When planning a hire, it helps to answer two questions: what kind of appointment does the business need, and how should the search be organised?
Permanent and contract recruitment describe different staffing requirements. Retained search describes how a recruitment assignment is commissioned and delivered. A permanent leadership role, for example, may be filled through a retained search.
Understanding this distinction makes it easier to choose an appropriate approach.
Permanent recruitment: building ongoing capability
Permanent recruitment suits positions with continuing responsibilities within the business.
These might include an accountant supporting regular financial reporting, an engineer joining an established delivery team or a manager responsible for a department.
Before starting, consider how the role may develop. Assessing candidates against both immediate responsibilities and expected future scope can help you define the right level of experience.
Contract recruitment: supporting a defined requirement
Contract recruitment may suit a project, a fixed period of cover or a temporary increase in workload.
The brief should clearly describe the expected duration, deliverables, reporting arrangements and skills required from the start.
It is also important to agree who will employ and pay the individual, and who is responsible for relevant administration. Those arrangements depend on the engagement and should be confirmed before an offer is made.
Retained search: a dedicated search assignment
Retained search can be appropriate where an appointment needs a structured, dedicated approach—for example, a senior, specialist or confidential role.
The employer and recruitment partner agree the scope, responsibilities, commercial terms and expected communication at the outset.
The assignment may include identifying relevant organisations, approaching professionals directly and assessing candidates against an agreed brief. The exact deliverables should be clear in the engagement terms.
Ask these questions before deciding
Is the requirement ongoing or linked to a defined period?
What must the person deliver?
How specialist is the experience required?
Does the search involve confidential information?
Who needs to participate in assessment and approval?
What resources can your internal team commit?
These questions are more useful than selecting an approach solely because it worked for a previous vacancy.
Choose around the requirement
A short-term project and a long-term leadership appointment may need very different recruitment arrangements. Even similar job titles can call for different approaches depending on the business context.
Start with the role, its duration and the importance of the appointment. Then agree a search approach that supports those needs.
Discuss your hiring plans with AW Connect to explore the most suitable recruitment approach.