Parallel HR treats every business opportunity as a customized solution designed to deliver to each client’s individual specifications. With all of these talent acquisition methods our clients rely on our search professionals to provide not just resumes, but also insightful, consultative information about the market in general. In this endeavor we may offer any of the following services:
- For the hardest and most crucial roles companies will often retain the services of an expert recruiter to head hunt the perfect candidate from their competition. Retained recruiters work for the organizations who are their clients, not for job candidates seeking employment.
- For very senior level roles, clients often prefer to work with Recruiters who have performed in the past for them and often will retain the recruiter to be guaranteed they are given top priority in their search. By working exclusively with one firm on such searches, the client generally develops a much deeper relationship with the recruiter, and receives a much higher level of service.
Contained / Delimited Search
- Similar to retained search, delimited search requires an up-front fee before engaging the search. Unlike a conventional retainer, however, the delimited search commitment fee is refundable if the recruiter fails to achieve a hire or other deliverable specified in the contract. Moreover, the delimited search commitment fee does not follow the typical 1/3, 1/3, 1/3 model of retainers, but rather is a relatively small up-front fee which is discounted from the final placement fee.
- Both retained and delimited searches involve partial payment prior to filling the job, and the contracted recruiter has the search exclusively. Therefore, the search can be customized to the client organization’s needs, with the search professional providing a consultative service throughout the process.
- A delimited search is often preferred by clients who are seeking a retainer-style service level, while not willing to accept the level of risk that retained search entails. While delimited search does entail up-front fees, they tend to be much smaller than total pre-placement fees that retained search entails. Moreover, delimited search professionals shoulder the risk of their own failure to execute the search within a specified time-frame, offering to refund the up-front fees in such an event. While delimited search is not as desirable for searches that are open-ended in nature, the “ticking clock” is often seen by clients as an incentive that motivates delimited search recruiters to stay more active and involved throughout the hiring process.
- Clients often tend to work with contingent search firms when filling mid-level positions. As contingent search may not be on an exclusive basis and a client may work with a large number of contingent recruiters on the same search at the same time, in order to maximize the volume of candidates resumes they receive. The client cannot expect the same level of service or attention as they would receive on a retained or delimited search beyond the increased volume of candidates that such an approach allows. Contingent searches do not get paid until the placement is made (a candidate is successfully hired), and thus the search risk is shifted almost entirely to the search firms. For this reason, clients should expect to pay on a higher percentage fee basis, relative to retained and delimited search as the search firm shoulders more risk.
Recruitment Process Outsourcing
- Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider.
- The Recruitment Process Outsourcing Association defines RPO as follows: “when a provider acts as a company’s internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, method and reporting. A properly managed RPO will improve a company’s time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance.
- Contractors are the employees of the staffing company working for a specific period of time on site at the client. For higher end consultants these projects are generally several months and sometimes multi-year contracts but in some situations may be only a few weeks. There are many reasons for hiring contractors, including but not limited to, seasonal business cycles, business or market volatility, new projects with finite deadlines, and the concept often referred to as “contract to hire”, a try before you buy method to hiring. Contractors may be hired for a single project or may be “on the bench” referring to consultants who become full-time, permanent employee (usually with full benefits) of the contract staffing firm and continue to work, project after project for the same staffing company.
Managed Service Programs , VOP (Vendor on Premise ) / MSP (Managed Service Provider)
- A VOP, or Vendor On Premise, is a vendor that sets up shop on the client’s premises. They are concerned with filling the labor needs and requirements of the client. The VOP does this either by sourcing labor directly from themselves, or from other suppliers, whom may be their competitors. Also, the VOP manages and coordinates this labor for the client. VOPs and MSPs may be used for contract or perm separately or both.
- A MSP, or Managed Service Provider, manages vendors and measure their effectiveness in recruiting according to the client’s standards and requirements. MSPs may or may not recruit directly. Usually the MSP will provide recruiting and also find the best vendors ,according to the client’s requirements, to back them up when necessary. This, in essence, makes the MSP more neutral than a VOP.