Still Using a Contingent Recruiting Vendor? Take My Advice and Leave the Dinosaurs for the Museums!

I can remember working as a contract recruiter right as the internet became an intricate part of the business world. We had the motto of “smile and dial.” This meant that we would use almost any contact resource, whether it was a list of phone numbers, a clunky database, or even a practically archaic phone book, all in the hopes of connecting with the right people for positions our clients needed to fill. We charged high hourly rates, and that only went up to even higher percentage-based fees for a permanent placement. Now, I know there are several companies still practicing this prehistoric model today. What I do not understand is why companies still pay these fees when there are so many technological advances that make the contingent model obsolete in today’s business world.

Some of the typical answers I receive from clients as to why they continue to pay for this type of service include:

  1. The contingent model might be expensive, but we keep control of our vendors this way.
  2. I have a great relationship with my contract recruiter.
  3. My vendor has an extensive database for the skill set we need.
  4. It is what we have always done.

Now, if you have answered my question in the same fashion, please do not take offense. Instead, take heed: I am just here to help save you money and to let you know that there are much better, more cost effective ways of filling your positions. For example, Talent Intelligence reports can increase an organization’s efficiency when understanding the current market with their pivotal roles. They can empower a company to understand real time data within specific geographies to make the right hiring decisions. This way, instead of receiving three resumes from your “ole buddy” contingent vendor and hoping they are the best candidates, you have the data to support your findings and to explore the entire market. That is ultimate control.

Talent Intelligence is the ability to increase your knowledge to help educate hiring managers and key personnel within your organization. This takes the guess work out of the recruitment process, which is done by providing you all of the candidates that can be sourced for the skill set you need. This includes everyone, not just those who are active in the market. Put another way, if you were buying a car and a sales person said these were the three best cars available on their lot, would you buy one right away? Would you not explore other options from cars on the internet and at other dealerships to compare what is really available? My hope is that you would at least do the research needed to get the best fit and value for your money, whether for a car or a position needed filling. Technology implies change, and with all the options available around you, contingent recruiting is a model meant strictly for the past.


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