January 2012 Archives

Tuesday January 24, 2012

Retained Search: Be Careful What You Wish For

Bookmark and Share
I'm frequently asked how to convert a contingency search to a retainer. As a recruiter who made the switch to retainer three years ago, I can tell you what I've learned, including some things you may not want to hear.

 Recruiting.jpgTo begin with, there are many differences between the two types of services beyond the superficial difference of how the recruiter is paid. In some ways, a true retained search practice resembles a temp agency more than a perm-placement business, for the simple reason that both use a "division of labor" business model.

For example, in a large retainer practice, a search director will delegate the research and screening to a support staff, in much the same way an account manager or sales manager will delegate the "recruiting" function to a staffing coordinator. In contrast, the vast majority of contingency recruiters do their own research and screening to fill their job orders.

Regarding payment terms: A retained executive search is defined as an exclusive project undertaken on behalf of a client to identify and screen suitable candidates for a particular position. Typically, the estimated fee is prepaid in three 30-day installments. An open-ended payment schedule with the majority of the fee contingent upon "successful completion" is not considered a retained executive search. So, if you receive a $1,000 "engagement fee," your service is really a contingency search with a cover charge.

Before you decide to offer retained search services, first look at the level of candidate you're associated with. Rarely are retainers paid for positions that pay less than $100,000 annually. So if you deal in mid-market or "commodity" candidates such as engineers, accountants or programmers, it's unlikely you'll do much retained work. And you should consider yourself lucky.

I've found that retained searches to fill mid-level or non-management positions usually aren't worth the trouble, and often end in disaster. From an economic standpoint, you're risking an open-ended commitment of your time, but at a fixed rate. The money may be guaranteed, but if the search bogs down, you're stuck working for a dollar an hour. To complicate matters, many lower- or mid-level hiring managers fail to put forth the effort necessary to attract suitable talent, and lack the sense of urgency to effectively close qualified candidates.

- Bill Radin

Bill Radin is one of the most popular and highly regarded trainers in the recruiting industry, and has trained many of the largest independent and franchised recruiting organizations, including Management Recruiters, Dunhill, Sanford Rose, Snelling and Fortune Personnel. His speaking engagements include the NAPS national conference, the annual Kennedy Conference, and dozens of state association meetings and network conventions, including Top Echelon and Splits.org. The Radin Report is published monthly.

Wednesday January 18, 2012

Stop The Censoring of the Web - Tell Congress!

Bookmark and Share
Millions of Americans oppose SOPA and PIPA because these bills would censor the Internet and slow economic growth in the U.S.

Two bills before Congress, known as the Protect IP Act (PIPA) in the Senate and the Stop Online Piracy Act (SOPA) in the House, would censor the Web and impose harmful regulations on American business. Millions of Internet users and entrepreneurs already oppose SOPA and PIPA.

The Senate will begin voting on January 24th. Please let them know how you feel. Sign this petition urging Congress to vote NO on PIPA and SOPA before it is too late. Go here to learn more and sign the petition: End Piracy, Not Liberty

What are SOPA and PIPA exactly?

Tuesday January 17, 2012

Net-Temps Voted 2012 Winner of Weddle's User's Choice Award

Bookmark and Share
Net-Temps, the leading online job board for staffing companies, announced today users have once again voted it among the best in the online recruitment and job search industry. WEDDLE's User's Choice Awards are the only awards where actual users - not pundits or experts - get to pick the winners. The award honors those employment sites that provide the best information and superior assistance to their users. Net-Temps has won this award multiple times.

With 150,000 job boards and social media sites now in operation, it's difficult to know where to go online to get the best support. The 2012 winners of the WEDDLE's User's Choice Awards solve that dilemma. They are the choice of job seekers, employers and recruiters alike.

Winners of the User's Choice Award are selected by HR professionals, recruiters and job seekers through year-long balloting at weddles.com. Thousands of unique ballots were cast and only the top thirty vote-getters were awarded. These sites represent the elite of the online employment community.

Sue Booth, president of Net-Temps, stated, " search mark.? the hit have clearly job their in need jobseekers resources and tools customers staffing our for services recruitment outstanding deliver to efforts continuous Our award. this of winner a selected be again once pleased very are We

About Net-Temps
Net-Temps is the leading job board for temporary, temp-to-perm and direct-hire employment through the staffing industry. Since 1995, Net-Temps has consistently ranked among the top Internet job boards. The Net-Temps Job Distribution Network is one of the most cost-effective approaches to talent acquisition on the Internet and is comprised of some 20,000 employment-related websites. Through this Network and extensive advertising programs with top search engines and portals, Net-Temps is able to assist staffing companies in sourcing and hiring the most qualified candidates. Job seekers can search jobs in more than a dozen career channels, post resumes and take advantage of all the available career resources for free. Further information about Net-Temps is available at www.net-temps.com.

About WEDDLE'S
Since 1996, WEDDLE's (www.weddles.com) has conducted ground-breaking research among both recruiters and job seekers on the Web. Its findings are widely regarded for their analytical rigor and often cited when identifying the Best Practices in online recruitment and job search. WEDDLE's research has often been reported widely in the media, both in the United States and around the world. In addition, WEDDLE's is the largest publisher of guides to the 100,000+ employment-related sites currently operating on the Internet. The American Staffing Association has called WEDDLE's Publisher Peter Weddle, the "Zagat of the online employment industry."