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Retained Search

Retained search is a highly effective permanent recruitment methodology, which is being increasingly used in sourcing talents, those with rare skill sets and in highly competitive markets.

SWISSOLUTION acts as a fully 'outsourced' recruitment partner of your organization and conducts a recruitment process on your behalf. The recruitment process is tailored to meet your organization’s specific needs, through detailed consultation and constant communication with you, the client.

With a retained assignment, the client generally pays one portion of the fee at commencement of the assignment; another portion upon delivery of a candidate ´short-list´; and the balance upon successful placement of the Ideal Candidate.  In this way, you- as the client, are paying for a ‘service’ in recognition of the time and materials that are expended in conducting the assignment.

The recruitment process includes following steps:

Part 1:   Understanding your needs and searching for the matching candidate

  • On-site client visit to conduct in-depth analysis of the customer’s targets, understanding of the position to be filled and the profile of the candidate to be searched.
  • Head-hunting activities on target companies and search in our extensive and exclusive network.
  • Candidate contact and response management.
  • Pre-selection activities including interviews and generation of a candidate long-list.
  • Discussion with client and generation of a candidate short-list.
  • Interview of the short-listed candidates; generation of our report including considerations, recommendations and delivery of candidate's profile to customer.

Part 2:   Support your negotiations

  • Interview coordination with confirmation details, candidate liaison and interview follow-up (if needed, interview can be conducted at our offices).
  • Support client and candidate during the contract negotiation and decision process.

Part 3:   Closing and post-employment follow up 

  • Support provided during the signature of the employment agreement.
  • During the probation period we collect impressions and feedback from both parties in order to assess the level of satisfaction.
  • After the probation period we remain in touch with both parties in order to collect impressions and provide feedback about the level of satisfaction.

Process description

  • After the generation of the´long-list´ the following process is executed:
  • All candidate responses are screened.
  • We approach all potentially suitable candidates to ascertain true suitability and interest in the role.
  • All candidates who pass the initial assessment criteria are interviewed to further ascertain suitability.
  • All interviewed candidates are assessed against the criteria originally specified in the brief to formulate a successful short-list.

We present the Short-list

  • The short-list is presented in the form of a report for each candidate.
  • Candidates representing the best fit will advance to the short-list for client interview.
  • We will contact short-listed candidates on your behalf and arrange interviews.

Contract signature and start
Once the most suitable candidate has been identified, we will facilitate further meetings.

If required, we will facilitate negotiations during the contract negotiation.
 
Upon signature of the employment contract, we will maintain contact with you and the candidate throughout and beyond the notice period in order to ensure a successful start date and measure the satisfaction from both parties.

Processing and administration

  • SWISSOLUTION will handle all candidate acknowledgements and communication.
  • Unsuccessful candidates will be notified with tact and empathy.
  • We maintain contact with the candidate throughout the probation period to ensure a totally successful settling in period.

There are good reasons to engage SWISSOLUTION as your recruitment specialist and they are outlined in the separate article ‘Why SWISSOLUTION’?