Comments on: The Future of Contingent Search http://www.ere.net/2006/06/19/the-future-of-contingent-search/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 00:16:44 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Josie Erent http://www.ere.net/2006/06/19/the-future-of-contingent-search/comment-page-1/#comment-1756 Josie Erent Thu, 29 Jun 2006 10:53:00 +0000 http://www.ere.net/2006/06/19/the-future-of-contingent-search/#comment-1756 I can assure you that contingent firms will continue to survive as long at the individuals work for these firms are bright and leading edge and doing that little extra something that the Kelly and Adeccos and Manpowers clearly do not have. There is no benefit to a company to use large service company like these when in most cases their staff cannot deliver on specialized searches. As for the search firms well this is another story altogether. I oersonally feel that the days of the search firm are numbered. A lot of companies do not really need the services of an executive search firm unless this is a very strategic or confidential search that requires a Global mandate. Why do certain companies use them is beyond my comprehension when in fact companies such as BEA and Conagra are using Zoom Info to get names and contacts of executive teams at competitive companies. Who needs an executive search firm when this information is public and you no longer have to work with a search firm and hand over $60,000 to some polished guy wearing a $2000 dollar suit in works in an opulate office....... working in a urban city? One thing is clear the environment has become very competitive with executive search firms cannibalizing our market and going after the mid level market which they use to frown upon many years ago. Most people would prefer working with the contingent firms especially those firms that are candidate friendly over any search firm that treats the midlevel and senior level candidates like numbers... In some cases so would the companies that are looking for flexibility........ . I can assure you that contingent firms will continue to survive as long at the individuals work for these firms are bright and leading edge and doing that little extra something that the Kelly and Adeccos and Manpowers clearly do not have. There is no benefit to a company to use large service company like these when in most cases their staff cannot deliver on specialized searches.

As for the search firms well this is another story altogether. I oersonally feel that the days of the search firm are numbered. A lot of companies do not really need the services of an executive search firm unless this is a very strategic or confidential search that requires a Global mandate. Why do certain companies use them is beyond my comprehension when in fact companies such as BEA and Conagra are using Zoom Info to get names and contacts of executive teams at competitive companies.

Who needs an executive search firm when this information is public and you no longer have to work with a search firm and hand over $60,000 to some polished guy wearing a $2000 dollar suit in works in an opulate office……. working in a urban city?

One thing is clear the environment has become very competitive with executive search firms cannibalizing our market and going after the mid level market which they use to frown upon many years ago.

Most people would prefer working with the contingent firms especially those firms that are candidate friendly over any search firm that treats the midlevel and senior level candidates like numbers… In some cases so would the companies that are looking for flexibility……..

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]]> By: Hans Gieskes http://www.ere.net/2006/06/19/the-future-of-contingent-search/comment-page-1/#comment-1746 Hans Gieskes Mon, 19 Jun 2006 05:30:00 +0000 http://www.ere.net/2006/06/19/the-future-of-contingent-search/#comment-1746 John, your comment about inventory issues reminded of a comment of a contingency recruiter customer of ours: 'My client pays us contingency based $30k fee, but often when we contact our network for leads their employees have alredy contacted the same people! These employees hear about these jobs 2-3 weeks before us and stand to earn a $5k employee referral reward...' IF the employee was enabled to share the reward with referrer, guess who gets the lead: A contingency recruiter offering profound thanks for leads or B. employee effectively offering $2,500 thank you gesture...? Seriously, IDC estimates that 3rd party recruiters generate $8 billion in fees,and perhaps fill 1 million jobs? We estimate that corporate America pays out same amount in empoyee referral rewards to employees who together fill 30% to 40% of all external hires? The math is interesting. John, your comment about inventory issues reminded of a comment of a contingency recruiter customer of ours: ‘My client pays us contingency based $30k fee, but often when we contact our network for leads their employees have alredy contacted the same people! These employees hear about these jobs 2-3 weeks before us and stand to earn a $5k employee referral reward…’

IF the employee was enabled to share the reward with referrer, guess who gets the lead: A contingency recruiter offering profound thanks for leads or B. employee effectively offering $2,500 thank you gesture…?

Seriously, IDC estimates that 3rd party recruiters generate $8 billion in fees,and perhaps fill 1 million jobs? We estimate that corporate America pays out same amount in empoyee referral rewards to employees who together fill 30% to 40% of all external hires? The math is interesting.

]]> By: Karen Mattonen C.A.C., C.S.P http://www.ere.net/2006/06/19/the-future-of-contingent-search/comment-page-1/#comment-1745 Karen Mattonen C.A.C., C.S.P Mon, 19 Jun 2006 03:32:00 +0000 http://www.ere.net/2006/06/19/the-future-of-contingent-search/#comment-1745 Dr. Sullivan and I Finally agree on Something!!! Alert the Press! Actually that is a very good article and there is a lot of truth in this.. Recruiters do need to provide extra value and worth to their clients. Performing substandard work, presenting the same data and information as the internal recruiters and their competitors will provide the Same ole, same ole results. Clients are getting Particular, pickier and smarter, (personally I think because not too smart recruiters tend to teach smart employers to be smarter than they are). Our clients are being very selective on who they want to work for, they demand quality, Not quantity. They want us to provide a value for their dollar. Not for us to duplicate their efforts. Don't blame them! Dr. Sullivan, good article! By the way naps has a great interactive Industry Timeline.. Really Awesome http://www.recruitinglife.com/aboutUs/TimeLine.cfm Dr. Sullivan and I Finally agree on Something!!! Alert the Press!

Actually that is a very good article and there is a lot of truth in this..
Recruiters do need to provide extra value and worth to their clients.
Performing substandard work, presenting the same data and information as the internal recruiters and their competitors will provide the Same ole, same ole results.

Clients are getting Particular, pickier and smarter, (personally I think because not too smart recruiters tend to teach smart employers to be smarter than they are).

Our clients are being very selective on who they want to work for, they demand quality, Not quantity. They want us to provide a value for their dollar. Not for us to duplicate their efforts. Don’t blame them!

Dr. Sullivan, good article!
By the way naps has a great interactive Industry Timeline.. Really Awesome http://www.recruitinglife.com/aboutUs/TimeLine.cfm

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