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As another alternative to traditional contingency or retained recruitment, research firms package their services into hourly paid increments. For example, you might enlist a research firm only to
research and identify prospective candidates from competitor firms.
The fee would then be based on the number of hours necessary to
generate the candidate list. You, the client, could also [...]

Other contingency firms charge the client ‘‘50 percent of the
candidate’s gross earnings’’ up to the time of the fall-off. In the example just given, the secretary who earns $30,000 per year will have earned $5,000 by the end of her second month ($2,500/month x 2 months). Therefore, the fee earned by the agency would be [...]

How much will contingency firms negotiate? That depends on the
marketplace, namely the unemployment rate, the scarcity of candidates in the particular discipline in question, and geographic differentials. In general, you’ll pay more for IT (information technology) andWeb development candidates than you will for generic secretaries. As a rule of thumb, though, you should ask for [...]

Contingency search firms come in two basic flavors: (1) professional/
technical search and (2) administrative support recruitment.
You’re probably well aware of clerical support agencies that place
secretaries, staff accountants, customer service reps, and the like.
Such organizations typically place candidates earning $40,000 a year
and under. Professional/technical agencies, in comparison, usually
specialize in individual disciplines like accounting and finance, data
processing, [...]

Free services typically include media recommendations, customized
activity reports, and secondary (i.e., prepublished) market research. Charges for agency services may include the following:
If a media rate is ‘‘noncommissionable’’ (in other words, the newspaper won’t pay the agency its 15 percent commission),
that 15 percent markup will probably be passed along to you, the client.
Certain invoices may include [...]

Recruitment advertising agencies are a wonderful resource to help
you attract quality candidates, lower your company’s cost-per-hire,
and provide value-added services that save you significant time. Recruitment ad agencies come in all shapes and sizes, from sole proprietors to large corporations with thousands of employees and
offices in all corners of the globe. Traditionally known only for helping
companies [...]

Tests that fail a disproportionate percentage of members in a protected class may have an adverse impact and therefore may be considered discriminatory unless validated. Although the Equal
Employment Opportunity Commission (EEOC) doesn’t require that
tests be ‘‘validated,’’ your company could be held accountable for
validating the tests used if it can be shown that they produce an
adverse [...]

‘‘Dependability tests’’ attempt to measure a variety of values.
Sometimes known as trait tests, they evaluate applicants’ attitudes,
practices, and values that are job related. Dependability tests are
developed specifically for individual companies. Companies that use such tests must consequently create their own scoring systems for interpreting results. These tests are usually used by large companies
that experience a [...]

Pre-employment testing is an entire industry unto itself. The indepth
knowledge that comprehensive aptitude testing provides regarding
individuals’ strengths and weaknesses helps managers make better hiring decisions and provides optimal support to bring out the best in new staff members.
However, most companies limit their pre-employment testing to administrative support candidates in the form of Word, Excel, typing, [...]

Historically, courts have differentiated between false statements
made on resumes and falsified information on employment applications. Their interpretations placed much greater import on falsified employment applications than on resumes. Why? Because it is simply too easy for candidates to blame incorrect resume information on the resume preparation service. However, because candidates complete applications themselves and sign [...]