Thanks for sharing. While there should be a basic duty of care when working with candidates in and around the process... a lot of time expectations go way beyond this. And then you have those with a warped sense of their value. Or those who are seeking free career counseling (perhaps not always realising it). They're not role adjacent, not fee-worthy for the most part but misperceive themselves as being a 'candidate' (despite not viable) and therefore a recruiter owes them time and expertise gratis.
There's an economic reality to the agency model which is reinforced by hiring companies. Retained search allows a higher touch approach because you're paid for the process. Success fee only sees $$ on placement. Good success firms often see a conversion of 20% or lower as competing against direct apps, other firms, referrals... Or even a change of direction by the hiring company. Time becomes a recruiters most valuable commodity because it's needed to mitigate that risk.
Thanks for sharing. While there should be a basic duty of care when working with candidates in and around the process... a lot of time expectations go way beyond this. And then you have those with a warped sense of their value. Or those who are seeking free career counseling (perhaps not always realising it). They're not role adjacent, not fee-worthy for the most part but misperceive themselves as being a 'candidate' (despite not viable) and therefore a recruiter owes them time and expertise gratis.
There's an economic reality to the agency model which is reinforced by hiring companies. Retained search allows a higher touch approach because you're paid for the process. Success fee only sees $$ on placement. Good success firms often see a conversion of 20% or lower as competing against direct apps, other firms, referrals... Or even a change of direction by the hiring company. Time becomes a recruiters most valuable commodity because it's needed to mitigate that risk.