BENEFITS TO EMPLOYERCONTINGENCYRETAINED BEST CANDIDATEDeliver the first three candidates they can find. May or may not be a fit.Deliver the best three (or more) candidates after a thorough search, giving you a better choice and better fit. CREDIBILITY WITH CANDIDATES High-level candidates hang up on contingency recruiters. All you see are active job seekers – not always the best candidates.A good retained search firm, known in their domain, will get through to many more candidates, giving you a higher yield of passive candidates (non-active job seekers) TIME COMMITMENTMust work 3 times as many assignments, since not all will result in payment. Gives you one third the effort.Fills every assignment they get, so can accept fewer assignments, and devote 3 times the effort. SOURCE OF CANDIDATES From their own files – usually active job seekers.Custom sourcing to your precise needs – increased accuracy of fit. SIZE OF CANDIDATE POOL Usually look at 20-30 resumes.Cast a wide net. Reach out to 250+ candidates. QUALITY OF EVALUATION Superficial review.In-depth review of motivation, compensation, relocation, job history, and specific capability to do the job. WHAT YOU RECEIVEResume only.Complete package with summary of findings, and candidate write-up on capabilities to deliver results you need. FEEAbout the same as retained.About the same as contingency. VALUE1/3 of value of retained.3 times the value of contingency.