Fishing vs Scuba Diving - The Difference between Contingent Recruitment and Executive Search
When it comes to recruitment, there are two distinct approaches: contingent recruitment and executive search. To illustrate these differences, let...
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Fishing vs Scuba Diving - The Difference between Contingent Recruitment and Executive Search
When it comes to recruitment, there are two distinct approaches: contingent recruitment and executive search. To illustrate these differences, let’s draw an analogy using two popular water activities—fishing and scuba diving. Both take place in the same ocean of talent, but the methods and outcomes vary greatly.
Fishing (Contingent Recruitment)
Contingent recruitment is like casting a line and waiting for a bite. It’s a broad, open strategy where speed is essential, and the recruiter gets paid only if they make the catch—i.e., fill the role. Just like fishing, it often involves throwing a net or line into a wide pool and seeing what you reel in.
Fast and Reactive: In contingent recruitment, you are often working quickly to compete with other agencies, sometimes casting multiple lines into the talent pool to secure candidates. It’s a race to see who can hook the right one first.
Quantity Over Quality: Just as with fishing, you might catch something unexpected or unideal, but because it’s all about filling the role quickly, you often make do with whatever is biting at the time.
Limited Precision: There is little control over who bites the hook. You could end up with an impressive haul, but there’s a lot of guesswork involved. The result? Sometimes you get exactly what you want, but often it requires patience and persistence.
In the legal and accounting recruitment world, contingent recruitment is suitable for roles where there is a larger pool of available candidates, such as junior positions or mid-level lawyers and accountants. Speed is critical, and while you might get a lot of candidates, not all will be a perfect fit.
Scuba Diving (Executive Search)
Executive search, on the other hand, is akin to scuba diving. This is a deeper, more considered approach to recruitment, much like exploring the depths of the ocean to find a rare and valuable treasure. Scuba divers know exactly where to dive and how to search meticulously for what they need. It’s about precision and expertise.
Slow and Methodical: Executive search takes time. Just as a scuba diver carefully plans each dive and navigates the depths with intent, recruiters in executive search do their homework, thoroughly researching candidates and targeting the right people for senior or highly specialised roles.
Quality Over Quantity: You won’t catch a large number of candidates in executive search, but you’re likely to surface with a gem. It’s not about filling a role quickly; it’s about finding the right fit—someone who aligns with the organisation’s vision, culture, and long-term goals.
High Precision: Scuba diving requires skill and precision, just like executive search. Recruiters conducting an executive search often engage in discreet headhunting, targeting specific individuals who may not even be actively looking for a new position but are perfect for the role in question.
In the context of legal and accounting recruitment, this might involve searching for a Special Counsel, Director or Manager, where finding the right cultural and leadership fit is more critical than filling the position quickly. These candidates are often deep beneath the surface, not actively swimming in the talent pool.
Which Approach Is Right for You?
The choice between contingent recruitment and executive search comes down to the nature of the role you're trying to fill.
Fishing (Contingent Recruitment): Ideal for high-volume or entry-level legal roles where speed is essential, and there’s a larger pool of candidates.
Scuba Diving (Executive Search): Suited for senior, specialised, or highly sensitive roles where precision is key, and the stakes are higher.
Ultimately, both approaches have their place in the recruitment industry. Just like fishing and scuba diving, each offers a unique method for navigating the ocean of talent—what matters most is understanding the needs of the role and the depths you're willing to explore.
If you are about to make your next hire, and would like to discuss the approaches that will best fit your current talent acquisition needs, reach out to our team for a confidential briefing and chat to ensure the best outcome is achieved for you and your business.
