Contingency recruitment is one of the widely used hiring process. It includes the agreed terms and conditions with clients and sending candidates on an as needed basis to the companies. It is an ongoing recruitment and placement activity to client organization. The services included in this type of recruitment are research into a potential employee, verification of references, experience, education and full background checks. The contingency firm can consist of one or two persons only or it may also be a large firm with many employees analyzing the candidates for their jobs. These recruiting services consist of research on potential employee’s personality type, background and verification of references, experience, educational qualifications. Ultimately, they filter all the candidates and select best among them for their clients. This type of recruitment is generally used to recruit associate directors, principal consultants, senior consultant, chartered surveyors etc.,

Candidates who sign up for this service do not have to pay to the recruiter. The company who has consulted contingency recruiting services will pay the fee to the recruiter for providing the appropriate candidate. The recruiting firm will charge fee from the companies if a proposed job applicant is selected. Depending upon the firms, the contingency recruiting offers different tests to find the best employee. These contingency recruiting firms maintain a database of prospective employee’s which helps them to make the selection of the candidate for their client easier. This type of recruitment focus on network of IT professionals and extensive database to source the suitable candidates. The contingency recruiter has contract with companies and it is a very expensive hiring process. Contingency recruiting involves more risks when compared with contract recruiter. In contingency hiring, 15 to 30 percent of an employee’s first year’s pay would be given to contingency recruiter for hiring an appropriate candidate. The amount payed to the recruiter will be justified because of the efforts that he has put to find an appropriate candidate.

Once a candidate is found related to the job profile, they go for telephone screening. They make a call to the candidate to know why he is wanting for change of position or a new job. They also try to know about their salary requirements and career aspirations. If the candidate gets selected, he is asked to register online. This comprises of online questionnaire. If the recruiter is satisfied, the candidate is asked to attend face-to-face interview. Then the candidate is tested for competencies and skills. If the candidate gets qualified, then he is asked to attend interview with the client. Ultimately, the decision of recruitment is based on the client as per vacancy for the post. Many candidates who are looking for jobs are seeking contingency recruitment firms.

There are many ways to approach a recruiter; but before doing so, you need to know and understand how they work. To begin with, you should keep your expectations at a minimum initially, because executive recruiters are not there to help you to find a job; rather, they are looking for a suitable candidate for a client. In other words, they do not find jobs for people, they find people for jobs. They work to find the most-qualified and best-suited candidate for their client on the basis of a fee they charge the employer for each candidate they secure. The importance of a good CV cannot be ignored in getting a job, especially with executive recruiters. Your resume should be tailored to highlight your skills so they will fit a slot in a particular industry. Your resume should have strong support for the job you wish to apply for in the form of qualifications, relevant experience, skills, and accomplishments.

It would be better if you could find a recruiter who can find the job you desire in a particular location and area. This will save a lot of time, effort, and money. For this purpose, you can use databases available online, from library job resources, or from recruitment directories. Make a list of recruiters who fit your job and location. The potential of recruiters from smaller firms should not be ignored; it would be wise to include them in your list. Once you have compiled your list, make a thorough search of the recruiters’ backgrounds. You want to know their history, reputation, and experience. Be sure that the information about them is unbiased and is from independent and neutral sources.

Another vital point for getting the best job with the help of an executive recruiter is to return calls promptly. Discuss any positions of interest with them and let them know of any that you wish to avoid. You can also give them referrals for jobs they offer you if they recommend one that you don’t want. In this way, you help them by providing them with useful information and referrals, which might increase your chances of getting a better job position. Also, if the recruiter has a favorable experience with you, he or she might be able to help you out in the future.