Recruitment Process Comparisons

The ORI business model is slightly different and significantly more cost effective than a traditional contingency, contract or search model. We pilot an initial recruiting solution as to not disrupt the current recruiting process. It is important that we integrate smoothly into your organization and develop creditability and confidence with your hiring managers.

Our relationship based business model requires a dedicated partnership between ORI and your company. Our mission is to be an extension of our client’s team enabling us to create synergy and drive the recruiting process.  When working for you, we deliver a seamless recruiting message as an extension of your company. 

The ORI method will give you a search quality team including a minimum of 2 search consultants that perform the research, sourcing, postings, and basic screening functions and a recruiting manager or director that performs headhunting, screening, matching, presenting, follow-up and candidate management. Total base team hours average 80-100 hours a week. Also, because of our recruiting heritage and training we typically can use various levels of aggressive recruiting tactics that contract recruiters or internal recruiters typically do not use. These methods could include direct head hunting into competitors or corporate directory recruiting.

ORI vs. Retained Search

Except for the cost, our process is similar to a professional search firm approach. Instead of paying 30-40% fees, you pay an agreed upon amount depending on the hiring scenarios and size and complexity of the selected recruiting team. Like search firms, we use a dedicated team approach to fill the open positions.

ORI vs. Contingency Recruiting

Contingency recruiting firms are a viable option when choosing a recruiting plan. This is a fee for service model. Contingency firms typically charge a placement fee for each candidate placed. The fees range from 20-30% of the starting salary. Because these firms work on a contingent basis, they work with multiple hiring companies simultaneously and represent candidates to multiple clients. So one candidate could be presented and interviewing at more than one company and the company that moves the fastest and pays the most usually gets the candidate. Additionally, contingency firms are candidate fee driven which means they spend more time marketing and placing candidates to hiring companies than actually recruiting for specific companies and positions.

Since the ORI model is a dedicated recruiting solution, we work directly for our clients and act as an extension of the client company.  Each recruiting project is planned out and recruiting strategies are selected and deployed.  During the placement process we directly manage candidate’s expectations, objections and concerns as they relate to your company. We keep our hiring managers abreast of what is going on with each candidate including competing interviews, offers and anything else that can adversely affect the candidate momentum. Again, we are a dedicated resource so we do not present or market candidates to other job opportunities or companies.

ORI vs. Contract Recruiter

Typically, you get a dedicated resource that works 40 hours a week. These folks are usually pretty good at screening resumes, posting jobs and Internet recruiting. Sometimes they perform direct head hunting depending on the individual. For a quality resource, the cost is usually $60 - $100 per hour or $2400 - $4000 per week.