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Recruitment Helpers
Recruiting & Staffing
Recruitment Helpers
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
The owner of our small company came to me with this idea today and I'm wondering if anyone has ever approached recruitment from this angle. We hire lots of students for PT work in a call center enviro
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Forums » Topic Forums » Recruiting & Staffing » Recruitment Helpers
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Recruitment Helpers
posted at 9/21/1999 7:06 AM EDT
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Posts: 12
First: 6/15/1999 Last: 9/21/1999 |
The owner of our small company came to me with this idea today and I'm wondering if anyone has ever approached recruitment from this angle. We hire lots of students for PT work in a call center environment, where the hours are very flexible. We, like everyone else, are having a difficult time recruiting. The owner was thinking about running an ad for a "recruiter" (maybe a college student) to go out and pound the pavement on campus and in coffeshops, etc. to find recruits for us. The only pay they would receive would be a finder's fee per referral. They would have an opportunity to amke as much as they can (maybe $25/person). I know we'd have to set some sort of quota/expectation and I'm not sure if this would work. Does anyone have any ideas or can see any pitfalls? We already have an employee referral program, but need some extra help. Please help! |
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Recruitment Helpers
posted at 9/24/1999 6:30 AM EDT
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Posts: 36
First: 8/4/1999 Last: 10/26/2002 |
Think about paying a higher fee for each person hired, not each person referred, or you may be paying for really unqualified bodies. Also, be sure you pay your "recruiter" legally; on the payroll or through a temp agency and withhold taxes, etc.
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Recruitment Helpers
posted at 9/28/1999 3:30 PM EDT
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Posts: 8
First: 7/31/1999 Last: 9/28/1999 |
I have seen this work under slightly different circumstances. A company I work with uses a diverse, predominantly foreign national, workforce. They hired a recruiter to work in the "Indian" community to find potential employees and she has been very successful. She gets paid considerably more that $25 per person though. They pay her an upfront fee for those they do hire and a "back end" retention fee for those who last 90 days. I would suggest that to really be effective, the total fee needs to be at least an order of magnitude (250 not 25) larger than you suggested.
Whatever you do, I think you need to make it clear (in writing) that you won't discuss your reasons for hiring or rejecting the applicants they bring in except in very broad, general terms to help guide their future efforts. A specific decision about a specific individual is entirely up to the company and the recruiter (or an internal referral for that matter) has no right to this private information. FYI - I was there one day when the recruiter brought in a whole crew (4 people) from a local McDonalds to be interviewed. Apparently, their supervisor went on a tirade and they were fed up. Only one was hired from that crew, but it does make for some interesting situations. |
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Recruitment Helpers
posted at 10/11/1999 9:51 PM EDT
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Posts: 2
First: 10/11/1999 Last: 12/1/1999 |
Hi Angie,
It's probably a real good idea. Certianly, it's low risk. The trick will be finding an "influencer" who knows how to meet people. The only real downside I see is if who ever you hire turns out to be real good, they'll get recruited away by a search firm. It may be a good idea to poll your existing employee base and then try and hire someone as much like them as possible. |
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Recruitment Helpers
posted at 11/22/1999 9:16 PM EST
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Posts: 12
First: 9/9/1999 Last: 12/13/2002 |
Hello Angie!
I'm currently a Recruiting Manager in a Call Center and we do have a college recruiter (she currently works for us a telemarketer). We pay her an extra $50 for everyone that is hired on top of her $100 employee referral so a total of $150 after the new hire works 100 hours. She has been of some help in the beginning. I think they get really excited and then forget it's part of their job. Good Luck!! My only advice is to make sure the recruiter totally understands what you expect of them. |
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Recruitment Helpers
posted at 12/20/1999 1:35 AM EST
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Posts: 6
First: 8/4/1999 Last: 12/20/1999 |
While this appears to be a step in th right direction, I'm wondering if it might be a bit more enticing to someone alrady on your staff as a "bonus" plan. For every person recruited who is successful in their introductory period a pay-out is provided at the rate of $50.00. That makes it more affordable than actually hiring someone to recruit--besides--then you have to recruit for the recruiter! |
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