FAQ

DO YOU CHARGE CANDIDATES A FEE TO ASSIST THEM IN THEIR JOB SEARCH?

SnapDragon Associates does not charge candidates for our services. Never work with any agency or search firm who wants to charge the job seeker for their services. Ethical recruiters are paid their fees from employers and employers only. This is also true for job boards on the internet. Employers and recruiters steer clear of internet sites that charge job seekers because they know that only the most desperate would be willing to pay someone to put their resume online.

ARE YOUR SERVICES CONFIDENTIAL?

Every communication (written and verbal) you have with SnapDragon Associates is 100% confidential. We never call current employers to verify your employment until we are far along in the process and have your authorization. We advise all candidates that they should always avoid using their employer’s electronic communication systems to communicate about a career search.

WHAT GEOGRAPHICAL AREA DOES SNAPDRAGON ASSOCIATES SERVE?

SnapDragon Associates serves candidates and clients in every state in the U.S. as well as Canada and Mexico. Although North America is our primary focus, we have conducted senior level searches in Europe.

I HAVE A HUMAN RESOURCES DEPARTMENT THAT HANDLES RECRUITING AND STAFFING, SO WHY WOULD I OUTSOURCE?

Many companies that have Human Resources Departments consider using outside recruiting firms because their existing staff may not have the time or expertise to effectively source top candidates for critical and difficult to fill positions. Many companies find that traditional recruiting methods (newspaper ads, job postings & referrals) do not consistently provide success in filling time sensitive and critical openings. Because today’s candidates can email their resumes with the click of a button, many HR Departments are deluged with resumes that do not fit the mark. Wasted time spent sifting through resumes of job hoppers and candidates that have no relevant experience could be better spent talking to qualified candidates. Companies that outsource this important function find they save a lot of time and get better results working with an industry specific search firm. We guarantee that you will gain access to a broader pool of qualified candidates.

WHERE DO YOU FIND THE BEST CANDIDATES?

The best candidates are almost always employed and performing the job duties you are trying to fill. This includes those candidates working for a competitor. Top industry talents must be identified and recruited. The few candidates who are seeking opportunities have no effective way of promoting their availability or protecting their confidentiality. Today’s candidates have more employment choices than ever before and the likelihood of them knocking on your door are remote. Today’s successful employers are taking a proactive approach to their staffing needs.

IS IT EXPENSIVE TO WORK WITH AN EXECUTIVE RECRUITER?

Executive recruiters are cost effective. The benefit of using an executive search firm can be weighed against the cost of preparing and executing an advertising campaign, screening, and qualifying candidates, operating without a needed employee for an extended length of time, compared to the relative insurance of getting the right person for the job. The use of executive recruiters is an investment in improving the quality of your management team. But even beyond that, the risk of not using executive recruiters is too great. For smaller companies, in which one hiring mistake can have disastrous results, using executive recruiters is sometimes more important than for corporate giants. Hiring an incompetent employee who makes bad decisions can cost a company large sums of money or worse, its very existence. More than ever before, executive talent is at a premium and can make or break the fortunes of a business. Professional, industry specific, executive recruiters can deliver the best talent to your door.

WHAT TYPE OF POSITIONS DO YOU RECRUIT FOR?

We currently fill a broad range of positions from CEO to CDL! Some examples of the positions we fill are:

  • Senior Management – CEO, COO, CFO, VP
  • Management – Sales, Operations, Marketing, HR, Logistics, Purchasing, IT
  • Sales – Regional, Inside, Outside, Specification
  • Operations & Logistics
  • Inventory
  • Administrative & Support Roles

WHAT TYPES OF CLIENTS DO YOU WORKS WITH?

  • Manufacturers
  • Retail lumber yards
  • Distributors
  • Wholesalers
  • Building Materials Suppliers
  • Co-ops
  • Architectural Millwork Shops

WHAT METHODS DO YOU USE TO SCREEN YOUR CANDIDATES?

We currently screen candidates via phone and face to face (when location permits). We have clients throughout the United States and sometimes it’s difficult to see every single candidate face-to-face prior to submitting them. With improvements in technology, we are doing more online video interviews to improve our screening process.

CAN I WORK WITH MULTIPLE RECRUITERS OR IS IT BEST TO USE JUST ONE?

As a general rule, we assign a recruiter who knows your market area and your business segment. He/She can best identify candidates for your job opening in a more timely fashion. For the job seeker, we work together, again partnering you with a recruiter who works with companies who employ people with your job skills. Of course, we hope you are comfortable with the consultants at SnapDragon Associates, but ultimately this is your career, so it is a very important decision. If you can develop a strong professional relationship with one search consultant, it can make a significant difference in your confidence in the overall recruitment process and experience. It can also help you locate the job that you really want. The old adage “too many cooks may spoil the broth” can definitely apply when you have too many search consultants working on your behalf. When you use multiple recruiters, it can increase the likelihood that your resume and other confidential information may be submitted to the wrong company, or to a company you have already applied to. When this happens, we call this a “duplicate submission,” and it does not help, but it can certainly hurt.

HOW LONG DOES THE OVERALL PROCESS TAKE?

It varies. Sometimes the process is very quick and other times it can take several weeks, even months, depending on a multitude of factors, including the client involved, the complexity of the search, the timetable for when the position needs to be filled, the number of candidates in the applicant pool, the economy, etc. We will do everything in our power to help facilitate the process as quickly as possible.

WHY DO I NEED TO PAY AN ENGAGEMENT FEE/RETAINER?

Let’s be honest and call out the elephant in the room right from the start: Working with a recruiter is expensive. There, we said it, it’s out and on the table, let’s talk about it and why we work on an engaged basis. We have used recruiters ourselves in the past so we understand the cost and the impact to your budget can be significant but we also understand how hiring the wrong person can be a greater hit to your bottom line.

Like you, companies who choose to work with recruiters to hire critical roles or positions have many options at their disposal when making the decision which recruiter to provide these services. More importantly, it is equally crucial to decide on how you should pay your recruiter. The three most common fee structures in our industry are contingency, retained, and engaged contingency based. While there might not be a best option for you, it is important to understand how each works and why you should choose based on the results you want.

CONTINGENCY FEE-BASED

A contingency arrangement tends to be more of a vendor based relationship. A company may ask several recruiters to take a crack at filling a position. While they may assume that having multiple recruiters to find their next great hire is an advantage, there are most definitely drawbacks for the company which most don’t realize.

When a recruiting firm knows they are one of a few firms competing in a search, the tendency is to rush the screening process. After all, with the competition the norm is to throw “things” at the wall as quickly as possible because the first “adequate” candidate wins, right? Or our candidate has the potential of being the lead runner in the search race. The word adequate is in quotation marks because when there is serious time competition to present viable candidates to a client, adequate can become the replacement to great or Best in Class.

Some recruiters in a contingency situation may have the attitude, “Well, it’s not a perfect fit, but I might as well submit this candidate to see if he or she gets somebody’s attention.” In this type of scenario, the recruiter may think a candidate is a long shot. Unfortunately, that “long shot” has to be examined and vetted by someone internally at the client’s place of business. But, isn’t that the reason you hired a recruiter? However, on a contingency search, you didn’t actually hire the firm, you merely through it out there to see what they came back with. Get what you pay for, right?

Most times the best candidate for a position isn’t someone who is always looking, online searching for a job, posted online for someone to find, or even immediately available. The recruiter has to be given time to do some research, digging, and networking to find the ideal candidate. However, knowing that time is of the essence, with the competitive nature of contingency fee arrangements, there can be a tendency to go with people that are readily available to present to a client. Why do you think most recruiters have Monster, Career Builder, or The Ladders accounts? Speed over quality equals sloppy work which leads to turnover. (Data is available to prove this statement).

Another drawback to contingency arrangements is that recruiters usually are reluctant to disclose the companies they are working for as they worry it may attract other recruiters or that a candidate will go directly to the client.

For the company, contingency searches involving multiple recruiters is more demanding from a time perspective for the hiring manager. There tend to be more people to interview, more information to dig out of the candidates, more research to the background, more work histories for each, and more to worry about knowing what we explained above. If they are the right people, that’s wonderful. Unfortunately, if multiple candidates are presented that miss the mark, the contingency process can take up valuable time that many clients simply do not have at their disposal.

RETAINED FEE-BASED

A company which utilizes a retained search fee arrangement is looking for more of a business relationship with the recruiter on a trusted advisor basis. The recruiter is now hired and paid as an outside extension of a company’s hiring team. With this type of arrangement, recruiters are constructing a dedicated search and process to find the right candidate. The focus is on quality and appropriateness for the position. The best interests of the client are at the forefront, where they should be.

With a retained search, recruiters are anxious to get the word out about the company that has the positions available. They are protected from predatory competition from other recruiters because they usually have an exclusive working relationship with their clients. It sounds amazing…but the costs are huge! Not only that, but you are paying for work which may or may not be done, and there is a tendency to drag the process out. While the benefit of doing a more thorough job identifying and screening candidates exists, the company is out of a lot more money way before the candidate starts.

ENGAGED CONTINGENCY FEE-BASED

For us, the best arrangement we have found is an engaged contingency fee agreement which represents a perfect middle ground. It is part contingency (most of the payment comes at the end – good for you) and part retainer (an upfront engagement fee – good for the recruiting firm). With this type of arrangement, a company pays a recruiter an engagement fee of $5,000.00. SnapDragon is then paid a contingency fee based on a percentage (generally 25-30% depending on position) of the first year’s guaranteed income less the engagement fee 10 days after the acceptance. This differs from retainer agreements where there are higher fees, 33-40%, and scheduled payments throughout the search process based on time periods and/or criteria that are met along the way. Our experience shows that most client companies like this method because both parties have “skin in the game” and are motivated for the right reasons. Both parties are committed to the end result. Not to mention, as a huge benefit to you, a whole team, including researchers, recruiters, and marketing professionals, are set to work on your search, not just a single headhunter.

The question remains: why would your company want to pay SnapDragon Associates an engagement fee?  Here a few points to use as reasons we’ve come up with:

  • There are many candidates available for a given role, but the best candidates are passively looking and to find them you need someone to identify and market directly to them
  • The need to hire Best in Class has never been greater, and those candidates do not have their resumes posted on the World Wide Web
  • You have limited time to interview and vet candidates, let alone the time to spend researching candidates or guerilla marketing from your competition
  • You want an industry insider, a trusted advisor who will offer you his/her expert opinion and talents in identifying Best in Class talent and will be accountable to you by providing extensive screening before recommending a candidate
  • Your company enjoys working on a retainer basis, but you find the fees don’t seem fair with regards to the recruiting firm being paid for results
  • You are willing to pay an expert recruiter for their time and expertise to seek out the best candidates
  • You are not used to working with recruiters on a retainer basis and want to try this method to see if it is more effective for your company

 

Every organization must examine its own internal needs to determine the best way to utilize outside recruiting assistance. Hopefully, the above information provides you with a new perspective and a good starting point.

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SnapDragon Associates, LLC

8 Commerce Drive
Suite 102A
Bedford, NH 03110

Call Us: (603) 621-9037

Email: Info@snapdragonassociates.com