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Talent Resources delivers results and adds value to your company as your recruiting professionals. We are able to use our extensive experience, industry knowledge and resources to identify and qualify the right candidate for your unique situation. We utilize a proven four-step process that interacts with your staff and uncovers the traits and skill sets needed for the candidate to add value and succeed in your organization.
Talent Resources offers four search options. This allows you to determine what is best for your organization.
Retained Search – Working on a retained basis means the recruiter will charge an upfront fee to the client to conduct a search. They will operate on an exclusive basis meaning the job will only be filled through this recruitment company. These recruiters work very closely with their client and will take their time and use an agreed methodology to find the best person for the job. The process is usually rigorous with a shortlist of typically three candidates being presented before interviews commence. In a perfect world, the retained recruiter will be able to present the candidates with the perfect skills, location, salary etc and all the client has to do is pick the one they like the most.
Container Search – This search structure has the advantages of both the Retained Search and the Contingency Search without many of the disadvantages. It has the advantage of highly focused recruiting with the advantage of a guaranteed hire or we receive no full fee. For many of our clients, this is the best search structure. Like the Retained Search, we conduct a highly focused recruiting partnership with your company that involves in-depth Job Order interviews with key executives. Our focused efforts mean many phone calls, meetings, interviews, and contact with our extensive network. This structure is used by our clients for positions:
The Container Search has all the benefits of the Retained Search. To start the search, a non-refundable engagement fee equal to 1/3 of the estimated placement fee is paid. This engagement fee is credited toward the total placement fee. The Engaged Search also has all the benefits of the Contingency Search. The other 2/3’s (remaining fee) are paid when the new hire starts the job. You could say that the Engaged Search is 1/3 Retained and 2/3’s Contingency. As an example if the search fee was 30%, then 10% would be paid as an engagement fee and the other 20% when the candidate was hired.
Contingency Search – This, on the other hand, is when the candidate is the bargaining chip. Contingency is sometimes described as No Win, No Fee (or even No Cure, No Pay). It is what it says on the tin, a service performed by a recruitment company for free until the day a candidate represented by them takes a position with their client. Recruiters working on this basis often have to compete with the client’s internal HR department, advertising, direct applicants and typically one or more other recruitment companies.
The trick here is to represent the best candidate or candidates and to do this faster than the other channels. If for instance the vacancy is hard to fill, chances are there will only be a few candidates out there qualified for the position. Getting to these before everyone else is vital for the successful no win, no fee recruiter.
Contract Staff – A contract employee can be utilized in a variety of different positions within a company refers to a situation where the employee is expected to leave the employer within a certain period of time. Contract employees are sometimes called “contractual”, “seasonal”, “interim”, “casual staff”, “freelance”; or the word may be shortened to “temps.” In some instances, temporary professional employees (particularly in the white-collar worker fields, such as law, engineering, and accounting) even refer to themselves as “consultants.” This is not to be confused with consultants (as in management consulting).
Components of a Successful Search
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