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Hire Smarter, Pay on Success
Rapid organizational growth often necessitates a marked escalation in recruitment activities, targeting both newly graduated talent and seasoned professionals. The contingent recruitment model serves as a strategically efficient mechanism to meet these exigencies, emphasizing the acquisition of individual contributors in roles subordinate to the executive echelon.
When faced with critical hiring imperatives, organizations frequently engage multiple contingency recruitment agencies. These agencies curate and deliver a meticulously vetted collection of candidate profiles tailored to the client’s exacting specifications. Given the non-exclusive nature of this model, overlapping candidate submissions to various clients are a recurrent phenomenon.
Organizations demonstrating alacrity in responding to submitted profiles consistently achieve a competitive advantage, often securing premier talent ahead of their contemporaries. Such responsiveness is instrumental in ensuring the acquisition of optimally suited candidates in a time-sensitive manner.
Operating on a remuneration structure predicated on successful placements, contingency search firms are compensated solely upon the effective hiring of a candidate. Furthermore, many agencies extend a placement guarantee—typically spanning a duration of 30 days—to augment employer confidence and mitigate potential hiring risks.
Understanding Contingency Recruitment Services
In simple terms, contingency recruitment operates on a "no placement, no fee" basis. Recruiters focus on identifying and sourcing a wide pool of qualified candidates who align with your job requirements. We present all relevant resumes to you, leaving the evaluation and selection process in your hands, ensuring you make an informed decision tailored to your organizational culture.
Organizations aiming to fill entry-level, junior, or mid-level roles can greatly benefit from contingency recruitment. This approach is also highly effective for positions requiring specialized skill sets that are rare among candidates.
Key Advantages of Contingency Recruitment
1
Accelerated Hiring Process
Contingency recruitment services enable organizations to identify and hire qualified candidates within a remarkably short timeframe. These firms typically maintain an extensive database of potential candidates, allowing hiring managers to review a diverse range of profiles and select the best fit for their needs.
2
Cost-Effective Solution
Compared to other recruitment methods, contingency recruitment is a cost-efficient option. Clients benefit from a "pay-on-success" model, where fees are incurred only after a successful placement. These fees typically range between 25-30% of the candidate’s annual salary, making it a budget-friendly choice for many organizations.
3
Non-Exclusive Flexibility
Contingency recruitment operates without contractual exclusivity, granting clients the flexibility to work with multiple firms simultaneously. Recruitment teams conduct in-depth research to identify suitable candidates and engage in detailed discussions with hiring managers about the role’s requirements, responsibilities, and expectations, ensuring a tailored approach to candidate assessment.
Comparing Contingent and Retained Recruitment Models
Contingent Search
- Ideal for non-critical roles and positions at the entry to mid-level.
- Operates on a "pay-on-placement" model, with no upfront fees required.
- Typically involves lower fees compared to retained search.
- Presents a lower financial risk initially, though the total cost of recruitment can be higher over time.
Retained Search
- Best suited for senior-level or mission-critical roles.
- Requires upfront payment based on a contractual agreement.
- Generally involves higher fees than contingent search.
- Though initial costs are greater, recruiters are deeply involved, providing a more comprehensive and focused search process.
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Our Process
1
Comprehensive Briefing
The hiring client provides a detailed job description, including the desired skill sets and qualifications required for the open position.
2
Transparent Negotiation
Both parties reach a mutual agreement on the contingency fee, payable upon the successful placement of the candidate(s).
3
Targeted Sourcing
Our team leverages an extensive candidate database to identify individuals who align with the outlined role requirements.
4
Preliminary Screening
We perform an initial screening of selected candidate profiles to ensure they meet the role’s basic requirements. These profiles are then shared with the client for further consideration.
5
In-Depth Evaluation
The hiring organization conducts one or multiple rounds of internal interviews to assess candidates and determine the best fit for their team.
6
Offer and Probation Period
An offer is extended to the selected candidate. Upon successful completion of the probationary period, the agreed-upon contingency fee is paid to the recruitment firm.
Our Value Proposition
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