So many people have already, or would very much like to, switch across to a retained recruitment model.

But it isn’t as easy as it sounds.

Sure, the reward is obvious: a massive boost in profits because you convert more vacancies into revenue, usually on higher fees.

But there are two problems: how do you persuade people to go retained and delivering a retained service is very different to delivering on a contingent basis.

I know of at least half a dozen recruiters who have won retained work but then tackled it like a contingent search with disastrous results.

The results I refer to are an empty shortlist, a totally rejected shortlist and more blow-outs than is acceptable.

So, we have invited two seasoned search consultancy owners onto the show: Lee DeSouza and Ward Hampton.

Both are very successful search consultants in their own right as well as being company owners.

We’ll be drawing on their experience to answer two simple questions: -

✅ How do you persuade people to buy a retained solution from you

✅ How is a retained service different from a contingent one.

I cannot stress how important knowing these two things are.

You need to win more retained work, but you also need to be successful in delivering it.