You have finally assembled the staff of your dreams – the one that will drive your company’s growth for the next ten years.

New business is flowing in, product is getting out the door on time, and the team is really working well together. Everything is good, maybe too good…then it happens. A key team member asks for a private meeting. Suddenly, you get that hollow feeling in your gut. Sure enough, she tenders her resignation. You are caught completely off guard. Panic ensues. You can’t lose her.
 
You try anything that comes to mind – flattery, guilt, even more money and a fancy new title. Nothing works. It’s over. This is your worst nightmare.

Where do you go from here? You need to find someone quickly. You need someone with that specific skill set and personality that is cohesive with the team. Maybe someone out of a competitor, but you don’t have the time or the resources to take on the search right now.

Here’s why contingency search may be your best option.

  1. Speed – You don’t have a lot of time, or the resources to look for the right candidate. A good contingency search firm can provide you with qualified candidates in a matter of a few days.
  2. Targeted Search – If you prefer a candidate out of a specific competitor, company or industry, a good recruiter can utilize their network to target candidates who can hit the ground running with your company.
  3. Proactive – 80% of candidates qualified for your position are not actively seeking new employment. Why limit your search to the 20% who are on the job boards? Recruiters seek out candidates who may not be actively searching, but available when the right opportunity comes along.
  4. Vetted candidates – Candidates submitted by the recruiting firm are pre-screened and are a pretty good fit for the position. All of the chaff that comes from the job boards has been filtered out.
  5. Sense of Urgency – This is the beauty of contingent search…it’s CONTINGENT. The recruiter needs to perform quickly or they won’t get paid. From your end, that means you have a recruiter with a vested interest in filling the position as quickly as possible.

So, if you could get a pre-screened, targeted candidate in a fraction of the time it would take to find one on your own, knowing that it wouldn’t cost you a dime unless you hire the candidate, why wouldn’t you do it? You would be foolish not to incorporate a contingent search firm into your recruiting process.