Companies should use contingency search during recruitment, according to Flynn et al. (2015). The contingency search model indicates that recruiters are only compensated once their applicants have been hired. It is commonly referred to as no cure, no pay. The benefit of this type of recruitment is that the recruiter is responsible for providing free services to their candidates as long as the candidate has not yet secured the position (Flynn et al., 2015). This type of search is significant in that recruiters must compete against tough competition from competitors. As a result, the candidates will have to be streamlined so that only the best candidates compete for the vacancies since only a few candidates are qualified. Hence, the recruiter I charged with the responsibility to ensure the candidate is successful so as to secure the fee for the recruiter who is only paid after the candidate winning (Flynn et al., 2015).
It would be recommended that the candidates opt for contingency search due to many reasons. As Flynn et al, 2015) point out, owing to the fact that the contingency recruiter is focused on gaining the win for the candidate, the contingency recruiter will have to be faster and quicker and therefore creates avenues delivering more candidates increasing placement odds. Besides, the contingency recruiter does not stress the candidates to be bound by the signed up deal but rather focus on moving onto other vacancies where the winning might be easier. Furthermore, due to the pro-activeness of the contingency recruiter and the better sales skills they possess, the chances for the candidate getting a job are higher (Flynn et al, 2015).
References
Flynn, W. J., Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2015). Healthcare human resource management. Nelson Education.
