Who pays for a placement?

The employer.

 

How much do you charge?

Our fees are clearly defined based on the type of search for which we are engaged.  For details, click here.

 

What is the difference a retained search and a contingency search?

A retained search is an exclusive search for which a portion of the fee is paid at the onset of the search and the remainder of the fee is due over a period of time, usually one year, whether or not a candidate has been found, or a placement made.  A contingency search is performance based, and is payable only upon a placement having been made; it is seldom exclusive.

 

What is the advantage of each?

While a contingency search does not obligate the employer to pay anything unless a placement is made, top candidates often want to work only with retained search firms to ensure that “their” recruiters have the inside track on the job.  On the other hand, unless a search firm has a strong reputation for completing its searches on time, a retained search can often be costly.  Furthermore, the search firm has obligated itself to the search once it has accepted a retainer.  On the other hand, an unfilled retained search can be very expensive and frustrating. 

 

What is an engaged search? 

An engaged search is essentially a hybrid between a retainer and a contingency; it requires a retainer paid at the onset of the search, but does not require further payment until specific contingencies have been met and a placement has been made.  It is not as costly as a retained search, it provides exclusivity to the recruiter, and it incents the recruiter to fill the search within a specified time.

 

What if we have a candidate in the process or want to revisit one we’ve spoken with in the past? 

While we do allow provisions for excluded candidates from a search, if you have qualified candidates in your pipeline, we recommend you complete your process with them before engaging a search firm and paying a retainer.  If we submit a candidate for an engaged position which you hire, we would anticipate payment, even if the candidate is one who you’ve met with previously.  

 

What about expenses? 

Typical expenses of daily operation such as telephone, and local mileage  are not charged.  We do charge the employer In cases where a search requires a wide net being cast and extensive travel charges are incurred, however, those expenses are generally cleared with the employer and are submitted for reimbursement with full accountability and receipts. 

 

Do you recruit from all companies?

FinaPros has a policy to not seek to recruit candidates from within our client base.  We define a client as a company with whom we have entered into a search agreement, whether or not a placement has been made on that search or as a company for which we had made a placement in the last 12 months regardless of whether there has been any further search activity on that company’s behalf. 

 

What is the recruitment process?

FinaPros process is fully collaborative with the client and as inclusive of all relevant parties as possible. 

We work with our clients to define the most possible exact job description and candidate requirements and expectations for any given position. 

We source candidates from our database, from our network resources, and from companies that are most likely to have currently employed the candidates we are seeking.

We screen candidates’ résumés thoroughly to make sure that the best possible selection is not hiding behind a poorly drafted résumé.

We interview our candidates at length looking for reasons to either continue to move them through the process or eliminate them from the pipeline based on skills, training and education, work history, stability, motivation, work ethic and character.

We submit our candidates’ résumés along with an executive summary of the results of our interviews.  All information is fully disclosed including salary requirements.

We assist our clients to facilitate a smooth flow through their defined hiring processes.

We help draft the offer in an effort to eliminate the possibility that it will be declined, used as a tool to position a candidate to negotiate a higher salary, or to extract a counter offer from his or her employer.  We also work with the candidate to ensure that the offer is fair and that upon acceptance there is no likelihood of the candidate being dissuaded by a counter offer, and that its acceptance results in an enthusiastic hire.

We will remain in touch with the hire and the client following his or her start date to ensure that all expectations are being met and to facilitate answering any questions that might arise.

 

Why coach a candidate for an interview?

Because they are human.  The best hiring managers don’t always interview well.  We want our candidates to feel confident about what they bring to our clients’ tables.  If they tend to be a bit nervous, it could unnecessarily undermine an otherwise good interview.  All we are doing is leveling the playing field. 

 

Shouldn’t a candidate be able to write his or her own résumé?

Should, yes.  But as a practical matter, many candidates are confused by what they are being told about résumés.  The fact is, there is no one model résumé that works for everyone.  A résumé has to have professional eye-appeal, be informative and yet concise, and it has to make you as a hiring manager want to meet the individual behind it.  That’s a lot to ask from two pages written by someone who’s spent his or her career developing and honing job skills and not spent in seminars on writing résumés.

 

What if I have a question you didn’t answer?

Please send us an email with your question at info@finapros.com  

SOME FREQENTLY ASKED QUESTIONS

ABOUT OUR RECRUITING PROGRAM