Nowadays many companies approach us asking for a contingency recruitment agreement, with payment upon placement.
We all know for a fact that contingency recruitment is not the best approach when a client is looking to hire a senior-level executive that will have a high impact within the organisation.
However, contingency recruitment is likely to be acceptable when recruiting for mid-level positions or other positions of lower potential impact and for which there are a large number of qualified candidates.
Please refer to the comparison below and contact us to get more details on our agreement terms.
Shortlist has always been a firm of/for psychologists trained as professional recruiters, and we are conservative at this respect. We know that to avoid subjectivity bias and to effectively predict how someone will perform once hired, a combination of behavioral and situational structured interviews with assessments of cognitive ability and assessments of leadership is required.
We dive deeper.