8. CONS
Contingency recruiters
• Quantity of candidates
tends to supersede quality
• Fees are generally very
high, typically 20% of base
salary
• Success is not guaranteed
• Won’t perform strategic
tasks
10. PROS
Contract recruiters
• Avoids the overhead
inherent in having full-
time recruiters on staN
• Add manpower to an
internal recruitment staN
and can be easily managed
• Easier to on-board than
full-time recruiters
11. CONS
Contract recruiters
• Costs include supplying
tools and resources
• Struggle with some
requisitions
• Availability may be
limited
• Difficult to scale to meet
needs
16. PROS
• Easy to start and stop
• Services can be temporarily
suspended when hiring needs
decline
• No placement fees
• Potential to reduce cost/hire
• No upfront investment in
resources
On-demand RPO
17. PROS
• No infrastructure expenses or
overhead
• Team has access to array of
technology tools and resources
• Draw on a large database of
potential hires
• Easily engaged for candidate
pipelining, competitive research
and salary surveys
• Highly scalable
On-demand RPO
CONTINUED
18. CONS
• Operate oNsite
• Hourly rate fees begin
upon initiation of project
• Performance may suNer if
vendor outsources work
oNshore or to third parties
On-demand RPO
20. How much recruitment experience do you
have?
How large is your candidate supply pool?
Do you have experience with volume hires?
Can you scale to meet our needs?
Will you use your resources or require ours?
How up-to-date are your tools, processes
and technologies?