10 Things You Need To Know About Contingency Recruiting

Community 10 Things You Need To Know About Contingency Recruiting Sharon GraceSeptember 13, 2022 Recruiter shakes hands with a job candidate

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Are you thinking of using contingency recruiting to find your next hire? Let's look at 10 reasons why you might want to avoid doing so...

A new client of mine, a VP of accounting, came to us after a terrible experience with a contingency firm. His company was in desperate need of hiring a corporate financial analyst. The recruiter from the contingency firm contacted the VP claiming they had the perfect candidate who was immediately available. The VP agreed to interview the candidate, only to waste everyone's time. The candidate did poorly in the interview, and the VP was shocked that they sent him someone so ill-prepared and ill-fitted for the role. As a result, he and his firm decided to start over to find a new recruiting company—and that's how he found me!

As a former and recovering contingency recruiter, I knew exactly what happened to him and offered to explain the behind-the-scenes process contingency teams use. Here are the 10 things you should know before using a contingency agency:

What To Know About Contingency Recruiting recruiting concept

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It’s a great job market. Most of us veterans have never seen such a rich, robust market with so much demand and high salaries. Accounting and finance professionals have never been in so much demand and not for this long before.

Contingency recruiters are commission based and don’t earn a commission until their candidate is hired.

Contingency recruiters negotiate their fees which are based on salaries. The higher the fee is, and the higher the salary is, makes a very healthy commission!

The contingency recruiter represents the candidate first. Yes, that is right. They will present the candidate to many clients to get them hired to make their commission, and the ideal is a high fee with a high salary.

A contingency recruiter generally interviews the candidates, but the depth varies because they don’t want to spend too much time working for free.

Contingency recruiters work alongside a team and compete against their team.

With so many positions to fill quickly, contingency recruiters don’t want to spend time on a challenging role and a low fee and salary.

A contingency recruiter usually does not spend a lot of time asking the client questions about the position. They don’t often understand the position and may not send the right candidates, if any at all. Remember they are working for free.

If you don’t want to receive many resumes, then agree to a low fee.

If you only want candidates that are actively looking, then work with a contingency recruiter. Don’t expect they will cold-call recruit passive candidates because they don’t want to do much work for free.

After explaining all this to the VP, he seemed happy to have an approach that involved sourcing passive, qualified candidates. He also understood the financial benefits of investing in recruiting based on billable time instead of the outdated and expensive percentage of salary fee structure. In short, he realized we were set up to be an extension of his team and focused on his best interest—which is just one of the multiple benefits of my company being an agnostic partner in the hiring process.

I should also mention that we provided him with a talent pipeline so that in the event he needed to hire another person in the same role, he could do so without being billed again, unlike a contingency recruiter who would require another large lump sum for an additional placement.

The VP now understood what many come to realize about contingency recruiting: it's a broken model that is overpriced and ineffective.

If you'd like to learn more about the cost-effective way we can help you find the right senior-level talent, please contact me at [email protected].

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8 Ways You're Being SHUT OUT Of The Hiring Process1-hour workshop to help job seekers figure out what's getting them tossed from the hiring processCover Letter Laid Off & Looking Jenna ArcandSeptember 15, 2022 Work It Daily's live event "Laid Off & Looking"

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Man reads the work experience on his resume

Many candidates who come to us for resume help have the same question. They have years of professional work experience, but a lot of it isn't relevant to the position they're currently seeking.

On the one hand, they don't want to waste resume space detailing work that doesn't relate to their application. On the other hand, they don't want to omit years of work that developed them as a professional.

How do you mention unrelated work experience on your resume?

The Right Phrase Woman adds work experience to her resume

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We use a magic phrase to address this issue: "additional experience." It's perfectly fine to sum up large portions of your career in one section that lists previous employers, positions, leadership roles, certifications, associations, publications, awards, volunteer experience, and even significant hobbies (as long as the experience supports your professionalization in some way).

If you spent the first 10 years of your marketing career performing lower-level tasks, in your "Additional Experience" section at the end of your resume you could say: "Marketing positions with ABC, DEF, and XYZ (1990-2000)."

If your previous work was in an unrelated field, you can simply list the companies: "Positions with ABC, DEF, and XYZ."

Whatever additional experience you decide to include on your resume, make sure you demonstrate why it's important to the job you're applying for by quantifying the work experience and your accomplishments.

The Age Game Man looks at the work experience on his resume

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This technique can also be very helpful for those who are concerned about age discrimination. We summarized the first 15 years of one candidate's career into one sentence to downplay the fact that she was 55. Because her experience was relevant to her field, removing it from her resume entirely would have been a disservice, but we did not include the years that experience encompassed in her "Additional Experience" section.

The Experience Issue Woman adds additional experience to her resume

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We recently worked with another candidate who needed to show that she was a more experienced professional than her education suggested. This woman had worked for 10 years before going back to complete her bachelor's degree. From looking at her graduation dates, you would assume she was in her 20s. In fact, she was an experienced manager in her 30s—a fact that was important to show for the level of job she was seeking.

By adding an "Additional Experience" section and putting her "Work History" section before her "Education" section, she was able to show employers that her graduation dates were not an indication of how much experience she had. Just because her work experience occurred before graduating doesn't mean it was unrelated work experience. The right resume format will make it much easier to mention any kind of significant work experience you've had in your career.

Many of us have work experience that doesn't fit neatly with our current goals and objectives. If you don't feel comfortable leaving it off your resume altogether, using an "Additional Experience" section can help you mention the experience quickly without wasting precious resume space.

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This article was originally published at an earlier date.

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Had a call for a group or panel interview recently? While you might be thrilled to make it to this stage of the hiring process, the mere thought of fielding not one but a whole team of interviewers can be enough to put your stomach in knots.

However, the reason most employers conduct panel interviews isn't to intimidate you; rather, it's a time-saving way to meet with people that will likely interact with you in the new job, and gather their impressions all at once. So, when you stride into a panel or group interview, remember that the team is there to learn about you and your value-add, NOT to interrogate you or make you uncomfortable.

These five tips can help you feel more in control of the process while facing a group of interviewers in a panel interview—with a professional, enthusiastic demeanor that helps win the job.

1. Direct Your Attention To Each Person On The Panel

Upon starting the interview, get each person's name (ask for their business card or jot down the name), and then look at each person as you introduce yourself. This will help to break the ice and establish a connection with all of your interviewers.

While fielding questions, avoid staring at a single person (nothing makes you look more "frozen" than doing this!). Instead, make it a point to relax, smile, and open your gaze to the others in the room. Even if a single member of the group asks you a particular question, look around at the others while you answer it. Doing so will help you project a confident image and build rapport with the entire panel.

2. Expect To Repeat Yourself Woman listens to a question during a panel job interview

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While one of your interviewers might take your answer the first time, you can almost expect someone else to either ask for clarification—or ask it again, later in the interview. Why? Because just like our verbal abilities many of us have different listening styles.

What is clear to one panel participant may need further explanation for another person. In addition, each panelist comes to the interview with a different agenda. You can expect a prospective peer to be interested in your technical or analytical skills, for example, while the boss might be more curious about why your last job was so short in length.

You may also find yourself repeating information from earlier interviews. This is perfectly normal in the context of a multi-interview hiring process, so avoid coming across as impatient or noting that you've answered this query before.

3. Find Out Who You'll Need To Impress The Most Man answers a question during a panel job interview

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Within most panel interviews, it becomes obvious very quickly who is on "your side" and who still hasn't made up his or her mind. While it may be comforting to direct your answers and gaze toward the interviewer who seems more open to your responses, you're better off tackling the naysayer first. Why? Because winning over the person most likely to reject you shows you have the ability to read the audience, as well as problem-solve on your feet.

Most employers are looking for leaders who will challenge issues head-on, ask numerous questions, and hone in on the thorniest problems first. If you respond well to someone who throws challenges your way, you'll come across as an unflappable professional ready to take on the demands of the job.

In addition, most panel interviewers convene after the interview to discuss the candidate and their impressions. If you've won over the toughest member of the group, the others may throw their support behind him or her as well.

4. Be Prepared For At Least One Zinger Question A job applicant answers a question from a panel of interviewers

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Interviewers, like anyone else, tend to feel more comfortable (and perhaps bold) in a group. Therefore, you can almost count on being asked a question that might not be posed to you in a one-on-one situation. Of course, you'll want to prepare for your interview by pulling out three to five "power stories" that demonstrate your abilities to perform the job.

Arming yourself with these anecdotes will give you the ability to answer numerous behavioral interview questions common in both single and multi-interviewer situations. But if there's any question or situation you would feel awkward explaining, prepare and practice a set of answers to it prior to your panel interview. This way, you won't feel a sense of dread when the question finally comes up, and you'll be better able to handle any curveballs thrown your way.

5. Thank All Participants Promptly Woman shakes hands with the hiring manager after a panel job interview

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At the conclusion of your panel interview, thank everyone personally, and gather business cards if you didn't already do so. Then, as you're sitting in your car post-interview, write down specific highlights from the interview to include in your thank-you notes, which should be sent within 24 hours after completing the panel interview.

You'll gain the advantage of having the interview fresh in your mind, and will score points for your promptness and attention to professional courtesy.

In summary, a panel interview is nothing to dread, especially since it offers an opportunity to establish rapport with your potential new co-workers and bosses. Arm yourself with a stack of success stories, answers to tough questions, thank-you notes, and a smile, and you'll be on your way to a job offer.

Need more help with your job search?

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This article was originally published at an earlier date.

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J.T. O'Donnell reflects on lessons professionals can learn from athletes.

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How Ex-NFL Player, Chris Gronkowski, Is Using Social Media To Change Careers {"customDimensions": {"1":"Executive Community, J.T. O'Donnell","3":"2010, Barstool, camera phone, career growth and development, career growth opportunities, chrisgronkowski, cowboys, dallascowboys, dinner, football, free, gronkspike, iceshaker, investor, nfl, nflfootball, nflplayer, nflplayers, nflworkout, payday, rookie, salary, sharing, sharktank, tic toc, tic tok, tick tock, ticktock, tictok, tik tok, tiktok, tiktok.com, trade, trainingcamp, upload, video, video phone, weighin, youtube.com, ~popular_source-pageview, \u0442\u0438\u043a \u0442\u043e\u043a, \u30c6\u30a3\u30c3\u30af\u30c8\u30c3\u30af, chris gronkowski, ~rmsc:rebelmouse-image:25551501, ~rmsc:rebelmouse-image:25551637, ~rmsc:rebelmouse-image:25551540, ~rmsc:rebelmouse-image:25598481","2":"popular","4":"01/29/2021"}, "post": {"split_testing": {}, "providerId": 0, "sections": [0, 370480899, 473333499, 526353713, 376489624, 479660731], "buckets": [], "authors": [21030904, 19549412]} }

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10 Things You Need To Know About Contingency Recruiting

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