Contingency RecruitersHiring companypays a placement feefor employees,based on somepercentage of theannual salary.
PROSContingency recruiters• Fees are paid only whenpositions are ﬁlled• Do not task yourin-house resources• No long-term contracts
CONSContingency recruiters• Quantity of candidatestends to supersede quality• Fees are generally veryhigh, typically 20% of basesalary• Success is not guaranteed• Won’t perform strategictasks
2Contract recruitersHiring companycontracts recruiterto work on atemporary basis fora set period of timeand payment rate.
PROSContract recruiters• Avoids the overheadinherent in having full-time recruiters on staN• Add manpower to aninternal recruitment staNand can be easily managed• Easier to on-board thanfull-time recruiters
CONSContract recruiters• Costs include supplyingtools and resources• Struggle with somerequisitions• Availability may belimited• Diﬃcult to scale to meetneeds
3Hiring companyoutsources theentire recruitingfunction tospecialists.RPOs: Recruitment Process Outsourcers
PROSRPOs• Act as an extension of yourstaN• Can be highly cost-eNective• Service level agreements(SLAs) can help ensuredeliverables are met
CONSRPOs• Implementation is costlyand requires months ofgroundwork• Requires handing overtotal control of process
On-demand RPO4Hiring companyoutsourcesrecruiting functionto supplement HRstaK and pays on anhourly basis.
PROS• Easy to start and stop• Services can be temporarilysuspended when hiring needsdecline• No placement fees• Potential to reduce cost/hire• No upfront investment inresourcesOn-demand RPO
PROS• No infrastructure expenses oroverhead• Team has access to array oftechnology tools and resources• Draw on a large database ofpotential hires• Easily engaged for candidatepipelining, competitive researchand salary surveys• Highly scalableOn-demand RPOCONTINUED
CONS• Operate oNsite• Hourly rate fees beginupon initiation of project• Performance may suNer ifvendor outsources workoNshore or to third partiesOn-demand RPO
How much recruitment experience do youhave?How large is your candidate supply pool?Do you have experience with volume hires?Can you scale to meet our needs?Will you use your resources or require ours?How up-to-date are your tools, processesand technologies?
MeetThe RecruitingDivision• On-demand RPO• Zero upfront costs• Easy to start and stop• Scalable• High performance• Cost-eNective