As you all know there is a war for talent in today’s world and it's crucial to pay more attention to pick out the star performers who have real value and fit for your teams.

Sometimes, you may get worn out by the hiring process such as promoting job vacancies, posting on job boards and direct advertising in need of external candidates. On the other hand, hiring on a contingency basis is also great but then you are left with the gap elsewhere.

If the role is quite challenging and needs a niche skill set, the retained recruiting process comes to the rescue. It allows us to put in place a thorough and robust search for the best candidates who are capable of providing the undeniable results that the company needs.

What is Retained Recruitment?

The retained recruitment process simply means the recruiter is paid an upfront fee by the company, maybe even a monthly ongoing fee before beginning their search.

The financial commitment even before the candidates are chosen may seem risky commercially but that's what makes the rigorous process credible and worth the results.

Key Features

1. HIGH-SKILLED AND SCARCE PROFESSIONALS: Suitable for hiring high-level positions like managers, directors and executives
2. PAYMENT STRUCTURE: The guaranteed payment to recruiters provides an excellent service with much dedication and consistent delivery of retained search solutions
3. PARTNERSHIP: The development of Long-term relationships with the recruiters creates exclusive engagement and results in consistent income
4. QUALITY SEARCH: Recruiters have specialised knowledge in company culture, and technical aspects of search strategies and may able to quickly bring out experienced offers

How does the Retained Recruitment Model work?

1. CONSULTATION: The client firm meets with the recruiter to discuss its recruitment needs, including job requirements, desired candidate qualifications and company culture
2. AGREEMENT: By mutual agreement, the client pays an advance to secure the recruiter's quality services for the recruitment process
3. PROCESS: The recruiter conducts a thorough search using various methods such as networking, direct approach and targeted advertising to identify potential candidates
4. APPRAISAL: The recruiter screens and evaluates candidates and conducts interviews and background checks to ensure they meet the client’s criteria
5. HIGHLIGHT MATCHES: The recruiter presents a shortlist of qualified candidates to the client and provides detailed profiles of their performance and recommendations
6. SELECTION: The client interviews the candidates and selects the most suitable person for the position

Pros of Retained Recruitment

• Lack of competition
• High-Quality Service
• Confidentiality
• Credibility

FREQUENTLY ASKED QUESTIONS

1. How long does it take to complete the retained recruitment process?
   Ans: It depends on the requirements and demands of the company for the acquired job position. Because the availability of the candidates who fit for the role and the responsiveness of the company towards their performance records takes time. Thus, it often takes longer and it's worth the wait for the perfect fit.
2. Is it more expensive than the contingency search model? Ans: Some Companies often think it is expensive to spend much money on retained processes but in reality, it is the same cost. It may seem risky since you may feel there is no guarantee as you pay before the search process regardless of the outcome. However, it benefits you from a superior level of service for its exclusivity.
3. Why is retained recruitment better than contingency recruitment?
   Ans: In the process of contingency recruitment basis, multiple contingency search firms may offer the same candidates to be the potential fit for the job. Since the search solution is made out of majority through quantity, may result in an unsuccessful outcome. Whereas, in the retained recruitment process, the quality of the candidates is thoroughly checked strategically and results in effective placements.

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