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Contract Recruitment

Partnering with Contract Recruiters: A Complete Guide for Staffing Agencies

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At Vincere, we know that engaging with contract recruiters can be a transformative step for recruitment agencies, helping them uncover the right talent rapidly and efficiently. Within this comprehensive guide, we dive deep into the essentials of forging a fruitful partnership with contract recruiters. Equipped with this information, you'll have the tools to make strategic decisions.

Understanding Contract Recruiters Vs. Permanent Recruiters: A Comparison

The talent acquisition ecosystem revolves around two types of pivotal characters: contract recruiters and permanent recruiters. While they're integral to staffing agencies, crucial differences between the two demand thoughtful consideration.

Contract recruiters, employed for specific roles by recruitment agencies, usually have a tight deadline to fill the opening. Their expertise lies in unearthing potential candidates through professional contacts, social networks, job boards, and other resources. Beyond this, they might also undertake tasks like conducting interviews and making key recruiting decisions. Driven by a per-placement remuneration model, contract recruiters strive to fill positions promptly to maximize their earnings.

In contrast, permanent recruiters, operating in-house for recruiting agencies, often prioritize forging long-lasting relationships with potential candidates. Their responsibilities stretch beyond filling specific roles to include nurturing relationships with past and potential candidates and comprehending the agencies' needs. They're typically compensated via a salary or an hourly rate, deviating from the commission model followed by contract recruiters.

Choosing the correct recruiter type hinges on the specific job requirement, as both serve diverse purposes. Regardless of your choice, it's crucial that your chosen recruiter possesses the requisite skills and experience to propel your recruitment agency towards its objectives.

Collaboration with Contract Recruiters: Weighing the Pros and Cons

While aligning with a contract recruiter brings several benefits, some drawbacks also surface. Here's a closer look at the advantages and challenges of such a collaboration:


  • Amplified efficiency: Shared resources and combined expertise between staffing agencies and contract recruiters can expedite the job-filling process.
  • Enriched talent pool: Teaming up with contract recruiters gives staffing agencies access to a more diverse array of potential hires.
  • Economical hiring: Contract recruiters usually charge less than what a full-time employee would cost.
  • Higher success rate: Contract recruiters possess a deep understanding of job market dynamics and required skills, enhancing your hiring process and improving the chances of finding the best fit.


  • Cumulative costs: Fees charged per placement can pile up, especially while hiring for multiple positions.
  • Limited control: Collaborating with contract recruiters could lead to less direct control over the recruitment process compared to in-house hiring teams.
  • Reduced flexibility: Contract recruiters often work with rigid timelines and expectations, restricting adaptability to changing needs.

When Should Staffing Agencies Engage Contract Recruiters?

There are several instances where staffing agencies could benefit significantly from collaborating with contract recruiters:

  • When a challenging position needs to be filled
  • When a role must be filled promptly
  • When multiple positions need to be filled simultaneously
  • When hiring for a specialized field
  • When temporary or contract-based roles need filling
  • When resources to hire in-house are limited
  • When agencies want to leverage a contract recruiter's expertise

Fun facts:

Contract recruiters can offer fresh perspectives and creative solutions to complex recruitment challenges. They have a firm grasp on job market trends and effective recruitment strategies, equipping them to address any recruiting needs. Additionally, they often have access to niche candidate pools not typically available on job boards or social networks. Together, staffing agencies and contract recruiters can fuse relationships and resources for maximum success in filling open roles.

Steps to attract contract recruiters to your agency

Step 1: Identify the Type of Contract Recruiter

Considerations at this stage include:

  • Budget: Contract recruiters charge per placement. Determine how much your agency can comfortably spend. Some recruiters may also offer discounts for multiple placements.
  • Position level: For entry-level roles, consider contract recruiters experienced in sourcing less-experienced candidates. For senior roles, a recruiter specializing in executive search may be a better fit.
  • Scope of work: Clarify specific steps of the recruitment process the contract recruiter will handle and establish timelines for each step.

Step 2: Define Contract Recruiter Requirements

Answer these key questions:

  • What objectives must they meet? These could range from the number of interviews to be conducted to average application response times or other key metrics.
  • What skills, experience, and knowledge should they possess?
  • What recruitment KPIs should they use?

Step 3: Interview Potential Contract Recruiters

Prepare for the interview by:

  • Creating questions based on recruitment goals to assess candidates' skills and abilities.
  • Clearly communicating their responsibilities and expectations.
  • Checking their references to ensure they are experienced and qualified.
  • Sharing your goals and requirements.

Lightening the Load for Contract Recruiters - A Long-Term Investment

Recruitment agencies can lighten the load for contract recruiters by adopting recruitment automation technology. This approach streamlines routine processes, accelerates candidate discovery, and frees up time for more complex tasks, offering significant return on investment. Automation can help with candidate sourcing, screening, ATS, candidate communication, and job postings across various platforms. Cutting-edge technologies like AI and machine learning allow staffing agencies to tap into a larger talent pool faster than ever before. 

Final thoughts

Contract recruiters are crucial players in the staffing agency's recruitment process. By considering the industry and market of the job vacancy, the type of placement, and the scope of work, agencies can identify the most suitable contract recruiter. Additionally, the use of recruitment automation technologies can ease the workload on contract recruiters while offering an impressive return on investment. Adopting these strategies can ensure an efficient and successful recruitment process for staffing agencies.