How much to do you charge for recruitment services?
Our search fees have variables. Were definitely cost-effective. Were in it for the long haul with our customers so were not going to charge as much as we could but were not cheap either. We save you money and time while providing value and delivering quality. Our fees are negotiable based on several factors. Including: the number of searches we’ve conducted for your company already, and/or how many searches are anticipated in the next twelve months, the payment terms, and whether your company uses or is considering any of our other business solutions or provides referrals.
What is the difference between a retained search and a non-retained search?
A retained search is one in which a search fee retainer is agreed up front and a contracted, guaranteed monthly fee is paid for the duration of the search. This guarantees candidates will be presented quickly as fees cover costs incurred up front. In a non-retained search, the employer pays no fees unless a suitable candidate is found and hired. The difference is retained searches guarantee a specialist recruiters time will be focused on filling that position because some of the costs are paid up front.
What is a retingency search?
A retingency search is a non refundable deposit toward a non-retained search. Its purpose is to secure search resources on a contingency basis.
Why would I use a retained search when I could use your on spec/non-retained search services?
Whereas we do our best to quickly recruit candidates whether they are retained searches or not, a retained search guarantees a recruiter specialists time is devoted to a particular search until ideal search candidates are located. So if you have a position that requires an extremely quick turnaround (regardless of the level of position) or if you have a search, which may require a statewide or national search for qualified candidates, a retained search may be your best option.
Retained searches are usually required quick turnarounds, for emergency replacements, and for “C” level executives such as CEOs and CIOs which may require statewide, multi-state or nation wide search activities as well as exceptionally difficult to fill positions for highly specialized industries and skills.
Your website says you have a no risk recruitment program. What is that?
If we conduct a search for your company on a spec/non-retained basis we bear the risk unless we find a candidate you’d like to hire.
You claim to offer client satisfaction. What is that?
We cannot guarantee an employee referred by Synergy will be successful as there are varying factors such as management, work environment, culture and economic factors. We also cannot and do not guarantee references. We recommend clients review and check any or all references themselves just to be sure. References are often subjective. However, we do offer to replace a candidate if we place a candidate with your company and you find that they are not working out as anticipated within the first 30, 60 or 90 days, depending on your fee payment agreement and dependent upon whether agreed payment terms were observed, we will replace that candidate. Additionally, depending on your payment terms, if the new employee resigns or is terminated for reasons related to the employee’s performance, conduct or competence within his/her first 30, 60, or 90 days of employment, we’ll replace the candidate for the position hired. The replacement coverage does not include a change in corporate direction, change in job requirements, change in management, change in economic situation of the company all of which are things a candidate cannot control. Offer of satisfaction replacement if desired can be put in writing on the recruiting agreement and only applies if a fee has been paid on time as agreed typically upon 10 days from hire date.
Do I have to sign an agreement to do a non-retained search?
We have a standard recruitment agreement prepared which outlines our fee agreement, our guarantee and other information and it is preferred that we discuss fees and terms of our agreement so that they can be tailored to your company’s needs and concerns. However, a verbal agreement or email request to receive and accept our applicant information/profiles/set up interviews etc., constitutes agreement to our fee structure. Reviewing/accepting applicants from us indicates your agreement to compliance with our standard recruitment agreement and fee structures regardless. A signed agreement is usually to the employers advantage on many levels and we like to give as many advantages as we can to our clients.
Can I use other recruiting services?
Typically, we ask for a period of time for exclusivity on a contingency search but you can use other firms just be up front about how many, how long and etc. However, typically in a retingency or retained search the search is exclusive. Naturally we’d like to be the only recruitment firm you work with but all we ask is that you advise us if you’re working with any others if we actively begin working with you on a particular search. Also, in the rare case that we might submit the same candidate at the same time as another agency, a split of fees may be in order if that candidate is hired.
What if I want to hire a temporary on my own payroll?
Upon agreement, you can directly hire a temporary worker with a negotiated fee rate or at no fee, if the temporary employee has completed 720 or more hours of work under the customer agreement.
You say I can save money with other business solutions; can you give me an example?
A perfect example of how we can save companies a significant amount of money is in the area of compliance. Whereas some companies spend thousands of dollars to implement compliance programs, our comparable programs can cost as little as $500. Our solutions managers can provide more details.
What is Retain and Train?
Our retain and train program can assess your employees current skills and abilities, configure skill-building courses and training programs while building team value and increasing productivity. With the cost of replacing existing employees averaging $10,000 it makes sense to retain when ever you can. With our full spectrum of solutions we help employers do just that.
What are Productivity Solutions?
Talk with a solutions manager to get the whole picture but in a nutshell this is what we do. We figure you’re the experts in your company you know what your company does best and you know want you’d like to do. We wont tell you what to do or even make recommendations unless you want us to. We listen. We assess. You provide information where you’d like to see improvement and/or we gather information from your current staff and then we provide an array of options for meeting your needs and concerns and we do this evaluation at no cost. We invest our time in your organization to get to know you. We figure when you’re ready to take advantage of the options we offer, you will.
How can you specialize in several areas?
First of all, our specialists do not compete with one another in our firm. We have a true team environment. We have specialists that know their respective industries, they’re recognized for their skills and experience with particular specialty areas. For example, our executive search specialists won’t be conducting engineering searches as a practice but a technical specialist may team with an executive search specialist to conduct the search of a CIO. Likewise, a manufacturing specialist probably wont be recruiting financial managers but they may work together with our technical specialist to find the right manufacturing engineer. Our specialists experiential history, understanding of the skills, lingo, job requirements and contacts can open doors when necessary to find the right people for the job and contribute to our ability to zone in on specialty areas.
Who pays travel fees for the candidate interviews?
That depends entirely on your requirements and financial wishes. If your company is willing to relocate the candidate pre-authorized travel expenses would be agreed before any travel would commence. If a candidate desires to move for the position but the company is not reimbursing travel, the candidate would bear the costs both for interview travel and/or moving expenses unless other arrangements were made.
If you place an employee who’s skilled, valuable and great what happens if another company wants you to recruit them?
We’d never bite the hand that signs our recruitment agreements! During the term of active recruitment agreements and for a period of two years after termination of active recruitment agreements, our policy is that we wont solicit, recruit, or refer for recruitment purposes any person then employed by our clients without our clients prior written consent. We cannot be held responsible if employees contact us directly but we wont solicit applicants from the company and every courtesy will be extended to current customers to help them retain valued staff.
Policy on Candidate Submittals It is the policy of Synergy Solutions that unless otherwise in writing in mutual agreement, when Synergy Solutions submits a candidate and the candidate’s submittal generates interest, regardless of whether the candidate existed in a database or directly submitted his/her resume or if another firm submitted the candidates’ resume if it was Synergy’s submittal and due diligence in presenting the candidate’s qualifications, Synergy will have earned a fee for presenting the viable candidate. This is due to the fact that Synergy takes great effort to go through a candidate’s qualifications and map the skills to the job and without Synergy’s efforts the candidate would typically be overlooked.
We hope this information helped to answer any questions you may have had. If you have additional questions please don’t hesitate to contact us via email or telephone 949/861-3981.