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In-house Recruiter Incentive Plans (2)
Recruiting & Staffing
In-house Recruiter Incentive Plans (2)
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I am in charge of staffing a large healthcare company in an enviroment of rapidly escalating labor shortages. I am interested in learning if any company, in any industry, has an incentive plan that is
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Forums » Topic Forums » Recruiting & Staffing » In-house Recruiter Incentive Plans (2)
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In-house Recruiter Incentive Plans (2)
posted at 8/10/2001 6:33 AM EDT
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Posts: 2
First: 8/10/2001 Last: 8/21/2001 |
I am in charge of staffing a large healthcare company in an enviroment of rapidly escalating labor shortages. I am interested in learning if any company, in any industry, has an incentive plan that is relatively simple to administer and effective for in-house recruiters who staff for every type of employee (from service to clinical to professional). Thanks in advance for any help!! |
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In-house Recruiter Incentive Plans (2)
posted at 8/21/2001 2:17 AM EDT
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Posts: 8
First: 8/31/2000 Last: 8/21/2001 |
As the director of HR with two internal recruiters, we devised an easy-to-administer recruitment bonus. Recruiters receive a flat bonus of 2% the new hire's salary for regular positions (p/t and f/t). And, for very easy to fill entry-level temporary positions, depending on the work status (p/t and f/t), we offer either $100 or $200 per hire. Our recruiters are very satisfied with this plan, and we have a simple spreadsheet with basic information (new hire name, title, start date, salary, stock options, and bonus columns)to track the hires for payroll processing.
Hope this helps! |
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In-house Recruiter Incentive Plans (2)
posted at 8/21/2001 6:58 AM EDT
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Posts: 16
First: 8/26/1999 Last: 2/6/2002 |
Hello
I have been in recruiting for about 10 years - primarily in technology but have been accountable for all types of positions. Here are a few plans that I developed or participated in.... 1. 3 tier - set up levels of recruiting - high turnover, hard to fill, critical - figure out with input from the recruiter an agreeable structure. Each tier had a placement bonus attached - the new hire had to be on board for 3 months min prior to payment. 2. Bonus either on the quarter or end of year based on cost savings - enhanced adveritsing, managed placement fees, helped with retention 3. Retention objectives - 4. Time to hire - usually have to have levels pending on the position From my experience placements from agencies would not qualify for bonuses. It was always helpful to have a business plan that was approved by senior management not just HR that linked staffing to the business. Let me know if you have questions, or want more detail |
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In-house Recruiter Incentive Plans (2)
posted at 8/21/2001 7:40 AM EDT
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Posts: 2
First: 8/10/2001 Last: 8/21/2001 |
Are your bonuses paid on top of a market competitive base salary? If so, what do you estimate is the percentage that the bonus $$ make up of the recruiter's total comp?
Thanks for your help!! Robin Fell |
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In-house Recruiter Incentive Plans (2)
posted at 8/21/2001 7:49 AM EDT
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Posts: 4
First: 8/21/2001 Last: 8/21/2001 |
Robin,
You may want to look at an Employee Referral Program. If you already have one you may look at increasing the bonus for hard-to-fill positions for a limited time. ERPs are cost-effective and great for retention. I have seen referral programs used in the healthcare industry. Let me know if you need more details. |
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In-house Recruiter Incentive Plans (2)
posted at 8/21/2001 10:06 AM EDT
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Posts: 2
First: 8/21/2001 Last: 8/31/2001 |
Robin,
We deal with one of the largest health systems in the nation on various strategic issues. My suggestion would be to look at this from a different perspective. Incentive plans, referral programs, etc. are o.k., but you need to address why current employees are leaving (retention) and what potential employees are looking for in an employer. If you know what the "true drivers" are of these issues, you then stack the deck in favor of your recruiters, and they have something solid to work with in the recruitment process. I know it sounds cliche but address the problems not the symptoms. Your first course of action is to IDENTIFY THE DRIVERS of these critical areas. Feel free to contact me with more questions. |
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In-house Recruiter Incentive Plans (2)
posted at 8/21/2001 10:36 AM EDT
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Posts: 1
First: 8/21/2001 Last: 8/21/2001 |
We pay anybody working here $50 for a resume resulting in an interview and $500 if the person is hired and survives a 3 month probationery period. We find people working here are often the best judge of who would fit in and has the basic skills. |
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In-house Recruiter Incentive Plans (2)
posted at 8/22/2001 6:46 PM EDT
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Posts: 2
First: 4/2/2001 Last: 8/22/2001 |
I work in a Large IT company with global presence.
Companies requiring large scale recruits need a robust incentive plan. I could suggest a stage based incentive plan which works very well over a period of time; 1) Split your requirements into three categories, good/bad/ugly based on the crticality to your business and availability of resources in the market. 2) split the stages of hiring into shortlisted CV/Interviewd/offered/joined 3) define a point based scheme for each stage defined above, the recruiter earns "x" points 4) say each point is equal to "x" dollars (conversion rate) 5) this is a quarterly scheme, at the end of each quarter the recruiter redeems the points for cash. 6) keep a threshhold or qualifying limit, once the recruiter exceeds the limit he qualifies for encashing his/her points... else they lapse, you start with zero for the next quarter. 7)extend this to an annual plan, give out a bumper prize like a vacation etc., for recruiters with the highest points. "the essence of any successful incentive plan is - easy to understand by the users, easy to implement by the admn...people shd see money..." you can reach me on mahidhar.reddy@digital.com |
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In-house Recruiter Incentive Plans (2)
posted at 8/27/2001 1:52 AM EDT
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Posts: 2
First: 8/16/2001 Last: 8/27/2001 |
I am the HRIS Coordinator at a 1200 employee physician owned healthcare facility and we also deal with staffing issues.
We do have two plans - one for the recruitment of physicians and one for the recruitment of staff. The award for the referral of a new regular full-time physician employee shall be $10,000.00 for designated physician positions. The referral of a physician candidate not on the designated "critical-need" recruitment list is excluded from the physician recruitment award program. The award amount will be paid to the referring employee in two installments: $5,000.00 when the referred physician begins employment and $5,000 when the referred physician attains stockholder status (2 years from start date). The award for the referral of a new regular full-time employee (30 hours or more per week) shall be $200.00. The award for the referral of a new regular part-time employee shall be $100.00. The referral of a temporary, on-call, or contract employee is excluded from the recruitment award program. The award amount will be paid to the recruiting employee after the recruited employee completes 90 days of active status employment. Employees in Human Resources, Professional Staff, Supervisors, and Managers are excluded from the recruitment award program. Award amounts will be paid as a one-time adjustment to gross pay and are subject to applicable taxes. To be eligible for the recruitment award for a former employee, the former employee must have been separated for a period of more than two (2) years. Only one recruitment award per new hire will be paid. Human Resources will honor the first, valid recruitment application by verification of candidate. We have the recruiter call a phone line when they have a candidate apply with us and this is logged in our HRIS and paid out if the candidate is hired. There are many things you have to think about when setting this up but, once it is set - it is pretty easy to administer. Jennifer Barclay HRIS Coordinator |
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In-house Recruiter Incentive Plans (2)
posted at 8/31/2001 10:42 AM EDT
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Posts: 1
First: 8/31/2001 Last: 8/31/2001 |
I think we've strayed from the original topic--many of your responses have been related to incentives for employee referrals. I, like Robin, manage an in-house staff of recruiting specialists, and I'm looking for a variable comp/incentive plan for them...I appreciate LDG Johnson's comments, and would appreciate more info like that. |
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