Contingent assignments
Contingent assignments means that we only take a fee on delivery and there is no upfront fee. We still aim at getting the best candidates in the market. However, clients will not get our 100% dedication to the assignment we are not retained in this circumstance. Retained search takes priority over contingent search at the Big Bee Search.
With new clients, we welcome the opportunity to work on a contingency basis. This is because we are keen for new clients to experience our services and build a trust in the long run with us. Although, if the requirement is highly urgent and for a senior personnel (i.e., circa. 8+ PQE) with specific skillset, we highly advise our clients to consider a retained search so as to get our full commitment.
For contingent assignments, we work in a similar manner as in retained search, i.e., with tools such as research, market mapping, and headhunting; except that we cannot commit to presenting a shortlist of 3-5 candidates per role within a short time frame. The time frame varies from a week to several months depending on the requirement.
Retained Search
Step 1: Project Plan
We will develop a comprehensive project plan to undertake a targeted and extensive market search to discretely identify, select and present a shortlist of a range of high calibre, suitable individuals with the desired experience and cultural fit for you to interview within the agreed time.
Step 2: Market Mapping and Research
We identify individuals and research thoroughly into their backgrounds and we draw upon our market knowledge along with our extensive network of contacts in the sector.
Step 3: Headhunting & Approach
It is noteworthy that at any one time, only 20% of the market is actively looking for a new opportunity. We personally headhunt all of our candidates which means we can offer the best candidate in the whole of the market, rather than the best candidate that happens to be actively looking for work at that time.
Step 4: The Big Bee Screening and Interviews
The Big Bee Search conducts in-depth screening by telephone or video-conference and in the majority of cases and whenever possible, we conduct this screening in person using a mixture of cv-based, competency based and then later, if appropriate, psychometric interviewing techniques.
For each candidate shortlisted, screened and recommended for interview, we would then email client with the following. This can be adapted to each client’s need.
Step 5: Client Interviews
The Big Bee can assist at all stages of the candidate interview process, including taking part in the client stage interviews and organising additional screening such as psychometric testing. We can arrange psychometric testing for candidates either online, or at an assessment centre with an occupational psychologist.
Step 6: Offer Stage
We will guide and advise both candidate and clients through the often difficult and stressful stage contract negotiation and resignation, to ensure that a successful placement is made.
Step 7: Counter Offer or ‘Buy Back’
We are aware of the importance of pre-empting counter offers, or the ‘buy back’ situations. We always inform our clients of the potential of any counter offer being made, and the potential of the candidates being ‘bought back’. This way our client has the option of offering a truly competitive salary and can therefore avoid the ‘buy back’ situation.
Step 8: Starting a new job
Once the successful candidate has started, we remain in close contact during their formative weeks in order to help facilitate a smooth transition. We measure an individual’s success by the sustained performance they make and the long-term impact they have on our client’s business.