We offer a wide range of services, including what might be referred to as the ‘standard’ recruitment service options. However, there’s nothing standard about the way we deliver our contingent and retained solutions.
Our retained service is suited to organisations that have limited capacity to conduct an Assessment Centre, are significantly 'time challenged' or have specific recruitment deadlines that must be achieved. In essence, a retained service means the client is paying in advance for time and materials, ensuring that the project receives the input required to be completed by a certain date, or where there is a specific requirement that makes the search more challenging.
Typically, retained recruitment assignments have been charges in three stages with one third upon instruction, one third on provision of shortlist and the final third on confirmation of acceptance of an offer.
Whilst this is justified when searching for a Sales Director or Enterprise Account Director, we find it a little ‘OTT’ when it comes to early years sales recruitment and tend to operate a two part system, with half the fee payable upon instruction and the balance on completion of the assignment.
The ability to allocate resources internally allows us to achieve fantastic results in very short time frames with agreed service levels and pre-determined outcomes.
Essentially a 'payment by results' service, our contingency recruitment offering is designed to provide a level of service that is not often associated with a contingency recruitment relationship. On a contingent project we agree terms of business, are fully briefed and commit to work on recruitment project. Using a range of sourcing options we look to put together a shortlist of suitable candidates for you to interview. Upon a successful hire being made, we invoice based on the predetermined fee, usually a percentage of the successful candidates salary.
We view every vacancy we work on as an opportunity to impress and add value to your organisation. We work hard to deliver a service that is transparent and easily measurable, and most importantly, one that delivers results for you.
We are confident in our ability to identify and present candidates that will succeed within your business as we are not interested in getting 'the placement', rather we look to build a long term partnership based on trust, where our clients are confident that we can deliver time and time again.
Case Study - Retained Recruitment:
A Business Intelligence provider approached Certus Graduate as their current methods had failed to deliver. A candidate who was due to start had accepted another role last minute and they had an urgent need to start someone within two weeks in order to achieve their hiring goals.
What We Did:
A meeting was booked and attended that day by our client team. Despite the urgency, a thorough qualification process was taken with emphasis on gaining a comprehensive understanding of the business’ set up, their objectives and how this role fits into the plan.
Due to the time constraints, a retained solutions was agreed to allow us to allocate enough resource to ensure the project was completed within the required timelines. The team were then able to work backwards from the two week start date and put forward a sourcing plan to guarantee the hire was made.
Set dates were locked in with the client and the Project Leader set candidate acquisition targets that closely managed internally. Part of that resourcing strategy was to focus on those candidates who had committed they could start on the specific date required. By adhering to the set targets we provided a shortlist of 4 fully vetted candidates to the client, all who could start on the designated start date.
The hire was made and the candidate started on the set start date. The candidate is doing well and we have since gone on to become a key supplier for the organisation.
Case Study - Contingency Recruitment:
A tech start up was looking to hire 1 sales candidate as a replacement for a previous employee who was not performing. The organisation had been looking for the replacement hire for 8 weeks and had had no success, despite working with a number of recruitment agencies. Whilst the client did need to make the hire it was not deemed urgent however they did feel a change in approach was needed and elected to appoint us on a contingent basis because we were a specialist in sales, where their previous partners had been more generalist ‘graduate’ recruiters. This was our first time working with the client.
What We Did:
Our consultants attended a meeting where a thorough qualification process was undertaken, gaining an understanding of the business, its structure, their objectives and how this role fitted into the plan.
Having agreed to run the search on a contingent basis, we suggested the client entrust us with some set interview times for 1st and final stage interviews where we could put our top selected candidates directly in front of the client, saving time and energy sifting through CV’s. The client was happy to conform due to the detail we had gone into with regard to understanding the sales cycle the candidate would be responsible for. We performed a stringent search process which resulted in delivering 4 candidates at 1st stage interview. The client took 3 to final stage interview and hired 1.
We have since gone on to become a trusted partner to the business, making multiple placements including a number with the candidate we placed who has now been tasked to grow their own team.
For further information or to discuss your requirements please Contact Us or email email@example.com