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Badenoch and Clark Interview
Questions

30 Questions and Answers by Rachelle Enns

Rachelle is a job search expert, career coach, and headhunter
who helps everyone from students to fortune executives find success in their career.
Question 1 of 30
What type of clients come to Badenoch and Clark for our staffing services?
***Note: We do not have professional answers for this career***
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1.
What type of clients come to Badenoch and Clark for our staffing services?
Badenoch and Clark helps a plethora of clients from small businesses to enterprise-level companies. Check out the company website to look for client reviews and any other indicator of whom their clients might be. The most important factor with this question is to show that you have done your research on Badenoch and Clark before attending your interview.

Rachelle's Answer #1
"There are many rave reviews on your website from companies big and small. I see that you have reviews from (A) and (B) which are very impressive. I have recruited for clients in similar industries and even direct competitors in the past. This experience will ensure that I catch on very quickly to your clients' varying needs."
Rachelle's Answer #2
"I believe that clients of Badenoch and Clark consist of any sized business who need help finding rare skill sets or who need to volume hire for seasonal operations. Although I did not see any specific clients listed on your website, I suspect your biggest clients are within logistics and warehousing, administration, and sales. Is this accurate to say?"
2.
What is a staffing agency?
This question may seem as fundamental as they get, but the interviewer needs to know that you understand how staffing works. Staffing is a misunderstood industry. It will be part of your role to add clarification for clients and candidates who may not fully comprehend what it is that you do. Briefly describe to the hiring authority what a staffing agency is, including who they help, and their primary purpose.

Rachelle's Answer #1
"I come across many candidates who do not understand what a staffing agency is. I explain to them that a staffing agency works on behalf of other companies to help them find the best talent for their open jobs. I explain that most of my clients do not have the time to filter through thousands of job applications per year, or hire in a timely fashion, so they ask for outside help."
Rachelle's Answer #2
"A staffing agency is like an extension of a company's human resources department. When a company is too busy to keep up with their recruitment needs, a staffing agency will come in to help them source candidates, pre-screen for job skills, and conduct first interviews."
3.
How does a staffing agency charge a job seeker for their services?
This one may be a trick question! Legitimate staffing agencies never charge job seekers for placement services. That's right; every placement fee paid to a staffing agency is from the hiring company.

In many countries, such as Canada, it is illegal for a recruitment or staffing agency to charge candidates for job placements. These regulations do not include fees for resume writing or career coaching, for instance. The bottom line is, a job seeker never pays money to be considered for an open position with a staffing agency or their clients.

Rachelle's Answer #1
"All placement fees are paid for by the client, rather than the candidate. In my current agency, we charge the client between 18-25% of the candidates' first years' salary. This fee structure means that if the candidates agreed upon salary is $100K, then our fee would be $18-25K; never paid for by the candidate. I understand that different regions have various fee structures. However, I believe that a client should always pay the agency placement fee. No financial burden should fall on the job seeker."
Rachelle's Answer #2
"Placement fees are paid to a staffing agency when they successfully place a job seeker in a new role with their client. Fee percentages vary; however, an agency should always invoice the hiring company. A candidate may pay for assistance such as resume writing or career coaching; however, they do not pay the employment placement fee."
4.
Do you understand how Badenoch and Clark makes a profit?
The interviewer wants to see that you understand the fee structure at Badenoch and Clark or at least staffing agencies in general. Depending on your region, this response could vary as there are different rules and regulations surrounding staffing and recruitment around the world.

For the most part, a staffing agency makes a profit in three ways:

1. Permanent placement fees
2. Temp fees
3. Retainer based searches

Permanent placement fees are usually a set percentage based on the ideal candidate's salary. Let's say that a staffing agency is asked to headhunt a chemical engineer. The staffing agency finds the perfect candidate, and that chemical engineer comes with an asking salary of $100K per year. The hiring company would pay (in addition to the $100K salary) a fee of 18-25% that number, as a permanent placement fee. So, a one-time $18-25K fee.

Temp fees are a surcharge in addition to a temporary employee or contractors' hourly wage. Assuming the same chemical engineer is working on a 12-month contract for an oil and gas company. The OG company does not want to add this engineer to their permanent payroll or pay the engineer's employment insurance and other government required fees. The staffing agency will take on the role of 'employer' and charge the additional costs plus a commission to the OG company. Let's say the chemical engineer is asking for $40/hour. The staffing agency will charge the OG company $55/hour, giving $40 to the contractor and taking $15 as an administration fee and commission.

A retainer is a fee that is paid in advance to secure the services of a staffing agency. Primarily retainers are only requested by high-end executive search firms who conduct long, complicated searches for talents such as surgeons, lawyers, professors, and CFOs. In this instance, the hiring company would pay a large sum upfront to the agency, and then the remainder of their fee once the ideal candidate accepts a job offer.

Chances are, Badenoch and Clark will be paid by perm or temp placement fees only. Speak to the interviewer briefly about fee structures, showing that you come from a place of full understanding.

Rachelle's Answer #1
"I fully understand how recruitment and staffing agencies make a profit. My educated guess is that you earn a profit through permanent placement fees and temp fees. Could you share with me what your fee percentage is? My current agency charges 20-22% depending on the difficulty of the position and the location of our search."
Rachelle's Answer #2
"From my research, I understand that Badenoch and Clark makes a profit from placement fees. I am familiar with three fee styles; the permanent search fee, which is a flat rate. The other is a temp fee, added onto a contractors' hourly wage. The other is a retainer where the client pays a large percentage upfront, similar to hiring an attorney. Which fee structure is used most at Badenoch and Clark?"
5.
What is the difference between temporary, temporary-to-permanent, and permanent placement?
Temp, temp-to-perm, and perm are recruitment and staffing terms that you will hear every day while working for Badenoch and Clark.

Working temp means that a contractor is on a temporary contract with the staffing agency, to work for their client, for a specific amount of time. Temp employees are paid directly from the staffing agency, and the agency then bills the client.

Temp-to-perm is a contract that begins temporarily with an opportunity for the contractor to be hired on full time once their work performance is proven.

Perm or permanent placement is when candidates undergo a traditional screening and hiring process with the agency and their client. In the end, the hiring company makes a permanent job offer to the candidate.

Take a few moments to share your knowledge with the interviewer.

Rachelle's Answer #1
"I get this question from candidates a lot, and it's best to keep the answer straightforward. Temp work is contract work that can last anywhere from a couple of days to a year or more, depending on the company's hiring needs. The contractor knows the assignment can end at any time, without notice. Temporary-to-permanent occurs when that contractor is asked to stay on as a dedicated employee after the original contract period is up. Permanent placements are traditional offer-to-hire gigs where an agency's client will hire the candidate as a dedicated payrolled employee."
Rachelle's Answer #2
"The most significant difference between temp, temp-to-perm, and perm are the expectations set from the beginning. Temp employees are paid by the staffing agency to fulfill a specific client need for an agreed-upon length of time. Temp-to-perm contractors may have the opportunity to be hired on full time once the contract is complete, and their performance is proven. Perm refers to traditional employment where a company offers to hire the job seeker immediately."
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