What questions should I ask a search firm when engaging them either as a client or as a candidate?
Experience is essential. How long has the firm been in business? How long have the owners been in the search industry? What is the experience of the search consultant? You need to get a sense that the consultant and the firm have the experience to provide the level of service needed.
Do they have experience in your industry or discipline? In today's market, most firms specialize; they should understand your industry or discipline - preferably both.
Do they have experience working at your skill level? A firm specializing in accounting placement may find a CFO search a stretch, while a firm that works in senior-level searches for various disciplines (all in your industry) may be a better match.
Are they involved in the community and in their industry? Do they belong to trade organizations in both the search industry, as well as the industry or discipline in which their client works? Do their search consultants continue their education with training and certification? These are all signs of commitment to the long-term success of their business.
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Could you explain the following terms: contingency search, retained search and contained search?
These terms refer to the client company's manner of payment to the search firm.
In a contingency search, the search firm is paid only upon the successful hiring of a candidate for the client. The client company has no obligation to the staffing firm, other than paying the established fee when the candidate starts. The staffing firm has no obligation to the company, as well. This relationship is often used in searches for individual contributors and managers. Examples include positions requiring relatively generic skills and/or experience, and positions calling for candidates from a wide range of industries.
A retained search requires much more commitment from both parties. Portions of the fee are paid at the outset of the search, typically within 30-60 days from the start of the search and within 60-120 days of the onset of the search. The fee is not contingent upon the position being filled; the company is paying the search firm for the process and the search firm's time. This relationship is common when seeking senior-level executives. Examples include positions requiring very specific experience and/or skills, or positions requiring experience in a very specific industry or area.
A contained search is a combination of contingency and retained searches. Both parties using contained searches evenly share the commitment and the risk. A portion of the fee is paid regardless of the outcome, but the final portion of the fee is contingent upon the successful completion of the search. This relationship is common when looking for mid- to senior-level executives. Examples include positions requiring very specific experience and/or skills, or positions requiring experience in a very specific industry or area.
Although we sometimes conduct retained searches, most of our work is on a contained basis. We do not provide search services on a contingency basis. However, we may contact our clients about a candidate that we believe may be a good match for them.
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Where do you find your candidates?
Like any search firm, we maintain a database of people we have talked to over the years. Candidates come to us and are referred as well. We post positions on our web site, and occasionally will post some searches on selected job boards. However, the vast majority of the people we place are the result of our targeted research and search efforts. In other words, we recruit them. This research and search process allows us to reach passive candidates (many of whom do not even have a current resume) from places our clients want to recruit.
If you have more questions, please email us at info@highdesertsearch.com or give us a call at (505) 232-9561. Thanks for you time and consideration.
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