Retained Search & Selection
Retained Search & Selection
Placing the Talent of the Future
We understand that you may have requirements for commercially sensitive, senior, or high priority roles, where full market coverage is required - often on an international scale. You can trust LSP to ensure the highest possible calibre talent is identified, approached, attracted, and engaged delicately on your behalf from C-suite Executives to Specialist Engineers.
Benefits Of Retained Search
When there isn't a race against other agencies, more time can be taken to focus and find the highest quality candidates. From a Client perspective it also means one single point of contact rather than dealing with multiple recruiters all vying for attention.
Often the right person for your role is the one who is already happy in their existing position. LSP will approach the whole of the market leaving no stone un-turned, confidentially for your business to free up the perfect candidate
Clients can go into a high level of detail which are often very unique and be confident that a recruiter will go above and beyond to find the ideal applicant
Dedicated search team who focus 100% of their time on the assignment
A market map is generated of all relevant professionals working in similar companies and roles in the industry
All candidates that have been approached initially will be vetted by a Senior Recruiter. Interested parties are then interviewed by a Principle Consultant or Director
A handful of candidates who fit skill, culture and any other niche requirements will be submitted to Clients so that the best fit can be chosen
Retained Search VS Contingency Search
| Retained | Contingency | |
|---|---|---|
| Role advertised on LSP Website & Company LinkedIn Page | ||
| Client Branded Campaign Pag Built & Hosted on LSP Website | ||
| Full LSP Database Search of 40,000+ Renewable Energy professionals | ||
| Full brief given to candidates registered on our database to ascertain their interest | ||
| LSP Search team assigned (2-3 persons) Dedicated team focus 100% if their time on the assigment during the search phase (Approx 2-3 weeks) | ||
| Interested and relevant candidates sent to hiring company with full details of their current expected remuneration along with their availability | ||
| Additional Adverting placed in relevant trade press | ||
| Full market map generated of all relevant professionals working in similar companies and roles in the industry | ||
| Longlist compiled and professional proactive approaches made to whole of market | ||
| Weekly progress meetings carried out between hiring company and LSP Director / Principal | ||
| Interested parties are interviewed by Principal Consultant or Director to ascertain suitability for the position including screening and details video interview | ||
| Psychometric assessments conducted | ||
| Shortlist compiled of best suited candidates | ||
| Longlist and Shortlist shared with hiring company along with detailed profiles of best suited candidates | ||
| Candidates and hiring company supported through selection process and onboarding |
Our infographic above compares Retained Search versus Contingency Search and can help you to discover which option would suit your requirements best.
What Our Clients Say
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