FREE 10+ Contingency Recruiting Agreement Samples in MS Word | Google Docs | Apple Pages | PDF

Contingent recruitment is a type of recruitment in which companies hire people on a project-by-project basis. The primary distinction between contingent and retained recruitment is that contingent recruiters are only paid a placement fee if they successfully place a candidate in an open position. The recruiter who works on a retained basis, on the other hand, is paid a flat rate for their services and is not paid according to the success of individual placements. This arrangement is usually in place because working with a retained recruiter is more convenient for the company, or because the retained recruiter’s skills and success rate are thought to be higher than those of their contingent recruiter counterparts.

10+ Contingency Recruiting Agreement Samples

When an organization hires a recruiting agency or a contract recruiter to find candidates for an open position, this is known as contingent recruiting. The recruitment agency or contractor is only paid if the organization hires a candidate they found. Recruiting fees are usually around 20% of the salary of the position being filled.

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How Does a Contingency Recruitment Agency Work?

The hiring company does not employ contingent recruiters. They are independent contractors. They also work on the search with the understanding that they will be paid if the candidate is successfully placed. In most cases, this means going up against the client’s in-house recruiters or direct applicants. Recruiting firms occasionally compete against one another.

The contingency recruitment process differs from one agency to the next. However, the most common workflow is as follows:

1. A contingency recruiter receives a job description from the client.
2. The client and the recruiter agree on a fee and a guarantee.
3. To find “the one,” the recruiter begins contacting candidates.
4. The recruiter obtains permission from the candidate to submit to an employer.
5. Candidates for interviews are chosen by the client.
6. The client extends an employment offer to a candidate.

Executive Search vs. Contingency Recruitment

Job seekers are divided into two categories: active and passive. Active candidates are looking for a new position. Passive candidates are not looking for a new job. They may, however, change jobs if a recruiter presents a suitable opportunity.

Contingency recruiters primarily work with job seekers who are actively looking for work. They frequently have databases of current job seekers and can connect hiring companies with the best-fit candidates. Candidates who work with these recruiters are usually in the early stages of their careers. Individual contributors, supervisors, and managers are all possibilities. Contingency recruiters are also frequently used to fill director-level positions.

Contingency recruiters are often motivated to put candidates forward to a company more quickly than retained recruiters in order to try to get a higher hit rate. This is due to the higher level of risk involved for contingent recruiters, who do not receive a guaranteed commission for their recruitment services.

FAQs

If you want to see more samples and formats, check out some contingency recruiting samples and templates provided in the article for your reference.