AI recruitment space, she has been from working closely with thousands individuals and leaders during hiring processes while partnering with very early stage start-ups all the way to some of the top AI Labs in the world.