|Part 6: Retained Search Consultants|
|Copyright 2006 by Tony Beshara - Creator of The Job Search Solution Online Program|
If you are " tapped " by a retained search consultant you need to know a few things. The firm has an agreement with their client to be paid a portion of their fee when they " take on the assignment." The firm usually charges 33 to 35% of the salary or earnings projected for the candidate that is hired. Usually one-third of the fee is paid as a "retainer" before the search begins, with another portion of it being paid at certain "milestones" during a search and the balance being paid when the search is completed. These arrangements can vary, but the point is that the consulting firm has the commitment of the client because of the retainer that the client pays.
Our advantage to you: Since we have been retained in some way, we seldom have to worry about " if " we're going to get our fee. Our main concern is making sure that we fulfill our agreement and find the absolute best quality of candidates available for our clients. In order to do this, we're really going to know every aspect of the opportunity that we present to you. We will have " interviewed " most of the professionals in the company that have anything to do with the particular opportunity. We will know just about every aspect of the job we have been commissioned to fill. We will know the " history " of the job and most likely have had a working relationship with the organizations.
Since we are usually specialists and experts in the particular type of person we are recruiting and the kinds of firms we represent, we have an intimate knowledge of just about every aspect of the position we're going to fill. We have done our homework and our clients have given us a very clear-cut idea about what they need. We know the "ins and outs" of the job we're filling, the company and the people, both above and below the position, as well as the strengths and weaknesses of the whole endeavor.
If we " tap" you, it is most likely that we " networked " to find you and we must feel that you are qualified to do the job we have been retained to fill. We have reached out to a number of people like you and you may be one of many that we are approaching. Because of our relationship with our client, we have to find the absolute best group of candidates for the job.
We're going to be able to provide you every bit of excellent information that you're going to need in order to be a successful candidate for the job. The strengths and weaknesses of the company, the opportunity, as well as your strengths and weaknesses relative to the " fit " are all part of our knowledge and expertise.
We may want to build somewhat of a relationship with you, especially if your expertise falls within our specialty and we might need you for one of our clients in the future. When we need you, you will get our full attention.
Our disadvantage to you: We represent the company that retains us. Our "loyalty" and interest in you personally and professionally is only valuable to us if it benefits our client. We're only going to " promote " you to the extent that it is good for our client.
We will give you every bit of information that you need to perform well in the interviewing process, but again only to the extent that is good for our client. We're not likely to present more than one opportunity at a time to you and will be as candid with you as we need to be to help our client.
Our relationship with you may be fleeting. Our interest in helping you is only in light of the value you would bring to our client now. Your professional future is not really high on our priority list.
How to deal with me: ....Don't...I will share with you what you need to know and manage the process for you. Just pay attention and listen; I'll help you in every way you need.
|Articles on Recruiting|
|How to Recruit the Best People|
|Working With Recruiters|
|Part 1: Working with Recruiters|
|Part 2: Recruiters' Biggest Challenge with Candidates|
|Part 3: Recruiters' Biggest Challenge with Employers|
|Part 4: Perspective on Recruiters|
|Part 5: What It All Means for Job Seekers|
|Part 6: Retained Search Consultants|
|Part 7: Contingency Search Consultants|
|Part 8: Employment Agents|
|Part 9: Placers|
|Part 10: Contract Recruiters|
|Part 11: Internal Recruiters|
|Part 12: Staff Recruiters|
|Part 13: Staffing Firm Recruiters|
|Part 14: Management Consultants|
|Part 15: Research Consultants|