The boss just came to you and laid a problem at your door: the company recently signed a contract that will require skills upgrades in several departments and increased production in a two others. All this needs to take place within the next six months. As much as your digital interview platform helps in your hiring process, you realize the assignment is going to take more effort than you and your two HR reps can handle. This is when needing to retaining one or several contract recruiters becomes necessary. But where do you start? When should I hire one? This short-term HR staff increase is a perfect example of when to hire a contract recruiter. However, they can also be used when in-house HR staff does not have the experience for hiring a specific technical skill or for HR employee leaves of absence. They work under written agreement, are normally paid a non-refundable deposit, and are paid either hourly or with periodic payments throughout their search. They get paid whether they complete the project or not. What’s the difference between a headhunter and a contract recruiter? A headhunter works with several different employers at one time. They charge fees of up to 30% of a new hire’s first year’s annual salary. However, they share the risk should any new employee leave within a certain period of time. A contract recruiter is retained for specific hiring needs and works only with your company during the length of the contract. When the contract is over, they move on to their next job. They can be less expensive than the per-hire fee that headhunters charge, but their work is not guaranteed should the new hire leave the company. How do I hire one? Hiring a contract recruiter is just like hiring any other contract position in your company. You’ll want to come up with a job description, pay range, benefits, and all the other trappings that goes with a contract hire. It may take some additional homework on your part to research what is required for the position, but it will help avoid any issues in the long run. Any contractor recruiter you hire should have the specific abilities needed to fulfill the requirements of the job and the basic independent contractor acknowledgments and agreements. As with any contract position, you will want to have them sign a standard non-disclosure agreement. Also — because this particular position gives access to all information about company employees and each person’s specific skills — you will want the recruiter to sign a non-solicitation agreement. This makes the recruiter promise not to solicit company employees for other employers.