Choosing Between Contingent and Retained Search: A Guide for Hiring Success

By: Denise Chludzinski and Erica Campbell

In the food and beverage industry, securing the right talent is critical to keep manufacturers operating at maximum efficiency on every level. Choosing between contingent and retained search models is a pivotal decision, but which is the right fit for your organization? This article delves into the specific considerations for recruiting in the food and beverage manufacturing sector, to find the solution aligned with your business’ unique needs.

Contingent Search:

Fee Structure:

• Fees are contingent on a successful hire.

Candidate Pool:

• Suitable for roles with an abundance of qualified candidates in the food and beverage manufacturing sector.
• Non-exclusivity may result in multiple agencies contacting the same candidates, impacting your brand’s perception and overall efficiency.

Speed and Communication:

• Quick response to fill roles, but less time dedicated to each candidate.
• Potential for slower communication due to prioritization of multiple clients.

Control and Commitment:

• Less control over the recruiting process.
• Provides minimal commitment, making it easier to switch recruiters. Lack of feedback can lead to fewer quality matches.
• Limited focus on candidate retention after placement.

Costs and Guarantees:

• Shorter guarantees on placements or none at all.
• Offers a cost-effective solution with lower upfront expenses, but may result in higher total costs, especially for multiple hires.

Retained Search:

Fee Structure:

• Requires an upfront fee, which is deducted from the total amount owed once a successful hire is made.

Candidate Pool:

• Suited for higher-level roles in food and beverage manufacturing where finding qualified candidates is more challenging.
• Exclusivity to one agency encourages more streamlined communication that keeps candidates interested and engaged, fostering a positive brand image.

Speed and Communication:

• Invests more time in understanding your organization’s unique needs.
• Offers attentive and responsive service through true partnership.

Control and Commitment:

• Provides your company with more influence on the recruitment process.
• Requires more commitment to the recruiting firm, but saves time in having to re-explain your story, brand, culture etc.

Costs and Guarantees:

• Longer guarantees on placements for added security.
• Higher upfront costs, with cost savings over the long term.

Selecting the right search model for recruiting in the food and beverage manufacturing industry hinges on the unique challenges and goals of your business. Contingent search offers flexibility and quick results, while retained search provides exclusivity, a deeper partnership, and greater long-term benefits. By carefully evaluating the nuances of each approach, your organization can align its recruitment strategy with specific hiring objectives and secure the talent you need to thrive in a competitive landscape.