Retained Executive Search or Contingency Search?

Retained Executive Search or Contingency Search?We have had a few client enquiries recently who are unsure on the detail of the difference between Retained Executive Search and Contingency Search and which recruitment approach is best for their needs. Well, we’ve put together a brief summary below on the key features of what to expect from these 2 different recruitment approaches.

At Aruba Executive Search, we offer a handful of different sourcing services to ensure the recruitment search approach taken provides both value for money and ultimately the right result. The most expensive recruitment solution is not always the best solution but it does provide the most extensive and thorough search and identification of suitable candidates. Quite often, as a result of our extensive network in the South West & Wales, we are able to deliver candidates who ‘fit the bill’ without an extensive search, however, this is a less thorough solution and more aligned to the most relevant ‘available candidates’ rather than the full capture of the marketplace of both ‘passive and active’ candidates.

To give you an idea of which solution may be right for your organisation, we have outlined some of the key features on the difference between Executive Search and Contingency/Database Search.

Differences between Retained Executive Search & Contingency Search

Retained Executive Search Features

  • Best for senior or board level appointments or where talent is in short supply
  • All avenues covered, most comprehensive method of recruiting
  • Active, passive and hidden candidate search focus
  • All candidates are exclusively supplied to the client
  • The assignment is also exclusive to the search firm (no other agents)
  • Extensive, original and bespoke research focused activity for each assignment
  • Both internal and external candidates are managed and evaluated by the search firm
  • All shortlisted candidates are interviewed face to face prior to client presentation
  • Interview reports and personality profiling assessments are provided
  • Timescales can be longer due to the meticulous method of recruitment
  • Given the strategic importance of certain positions, there is a high degree of confidentiality
  • A detailed brief of the assignment will be provided to the client for signoff prior to search commencement
  • Fees paid in 3 stages on basic salary – Retainer (6.5%), Shortlist (6.5%), Placement (13%) – totalling 26% of basic and car/car allowance
  • Guarantees
    • Free replacement service where we will restart our recruitment search to find a replacement free of charge, should the successful candidate leave within 3 months

Contingency Search Features

  • Best option for when there are multiple vacancies or that candidates are readily available in the marketplace
  • Active candidate search focus
  • Candidates are not exclusively supplied to the client and may be considering other opportunities
  • No exclusivity from the client to the search firm
  • Recruitment timescales are shorter
  • Best option if a client is seeking enhanced ownership of the recruitment process such as screening and interviewing
  • Fees paid only on successful placement of a candidate at 13% of basic salary
  • Guarantees – Scaled Rebate scheme in place for 3 months after candidate starts

To discuss your needs in more detail come and speak to us on 0117 230 5050 or send and email to our Search Director, Richard Crossman