Where's the talent?

The best performing management professionals are inundated with calls and requests from recruiters on a regular basis. Top talent is rarely in the market for a career change. However, they may be more apt to consider an opportunity with an employer who is willing to invest its resources in a retained, rather than contingency, search.

Why does an organization that is willing to invest in a retained search attract the most desirable candidates? Successful management professionals are savvy. They have been on both sides of the hiring process. They realize that unless an employer invests in a retained search, they may, or may not actually intend on filling a position. Perhaps an employer is ‘testing the waters’, or ‘building their bench’, by reaching out to potential applicants, at no cost, through the efforts of a contingency recruiter.

Therefore, there is usually an issue of trust when interacting with contingency recruiters,   especially since the most viable management candidates are typically employed.  During these tough, economic times, a candidate cannot risk jeopardizing their current position by sharing their career objectives, compensation information, and in some instances, their reputation, by aligning themselves with a contingency firm that may or may not actually have a contract with a potential employer.

When working with a retained firm, a candidate can be assured that their confidential information will remain confident. Contingency recruiters utilize candidates’ resumes in order to attract the attention of an employer, for the purpose of securing a ‘license to hunt.’ In most instances, a candidate is not even aware that their information has been shared. Contingency recruiters also tend to ‘trade’ resumes and information with other recruiters, without a candidate’s knowledge, much less, permission. Obviously, it is in a candidate’s best interest to ensure they are entrusting the most reliable individuals with their valuable time and professional interests.

A retained firm will not distribute a candidate’s resume without the candidate’s approval. Retained firms work exclusively on behalf of their clients. There is not a motive to ‘pass around resumes’ or to use a candidate’s confidential information as ‘bait.’ The most qualified, management candidates are familiar with these practices and have likely experienced a broken confidence, or time wasted with invalid ‘opportunities.’ These are some reasons, among others, that a search can drag on and on for months at a time, without ever attracting viable candidates.

Since 2002, clients have entrusted 3S with identifying and recruiting top talent for their organizations.  Please contact us today to learn more about our retained search services and how our validated search process will expedite even the most challenging of searches.

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