Recently, I wrote a piece explaining why it was better value for clients to work with recruiters on retained briefs, rather than contingent. Today, let's have a look at the benefits for the candidates.
EXCLUSIVITY: DON’T COMPETE AGAINST 200 IRRELEVANT JOB APPLICANTS
In today’s digital job hunting market, I can only imagine how a job seeker’s heart sinks when they see their perfect job role being advertised and then the number of applicants who have already applied for it in the 200s. How can there be that much competition? The short answer is, there isn’t.
But amongst all the irrelevant applicants, the real competition (and you) can get lost. When you’re headhunted for a retained role, you are one of a small pool of candidates that’s been selected from a long, long list of research. The final shortlist will often only be 5 people long, so by the time you’re talking to the recruiter and certainly the client, you know you’re already in good company.
THE BEST PERSON GETS THE ROLE, NOT THE FIRST OVER THE LINE
I spoke before about how retained work filters down the best shortlist and the best candidate is selected from a carefully researched pool of talent. Timelines on research could be a month long, and expectations on the research are that it will be thorough and deep. This simply isn’t the case with contingent, where if a recruiter already knows three people who could be suitable for a role, they will send those CVs then move on, confident one of them will be offered the role.
This isn’t to say the person who gets the role isn’t suitable – they will only be offered the role if they are – but the nature of contingent recruitment means it’s not in the recruiter’s interest to keep searching the talent pool for the absolute best option, if she already has several good enough options.
In retained recruitment, that research continues until the talent pool is mapped and an understanding of all the options is achieved. Then the shortlist is then decided upon.
A HIGHLY EXPERT CONSULTANT CAN ADVISE YOU AS WELL AS THE CLIENT
During a retained recruitment project, you’re working with someone who is an expert in your talent pool. What people get paid, how long they’ve been doing the role for, where they worked before, what their career goals are for the future. Use this specialist knowledge and take advantage of your recruiter’s expertise to chat about your own career path and options.
A HIGH VALUE RELATIONSHIP THAT WILL LAST
Once you’ve worked closely with a specialist recruiter, whether you’re successful in getting the role or not, chances are they will have other opportunities you’ll be interested to explore in future. At 33 Talent we specialise in three sectors – communications, digital and big data recruitment. If we work with you on one project, you can bet your bottom dollar we want to stay in touch for the long term. The value of any long term relationship is always trust, understanding, opportunity and network.
YOUR NEW EMPLOYER HAS INVESTED IN YOU FROM THE MOMENT THE SEARCH STARTED
If you’re the person who wins the role, congratulations! Against a competitive field of your leading peers, you’re chosen for the job. And what better way to judge your new employer, than to know that they cared enough about finding the right person, assessing the market and making the right job offer, that they engaged a retained search to find you. I would expect this employer to also have a strong onboarding process, good processes and structure and a strong plan for your role in the company.