Elevate Your Hiring Strategy with Retained Search
Questions that are often asked by the hiring company are usually, “Why would we retain a firm when we can hire 2 or 3 consulting firms without dedicating up-front funds to any of them.” Their reasoning is that we get all the coverage we need without paying any one firm until they deliver.
Holds true for certain instances like Lateral Junior and Mid-level hiring for Large corporates but the scenario is quite different for Start-ups’ ,SME’s , Medium Enterprises and lateral hiring for Strategic/Sr.Mid –Level/Sr.Management roles for large corporates.
Our methodology offers meticulous research, extensive talent pools, and the thorough investigation of candidates ensuring that your return on investment will be exponential.
Some of the benefits are as:
Focus & Process
A retained search incorporates a meticulous, defined process customized as per client wants and needs. By working on a retained search model, Instead of working on many projects, recruiters are focused on just a couple-giving your search its proper attention. A retained search offers through research, extensive talent pipelines and networks.
Time & Cost
The retainer model allows the client to work with someone who understands the Mission and Vision, culture and ethos and the nuances of the brand. This enables the retained HR partner to expeditiously identify the most appropriate Human Capital at every juncture of the organisations journey. This in tum leads to Cost and time optimization. The shouldering of this integral responsibility by the HR partner allows the organisation to concentrate on its core business plans.
Mutual Level Of Commitment
Industry average suggests that you get 5 times the amount of man hours spent on your vacancy compared to a standard search. The transparency and openness in a retained model of HR service is the Key to its success. Both parties need to submit to a high degree of trust and commitment.
The client should have the confidence to allow the retained service provider access into all of its current and future business plans and the service provider should respond as a true partner both in letter and spirit. This also allows the HR partner to proactively anticipate needs and to plan HR sourcing accordingly.
The client should have the confidence to allow the retained service provider access into all of its current and future business plans and the service provider should respond as a true partner both in letter and spirit. This also allows the HR partner to proactively anticipate needs and to plan HR sourcing accordingly.
Accountability / Partnership
This is an important word in retained recruitment. When we work with any client on a retained assignment we will not only provide feedback to candidates, but also to the business. It is always about working together to find the best talent.
While accountability may seem to be part of retained search, without any guarantee of hire and with up-front payments, recruiter accountability becomes very important. The exclusive nature of the assignment has the onus of commensurate responsibility.
While accountability may seem to be part of retained search, without any guarantee of hire and with up-front payments, recruiter accountability becomes very important. The exclusive nature of the assignment has the onus of commensurate responsibility.
