How do you motivate your recruiters? - RecruitingBlogs2024-03-29T01:02:28Zhttps://recruitingblogs.com/forum/topics/how-do-you-motivate-your?commentId=502551%3AComment%3A1264224&feed=yes&xn_auth=noNote: Thanks, Tim--for recov…tag:recruitingblogs.com,2011-07-03:502551:Comment:12696282011-07-03T23:55:20.301ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>Note: Thanks, Tim--for recovering my missing post...which I'll reinsert here...for the record.</p>
<p> </p>
<p><em>The "what else that can be done" to motivate a stagnate recruitment effort is to reassess the contributing factors to the spinning of wheels, inefficiencies and lack of speed to results--would be:</em></p>
<br></br>
<p><em>o do identify and get rid of deadwood; couch potatoes; and zombies who are their but are DOA; this sends message that DOA is not acceptable nor is snoring on the…</em></p>
<p>Note: Thanks, Tim--for recovering my missing post...which I'll reinsert here...for the record.</p>
<p> </p>
<p><em>The "what else that can be done" to motivate a stagnate recruitment effort is to reassess the contributing factors to the spinning of wheels, inefficiencies and lack of speed to results--would be:</em></p>
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<p><em>o do identify and get rid of deadwood; couch potatoes; and zombies who are their but are DOA; this sends message that DOA is not acceptable nor is snoring on the job</em></p>
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<p><em>o hand-holding; cuddling in a supportive way; saying positive, inspiring things to each other</em></p>
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<p><em>o benchmarking factors that seems to work with competitors; and what doesn't work with you</em></p>
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<p><em>o establish "open" and "invite only" job fairs; these bring the talent to you; attended by hiring mgmt who will be positioned to make hiring decisions</em></p>
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<p><em>o establish tag-teams where more than one recruiter is responsible for a job result</em></p>
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<p><em>o "Client Brain Picking" wherein you leverage key client employees who know their counterparts in industry (similar to an employee referral program, but in this case the employees are giving you leads)</em></p>
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<p><em>o hire a hungry novice who is not influenced by the team's status quo to move forward at an established pace and fervor<br/></em></p>
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<p><em>...happy to explain.</em></p> Great post, Val! Thanks a lot…tag:recruitingblogs.com,2011-07-03:502551:Comment:12691142011-07-03T10:50:29.668ZLilia Tereshchenkohttps://recruitingblogs.com/profile/Lilia
Great post, Val! Thanks a lot for your ideas!
Great post, Val! Thanks a lot for your ideas! Dear Lilia -
Client managemen…tag:recruitingblogs.com,2011-06-29:502551:Comment:12653162011-06-29T14:46:49.739ZTom Dimmickhttps://recruitingblogs.com/profile/TomDimmick
<p>Dear Lilia -</p>
<p><br></br>Client management and the management of subordinate recruiters are two different problems although both must be resolved by your top management. One of the essential elements of any incentive plan is the ability of the incentive plan to have attainable goals. If the goals are outside the control of the subordinate recruiter, you can not hold them accountable for the results.</p>
<p>But this does not resolve your problem. Client management can also involve…</p>
<p>Dear Lilia -</p>
<p><br/>Client management and the management of subordinate recruiters are two different problems although both must be resolved by your top management. One of the essential elements of any incentive plan is the ability of the incentive plan to have attainable goals. If the goals are outside the control of the subordinate recruiter, you can not hold them accountable for the results.</p>
<p>But this does not resolve your problem. Client management can also involve financial incentives. Fees can be reduced or increased depending upon what behavior you are attempting to reinforce. That is clearly a top management decision but there are plenty of ways to structure it so that it can be a winning outcome for everyone.</p>
<p> </p>
<p> </p>
<p><cite>Lilia Tereshchenko said:</cite></p>
<blockquote cite="http://www.recruitingblogs.com/forum/topics/how-do-you-motivate-your#502551Comment1265018"><div><p>Dear All,</p>
<p> </p>
<p>Thanks for your comments.</p>
<p>So far we have three results from all opinions:</p>
<p>1. Metrics (we have metrics as well) but it follows again...-to the monetary motivation.</p>
<p>2. Bonuses and fees - monetary motivation again.</p>
<p>3. Fire all "non-recruiters"! [Valentino] - this actually is not the best solution. They are good, they are professional, but they are not so efficient I want them to be.</p>
<p>Think about the following: What if your recruiters do not fulfill the plan and are bad according to the metrics results? And not because of themselve, but because of the client, who decides slowly and does the placement slowly. It demotivates them.</p>
</div>
</blockquote> Lilia,
Addressing the hiring…tag:recruitingblogs.com,2011-06-29:502551:Comment:12649272011-06-29T07:35:10.316ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>Lilia,</p>
<p>Addressing the hiring manager who is slowing down the process may solve that particular problem. Hiring managers sometimes need to be reminded that they are hurting or hampering the recruitment process by their slow uptake on reviewing & interviewing candidates. I would suggest the recruiter and HR Manager should attend and resolve the reason for the slowdown. Such a get together will also motivate a recruiter because they'll notice it's a team effort in solving certain…</p>
<p>Lilia,</p>
<p>Addressing the hiring manager who is slowing down the process may solve that particular problem. Hiring managers sometimes need to be reminded that they are hurting or hampering the recruitment process by their slow uptake on reviewing & interviewing candidates. I would suggest the recruiter and HR Manager should attend and resolve the reason for the slowdown. Such a get together will also motivate a recruiter because they'll notice it's a team effort in solving certain problems that are beyond their control.</p> Dear All,
Thanks for your c…tag:recruitingblogs.com,2011-06-29:502551:Comment:12650182011-06-29T05:46:32.526ZLilia Tereshchenkohttps://recruitingblogs.com/profile/Lilia
<p>Dear All,</p>
<p> </p>
<p>Thanks for your comments.</p>
<p>So far we have three results from all opinions:</p>
<p>1. Metrics (we have metrics as well) but it follows again...-to the monetary motivation.</p>
<p>2. Bonuses and fees - monetary motivation again.</p>
<p>3. Fire all "non-recruiters"! [Valentino] - this actually is not the best solution. They are good, they are professional, but they are not so efficient I want them to be.</p>
<p>Think about the following: What if your recruiters…</p>
<p>Dear All,</p>
<p> </p>
<p>Thanks for your comments.</p>
<p>So far we have three results from all opinions:</p>
<p>1. Metrics (we have metrics as well) but it follows again...-to the monetary motivation.</p>
<p>2. Bonuses and fees - monetary motivation again.</p>
<p>3. Fire all "non-recruiters"! [Valentino] - this actually is not the best solution. They are good, they are professional, but they are not so efficient I want them to be.</p>
<p>Think about the following: What if your recruiters do not fulfill the plan and are bad according to the metrics results? And not because of themselve, but because of the client, who decides slowly and does the placement slowly. It demotivates them.</p> When I was getting started we…tag:recruitingblogs.com,2011-06-28:502551:Comment:12646062011-06-28T18:42:38.903ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
<p>When I was getting started we use to get paid a bonus for each sendout over a certain goal each month. Looking back it was a great way to encourage a focus on the key to a recruiters success. </p>
<p> </p>
<p>This removed the "make a placement!!!!" pressure as my job was to make sendouts. The placements then, naturally, occurred. To this day I have the same goal and motivation. You really can't "make" a placement. It's the small stuff that makes them.</p>
<p> </p>
<p>P.S. It didn't…</p>
<p>When I was getting started we use to get paid a bonus for each sendout over a certain goal each month. Looking back it was a great way to encourage a focus on the key to a recruiters success. </p>
<p> </p>
<p>This removed the "make a placement!!!!" pressure as my job was to make sendouts. The placements then, naturally, occurred. To this day I have the same goal and motivation. You really can't "make" a placement. It's the small stuff that makes them.</p>
<p> </p>
<p>P.S. It didn't take the boss long to figure out who was faking sendouts.....:)</p> I've seen a small base being…tag:recruitingblogs.com,2011-06-28:502551:Comment:12644082011-06-28T18:13:35.435ZJennifer Wilsonhttps://recruitingblogs.com/profile/JenniferWilson402
I've seen a small base being anywhere from $25K to a draw against commission plan. <br/><br/><cite>Heather Wienbrock said:</cite>
<blockquote><div><p>Curious: What do you each consider a fair comp plan? If a base + commission - what is your definition of a "Small base"? If commission only what then?</p>
</div>
</blockquote>
I've seen a small base being anywhere from $25K to a draw against commission plan. <br/><br/><cite>Heather Wienbrock said:</cite>
<blockquote><div><p>Curious: What do you each consider a fair comp plan? If a base + commission - what is your definition of a "Small base"? If commission only what then?</p>
</div>
</blockquote> I've also been motivated by a…tag:recruitingblogs.com,2011-06-28:502551:Comment:12644072011-06-28T18:12:48.449ZJennifer Wilsonhttps://recruitingblogs.com/profile/JenniferWilson402
<p>I've also been motivated by a quarterly bonus. - This was based on metrics, time to fill, candidate and manager satisfaction, and 90 day turnover. It made a huge difference to know that you could see how you were doing with the metrics, but also see how well you did by getting paid more for your great work. It wasn’t a huge bonus, but when you think that if you hit target on all of them you could bring home an extra $4K per quarter. (This was a Corporate job as well)</p>
<p>I've also been motivated by a quarterly bonus. - This was based on metrics, time to fill, candidate and manager satisfaction, and 90 day turnover. It made a huge difference to know that you could see how you were doing with the metrics, but also see how well you did by getting paid more for your great work. It wasn’t a huge bonus, but when you think that if you hit target on all of them you could bring home an extra $4K per quarter. (This was a Corporate job as well)</p> Curious: What do you each con…tag:recruitingblogs.com,2011-06-28:502551:Comment:12643992011-06-28T17:10:17.184ZHeather Wienbrockhttps://recruitingblogs.com/profile/Heather8
<p>Curious: What do you each consider a fair comp plan? If a base + commission - what is your definition of a "Small base"? If commission only what then?</p>
<p>Curious: What do you each consider a fair comp plan? If a base + commission - what is your definition of a "Small base"? If commission only what then?</p> I come from the corporate rec…tag:recruitingblogs.com,2011-06-28:502551:Comment:12642242011-06-28T15:53:12.198ZAmanda Lovellhttps://recruitingblogs.com/profile/AmandaLovell
<p>I come from the corporate recruiting side and I am motivated not only by an available bonus - but also that my company pays a generous base salary. So I work harder to perform to expectations. I am also very motivated by expressing leadership and the creative freedom to think outside the box and implement new techniques and strategies for my team and see them work. So, if I have a leader that allows me to do so, I am going to work my butt off to show the team that different things can…</p>
<p>I come from the corporate recruiting side and I am motivated not only by an available bonus - but also that my company pays a generous base salary. So I work harder to perform to expectations. I am also very motivated by expressing leadership and the creative freedom to think outside the box and implement new techniques and strategies for my team and see them work. So, if I have a leader that allows me to do so, I am going to work my butt off to show the team that different things can work.</p>
<p> </p>
<p>With Metrics - I want to hit them... just for the sake of knowing I did. Recognition for achievement is also very important to me.</p>