Partnering with Clients

After working in both the contingent and retained search worlds, I have now dedicated my firm's business model to only retained OR at a minimum, exclusive contingent searches.  I won't get into why this model is exponentially more efficient, successful AND cost effective - that is a one-on-one conversation for those interested.  But I would like to address a couple of things:

Hiring Managers and HR - since I'm not as connected with HR folks as I am hiring managers in the sourcing and procurement world, this will serve as more of a tool to use when trying to sway HR to using a recruiting firm and retaining a search. 

I personally believe in PARTNERING with my clients and developing long term relationships - this enables us to be much more effective in understanding your culture, organization and candidate requirements that go way beyond what's stated in a job description.  There are many firms out there that take on as many what they refer to as "job orders" and send in as many candidates as possible to see who may get hired - maybe they've been thoroughly vetted, maybe not.  This works for them and more power to them - most likely they have several recruiters who have a "desk" and they are trying to build their "desk".  Higher numbers are most times more important than the quality.  The concept of contingent, i.e. the client/customer doesn't have to pay until they deliver requires higher numbers of "job orders" in order for them to make a living.  And we all have to make a living.

And there are those of us (myself included) that take on highly qualified searches in less quantity so that we can completely focus on your needs and execute in a top-echelon manner - and the fact of the matter is, you get what you pay for.  I'm not saying it's less cost effective - my fee structure actually allows my clients to realize COST SAVINGS (and for you procurement folks, that's music to the ears) compared to what you're paying for in a contingent search.  In order for us to go out there and dedicate our time and efforts to you, we need dedication in return - and not just monetarily, but dedication and focus to expedite a successful process. 

And let me tell you, the perception in the marketplace of a Retained or Exclusive search is extremely positive and your organization is recognized as one who considers this to be a critical need AND has established that Supply Chain is a critical function in their company.  And for those passive and/or talented candidates that you ALL want on your team, this is very attractive and entices them to look outside of the position they currently hold.  As you know, Sourcing talent is in demand and whether your position is an independent contributor or a VP, the true talent has their pick of where to go, when to leave and to what type of role they will gravitate.

I could on, but will stop here and continue next blog.  And they WILL be more frequent - I promise!