I’m interested in connecting with individuals who run corporate recruiting functions in house for their organization. We currently have in house recruiters. (Company size is roughly 8000 employees and $2B in revenue - 0perate in 46 states with 400+ offices.) We are working to transition the recruitment mindset from operating like recruiters who post to the typical job boards and facilitates the process to switch their mentalities to working more from an “agency” mindset, through networking and pure selling ability. As a part of this exercise, we are working on developing a bonus/commission structure surrounding their activity. I’d welcome thoughts on these two issues.
Thanks, Brooke Willey, HR Director, Yellow Book USA
Derek Wright said on April 19th, 2007 at 2:00 pm
Hi Brooke,
You may want to structure your recruiter’s comp in a similar fashion to your Adverstising Sales folks. This could create alignment and a feeling of shared pain.
If you don’t want to go 100% commission or into a draw situation, which can be a shocking adjustment to most recruiting departments, I would look to pay commissions/success fees based on factors that are most important to the success of your effort. Some may be:
1. First Interview
2. Start
3. Retention Bonus @ 90-180 days.
This incentive pay can be paid individually, but I would advise you to tie some or all of these bonuses to overall recruitment objectives and, to whatever extent possible, to corporate success. All-for-one, one-for-all.
Implementation can be stressful because, in most situations, you will need to lower salaries in order to maintain your budget. Careful illustration that the successful recruiters will make more money than they do currently should help minimize any pain from your star performers.
Good luck!