A very good article that serves to define the difference between contingency recruitment and what we do at Jepson Holt, retained recruitment.
Summed up in one sentence - "I’d take three candidates delivered by a retained recruiter, after a comprehensive market search, over 30 CVs delivered by a gaggle of contingency recruiters, any day of the week".
Please read the article if you are responsible for talent acquisition in your law firm. If we don't place someone for you after you have purchased research and paid a fee it is because what you are looking for does not exist, at least you know though and we can work with you to tailor the search to produce results.
Yes, an employer can hire several contingency-based recruiters at the same time for no additional cost but that doesn’t mean they get more quality candidates to choose from. Contingency recruiters don’t get paid unless they deliver faster than everyone else, leaving no time for a deep search of the market, and certainly no time for a head-hunting strategy. And while we’re at it, let’s stop pretending that more delivered CVs means more choice. Once they’ve thrown out the duplicates and the poor matches an employer is lucky to find even one high-quality candidate. I’d take three candidates delivered by a retained recruiter, after a comprehensive market search, over 30 CVs delivered by a gaggle of contingency recruiters, any day of the week.