Staying ahead of the competition means doing things differently and restructuring processes as well as documents to align them with current goals.
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At first glance, it may seem that the only difference between contingent and retained searches is how the recruiter is compensated. However, changing the incentive structure changes the game (remember that when your departments are butting heads). Contingent and retained searches, done well, should elicit the same positive results, but they are two very different processes, to be used under different circumstances.
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As procurement forges its way through a talent crunch, companies get serious about retention and candidates’ expectations increase, evaluating candidates that are actually available to you requires a new approach.
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