At first glance, it may seem that the only difference between contingent and retained searches is how the recruiter is compensated. However, changing the incentive structure changes the game (remember that when your departments are butting heads). Contingent and retained searches, done well, should elicit the same positive results, but they are two very different processes, to be used under different circumstances.

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As procurement forges its way through a talent crunch, companies get serious about retention and candidates’ expectations increase, evaluating candidates that are actually available to you requires a new approach. 

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The thought of personal branding may bring on instant nausea to some. To be sure, executed poorly, it can be viewed merely as an excuse for shameless self-promotion, conjuring images of a generation on Instagram claiming to be building an empire. So let's rebrand branding. 

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