| The PR job market is always changing. Depending the | | | | then scheduled for an interview. |
| forces of supply and demand, one type of search | | | | No biographical report is filed. Usually no references |
| method may be better than another. | | | | are checked at this time. Sometimes work samples |
| Here is an overview of three methods used to recruit | | | | are sent along. |
| PR executives. | | | | Most of the time references are checked by either |
| Retainer search | | | | the search person or the client. |
| Exclusive to one search firm. | | | | Hiree retention guarantee is generally three months for |
| Extensive research, interview and recruiting process to | | | | not-for-profit organization and PR agency; six months |
| identify potential candidates. | | | | for corporate communications department. Usually |
| Search person will travel wherever necessary to | | | | valid if pre-stated conditions are met. Longer |
| personally meet with the candidate. Travel costs are | | | | guarantees can be negotiated with additional client |
| passed on to the client. | | | | concessions. |
| Three or four candidates are presented to the client. | | | | Costs can vary depending on whether the search |
| Presentation includes a credentials and background | | | | was for a not-for-profit organization; a PR agency or |
| report for each candidate, along with samples of work, | | | | a communications department of a corporation. Costs |
| letters of recommendation and complete | | | | are calculated as a fee equal to the hiree's first year |
| reference-check covering numerous past employers, | | | | of annual salary. Rarely are other compensatory |
| colleagues, editors and others. | | | | benefits included such as bonuses, perks, etc. |
| Search person acts as intermediary throughout the | | | | Fees: Not-for-Profit: 15-20%. PR Agency: 20-25%. |
| process to ensure that search runs smoothly. | | | | Corporate Comms. Dept.: 25-33%. |
| Conditional employment guarantee generally begins at | | | | There are no additional out-of-pocket costs to the |
| one year and extends sometimes two years and | | | | client except when there are extraordinary costs in |
| beyond - depending on hiree level and prior | | | | connection with the search. These costs require a prior |
| agreements. | | | | agreement with the client in order to be reimbursed. |
| Fee: usually equal to 30-35% of the hiree's first annual | | | | Modified contingency search |
| compensation. That includes bonuses, perks (such as | | | | Full fee is paid contingent upon a person being hired. |
| cars, club memberships, etc.) and anything else that is | | | | Typically a portion of the fee is paid when agreement |
| considered part of the hiree's first year of | | | | is signed. Some form of exclusivity is part of this |
| compensation. | | | | agreement. Either total exclusivity or exclusivity for a |
| Search person's out-of-pocket costs such as | | | | defined period of time in which there will be only one |
| telephone, administrative costs, hotels, airfare, meals, | | | | designated search firm working on the assignment. |
| etc. that are in connection with the search are billed to | | | | After which, one other or others can be added. |
| the client in addition the standard fee for the search. | | | | Frequently the client is free to advertise, actively recruit |
| Payment of fee: generally paid in thirds. First one-third | | | | or otherwise seek referrals from colleagues even |
| payment is due at signing of search agreement; next is | | | | when an exclusivity agreement has been made with a |
| due thirty days later and final payment due thirty days | | | | search firm. |
| after that. | | | | Search firm will undoubtedly spend more original |
| Contingency search | | | | recruiting hours sourcing new candidates via phone, |
| Fee is paid contingent upon a hire being made. | | | | database and in-person interviewing. Having an |
| Non-exclusive. | | | | exclusive and/or a portion of the fee up front keeps |
| Original research is minimal. Heavy reliance on | | | | the search assignment high on the search person's |
| top-of-mind or database candidates who are either out | | | | radar screen. |
| of work or are still employed. | | | | In this type of search, conditions are often set that |
| Depending on level of individual being sought and time | | | | require more intensive review and interviewing of |
| constraints, original recruiting is done (contacting | | | | potential candidates. Sometimes complete reference |
| employed individuals who may or may not have | | | | checks are made even before a resume is submitted. |
| expressed prior interest in seeking another job). | | | | In some cases, close scrutiny of the candidate's |
| Whenever possible, potential candidates are | | | | written samples and portfolio is required before |
| interviewed in person. | | | | resume submission. |
| Candidates are not interviewed in person when the | | | | Many of the same elements of search procedures |
| client wants to meet the candidate immediately based | | | | are evident in the Modified version as in the standard |
| on the strength of the candidate's resume, or, if the | | | | Contingency search, only more extensive and more |
| candidate resides in another state or is otherwise | | | | in-depth. Conditional employment guarantees can range |
| unavailable. Client is made aware of situation and | | | | from three months to one year. In more senior level |
| candidate agrees or has given prior consent to meet | | | | searches, it can be up to two years. |
| the client without meeting the search person first. | | | | Fees are in the same ranges as standard Contingency |
| Presentation to the client usually involves the e-mailing | | | | searches with a prior agreed-upon portion of the fee |
| of a resume with a few comments regarding the | | | | being paid at the beginning of the search. Those |
| qualifications of the candidate in relation to the job. | | | | percentages can be one-third, one-half or two-thirds. |
| Most times there are no restrictions on the number of | | | | The balance of the fee is contingent upon someone |
| resumes sent by search person. | | | | being hired. |
| If client is interested, based on resume, candidate is | | | | |