Having been in recruitment for some time, I understand that recruiters are, for the most part, financially motivated.

I am keen to use this topic and get everyone to share some of the more successful commission structures and incentives out there that helped encourage high achievers and weed out those who were just winging it.

What other points / incentives / activities / perks have you found in recruitment industry that helped attracting good recruiters and also retaining them longer-term.

I will start by some suggestions:

At one of my previous companies we had a rolling monthly threshold that we had to meet before making commission. The threshold was based on the cost of having that recruiter there (ie: salaries and bills). For example lets say the threshold was 12 k per month. If they then billed more than 12k that month for the first 5k they got 20% of that portion, between 5k to 10k they got 25% of that portion and so on for every 5k until they hit 35%. The commissions were uncapped and paid quarterly.If however they did not meet their monthly threshold it rolled into next month (the reason was that their cost had to be met before that recruiter made a commission).

There was also a target which varied based on seniority of that consultant. For example if the said consultant has 20k target and achieved or exceeded this for 3 consecutive months they qualified for cash bonuses and extra paid leave.

Other things they did were the marketing hours and competitions where there was a prize at the end of it, occasional social drinks and activities were also included for team building purposes.

I am keen to hear stories from everyone on what worked for them and their company and what didn't work for them (both in terms of financial remuneration and other incentives).