Profits
Temp and contract deals continue to be a source of growing revenue for many members of our split placement network. Even if your firm doesn’t have a dedicated temp division, you can still fill contract roles. While the fee may seem meager compared to a hefty fee on a permanent placement’s yearly salary, the monthly fee for a temp/contract worker adds up, and adds to your bottom line.
Clients have come to rely on recruiters to provide top quality temp/contract candidates that meet their specific needs within a specified time limit – whether due to a merger, a project, or maternity leave. If they really like your candidate, a contract role can also lead to a permanent placement in the long run.
Take for example this recent placement between two Australian firms in the NPAworldwide network – a first placement for both of them!:
After joining the network in September, a new member specializing in white collar permanent recruitment received a request from colleagues about blue collar recruitment.
Instead of giving them the names of other agencies she knew of, she jumped on the phone with a staff member at the network, who referred her to another Australian firm that specialized in blue collar recruitment. She referred this firm to her client, a high-end builder who was needing a carpenter. The firm supplied a Carpenter in an ongoing temporary role with a view to go Permanent. “Without the network I would have simply referred my contacts and not received any income for it,” she said.
Not only did the referring firm branch out into the contract space, the firm who provided the candidate had the new opportunity of supplying into the niche market of high-end home building.
Lots of recruiters rely on contract work only, and some just use it as another tool in their arsenal of recruiting weapons. With a network of recruiters in various specialties and locations, it can make it much easier to add contract placements into your mix.
A story from NPAworldwide’s engagement coordinator, Kelsea Bischoff.
In addition to providing access to trading partners 
As we approach the end of the year, it is time for independent recruiters to start thinking about how to
Because it’s a competitive market for job seekers, recruiters can find it tough to find the right candidate for a role they’re trying to fill. This can be especially true when there is a very specific requirement or the pipeline of potential candidates has dried up. The longer a position stays open, the costlier the open position becomes due to the time, energy, effort, and productivity expended to hire a candidate. If it’s been days, weeks, months, and that job order is still open, it might be time to change up your approach and use a different method to find that needle in the haystack.