Advance-d Talent FAQs
How long does the process take?
The search typically takes 6-8 weeks from start to finish. This allows time for the briefing meeting, our search, approaching, qualifying and assessing candidates and your interview process through to offer stage.
How much is the investment?
This solution costs exactly the same as our contingent recruitment model. The only difference is the payment model, which requires some financial commitment from you on commencement of the project.
What if you don't fill a position?
The financial commitment from you, allows us to commit in return, to ensure we reach a result.
Why should I pay you up front?
The market is changing - there are fewer active candidates than there ever were before and competition for talent has never been more fierce. A small financial investment from you allows us to apply a robust headhunting methodology which will give you the confidence that you are making your hire from the best of the talent available. If you are facing challenges, this is the way to solve that and we’d love the opportunity to demonstrate this!
We don't like putting a position with just one agency. We like to make sure we get good coverage of the market and don’t miss out on anyone
This is a common misconception. As recruiters, when we work on a contingent or subject to chance basis, we typically work between five and 15 jobs at any one time. Not just us, but all agencies do the same thing. Because we're working for free, we've got to grade or rank the jobs in favour of those where we are more likely to secure a fee. If for any reason it's a more challenging role or requires more work, it's difficult for us to justify spending the time it needs because there's always the possibility you might decide not to recruit it. So, it actually ends up much lower on our list.
If we know there are other agencies that are working on it, it goes EVEN FURTHER down the list because it’s higher risk to spend time on, as it’s less likely to result in a fee.
So, it is easy to think that by putting it out to multiple recruiters, you're multiplying the effort, but the reality is you're actually getting less effort from each one, meaning you are less likely to get the result you want.
Also consider that only 30% of any given talent pool is active, these are the 30% of candidates who will apply to an advert, will reply to a LinkedIn message, or reply to an email. So, on a contingent basis, with limited time to risk, every recruiter typically engages with that visible 30 or 40% of the talent.
Most candidates in any given talent pool are not active. They won’t reply to an advert, an email or a LinkedIn message, therefore in a contingent process the majority of the talent pool goes unspoken to because they haven’t responded to initial approaches, meaning you’re not accessing all the talent in the market place.