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In this episode, Marcus Edwardes speaks with Louise Archer, Founder of Retrained Search.

She has worked on the front line of recruitment for 20 years, having been a contingent recruiter before transitioning to retained. Her mission is to help recruiters transition to retained and secure more forecastable revenue.

Listen in as Louise shares what she believes to be the three main problems with contingency recruitment and how this model differs from that of retained search. She describes the mindset and skillset needed to fulfill the consultative role of the retained recruiter successfully.

Finally, Louise breaks down her company’s training program, which was created to help contingent recruiters cross the bridge to the world of retained search, just as she herself has done.

What You’ll Learn in This Episode:

●      [02:01] Defining “contingency recruitment” and why it is a broken model

●      [10:29] Why contingency recruitment results in no commitment from the client nor the agency

●      [13:42] Advantages of contingency recruitment for certain types of candidates

●      [19:14] Defining “retained recruitment”

●      [23:12] The benefits of retained search

●      [31:06] The downsides of retained search

●      [33:21] Setting expectations with candidates as a retained recruiter

●      [37:48] Forging a consultative relationship with candidates

●      [40:37] Louise’s course to help recruiters transition to retained search

Key quotes:

●      “The recruiters which I find are well-suited to the contingent model are those who don’t like commitment, don’t like to be held accountable, and when things get tough they want to bail.”

●      “It’s good to remind ourselves, when we’re working on a contingent basis, that they haven’t bought anything. What they’ve actually done is allow you to send CVs for free.”

Connect with Marcus https://www.linkedin.com/in/marcusedwardes/