The Preferred Professional Talent Search Agency

When companies seek to hire management and professional talent from outside their organization, they have options. They can decide to manage the process themselves, using advertising, the internet, an in-house recruiter, OR they can engage a professional in choosing a contingency recruiter or a dedicated search consultant.

The Dedicated Search Consultant vs. The Contingency Recruiter

The Dedicated search consultant is measured and managed on one thing, filling your need, there are no other priorities. Because the fee has been paid upfront, there is no incentive to spend the clients time on candidates that are not 100% qualified, interested, and available to start working. The dedicated search consultant is 100% transparent with the client, ensuring the client makes the best possible hire, and only needs to fill the position once. The contingency recruiter is compensated on commission and measured by the volume of revenue generated each month.

Contingency recruiters will typically work with a large number of job openings, and focus on the openings with the largest pool of candidates or the largest fees. The contingency recruiter will simply move on to another vacancy or client where they believe they can get a straightforward win. With contingency it is not uncommon to get great communication early, and a couple of candidates quickly. However, if the initial candidates do not pan out, it is not uncommon for the recruiter to go unresponsive, as they have moved on to positions that are easier to fill.

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RPO - Recruitment Process Outsourcing

By definition, Recruitment Process Outsourcing (RPO) is defined when a provider acts as a company’s internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process. A properly managed RPO will improve a company’s time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance.