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CPC Business Development & Client Management Flashcards

6 cards from real CPC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

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  1. In a staffing firm context, a 'retained search' differs from a 'contingency search' because:

    Answer: The recruiter is paid an upfront fee regardless of placement success in a retained search

    In a retained search, the recruiter receives payment upfront and commits exclusively to the search; contingency recruiters are only paid when a placement is successfully made.

  2. A staffing firm's 'markup' or 'bill rate' is calculated as:

    Answer: Pay rate plus all employment costs and profit margin

    The bill rate covers the worker's pay rate plus the employer's cost burden (taxes, benefits, insurance) and the staffing firm's profit margin.

  3. What is a 'conversion fee' (buyout fee) in temporary staffing?

    Answer: A fee paid to convert a temporary worker to direct employment before the agreed period ends

    A conversion fee is charged when a client hires a temp worker as a permanent employee before the agreed evaluation period is completed.

  4. Which business development activity is MOST likely to generate qualified leads for a staffing firm?

    Answer: Networking with HR professionals and attending industry trade associations

    Targeted networking with HR professionals and industry associations builds relationships and trust, generating the highest-quality referrals and warm business leads.

  5. What does 'client retention rate' measure for a staffing firm?

    Answer: The percentage of clients who continue using the firm's services over a defined period

    Client retention rate tracks what percentage of existing clients continue doing business with the firm, reflecting service quality and relationship strength.

  6. A staffing firm's 'guarantee period' refers to:

    Answer: A period after placement during which the firm will replace a candidate if they leave or are terminated

    A guarantee period is a post-placement window (commonly 30-90 days) during which the staffing firm will replace the candidate at no additional fee if the placement fails.