I could use some input/advice from the field.  We are considering hiring off site recruiters and have not previously done this.  Does anyone have any experience [good or not good] with using off site personnel.  For example, how do you pay them? Draw against commission, straight commission, other? Same of expenses. I could use any help, including how to properly supervise their work and deliverables. Thanks.

Views: 355

Comment by C. B. Stalling!! on February 7, 2011 at 4:56pm

I will send you some info tonight I need to run to a meeting

Comment by Thomas on February 7, 2011 at 5:28pm
Thanks C.B. I appreciate it.
Comment by Monica Olson on February 7, 2011 at 9:15pm
Since I do this as a recruiter, I'm paid as a 1099, straight commission.
Comment by Thomas on February 8, 2011 at 10:12am
Monica, do you work for yourself or are you a 1099 recruiter for a firm?  What kind of commission split do you work work with your employer? And, does that take into consideration the job order development? I'm still trying to get my arms around all of this.
Comment by Thomas on February 8, 2011 at 10:13am



I got your direct message and you raise good points. I'll get you my comments after I think more about all of this.

Comment by Barbara Goldman on February 8, 2011 at 10:52am

I have had success with virtual recruiters.

Basically, communication is everything. Also, I have not been successful at training new people virtually. All trainees are in the office.

Right now, I only have one actual employee that works from home. I had more, but monitoring is more than we can handle right now. I also have virtual recruiters who are independents.


The legalities of dealing with insurance, etc in different states is daunting for a small company.


Your independent recruiters will be a mixed bag. You can't tell them what to do, or monitor them in any way. I've already been around the bush with the IRS about this. I had two virtual recruiters who turned us in to the IRS stating that we controlled them, of course we didn't, but it was still a hassle.

I'm still weighing whether off site employees are worth the time and effort. It's easier for us to monitor them in the office.

I'm also still tossing around the independents.  Some are good, some are worthless, and some are good for the entertainment value. We have decided to clean out our independents who don't produce, and keep the ones who do.I'm debating as to whether any of this has been worth the time, effort, and expense.  Yes, we make placements, yes it works, but I question whether it's worth our time.

Feel free to call me.





Comment by C. B. Stalling!! on February 8, 2011 at 2:48pm
I am 1099 too 757-548-4959 let talk
Comment by Brian Larson on February 11, 2011 at 1:38pm
Good comments by Jeff.  We use remote sales reps across the country as part of our overall sales staff. It does create some challenges, many of which can be managed with the proper technology: a CRM that is transparent to the manger, a phone system (we use Cisco) that is the same.  We also make regular use of webinars/video conferencing and instant messaging.  This not only allows the manager to monitor, direct and coach the remote sales rep, but also helps incorporate them into the "team" setting so they don't feel like they are out there on an island.  This communication needs to be both structured (weekly 1-on-1's for review/rewards, coaching, etc.) and unstructured (open door/phone/email, etc.) policy.  The more you can integrate them into a true teaming environment, the better.  Not just with the manger, but with the rest of the sales team and support staff as well.  Group or team settings for some of this communication can be just as important as the individual communication. Hope that helps.


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