In recruiting, the word contingent refers to a contract recruiter or agency’s commission being dependent (contingent) on their ability to fill a position for a company. With contingency recruiting, a contract recruiter or recruitment agency earns a fee only if a company hires a qualified applicant referred by the recruiter or agency. A standard recruitment fee is 15% of the salary of the filled position, but this percentage may vary.

The Fruh Group LLC Six Step Recruiting Process.

1. The organization provides the job description to the contingency recruiter. Hiring managers or supervisors outline the types of candidates they want to source and review the job description with the recruiter.

2. The contingency recruiter and hiring organization agree on terms such as fees and deliverables, including how long the candidate search should last. At this stage, both parties may sign a contract.

3. The recruiter or recruiting agency contacts prospective qualified candidates. Discussions with candidates can take place via in-person meetings or virtually. Common communication channels for candidate contact can include social media, email, phone, and video meetings and pre-screenings.

4. Qualified candidates submit an application or resume to the recruiter, which is then passed on to the organization’s hiring manager. The recruiter begins the process of preparing to bring the company and the candidate together.

5. The employer chooses prospective candidates to interview. Ideally, the company will hire one of the recruiter’s proposed candidates.

6. A selection is made, and a candidate is offered employment. If the contingency recruiter or agency sources the candidate who fills the open position, the recruiter and the company sign a legally binding contract. The recruiter or agency receives payment once the candidate is hired.