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Recruiter incentive plan
Recruiting & Staffing
Recruiter incentive plan
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
What incentive plan elements do you recommend for an in-house recruiter? We are in the healthcare industry we want to incent the recruitment of clinical professionals, such as physicians and dentists.
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Forums » Topic Forums » Recruiting & Staffing » Recruiter incentive plan
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Recruiter incentive plan
posted at 3/1/2010 5:12 AM EST
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Posts: 1
First: 3/1/2010 Last: 3/1/2010 |
I worked extensively on a plan that was never implemented as it became too complex. While we wanted to encourage our recruiters to recruit more agressively, we did not want them to place warm bodies in positions. We decided to hold the payment until the new hire had been on the job for a certain period of time. Which brought up an issue that beyond the control of the recruiter - departments with chronic turnover. Also, we decided not to make the incentive tied to salary of the new hire so as to not encourage recruiters to drive up salary costs of new hires. The final plan was to pay a flat rate depending on the level of the position hired. The payout was split in two. The first payout after 6 months and the rest after 12 months. We had far too many recuiters and hires to implement without hiring someone to administer the plan. |
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Recruiter incentive plan
posted at 3/11/2010 5:30 AM EST
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Posts: 2
First: 3/11/2010 Last: 10/14/2010 |
I am sure everyone will get out the torches and pitchforks after I say this, but I firmly believe that incentives are not necessary. A staff recruiter is paid to get the job done. Now, if they are underpaid, I could see value in such a plan, but in reality, isn't an employee paid to give 100% effort? If their production increases due to an incentive, doesn't that reflect that they have not been doing their utmost? Now, if the benchmarks are established to show what "superior" performance truly is, that creates a different scenario. |
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Recruiter incentive plan
posted at 3/11/2010 5:57 AM EST
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Posts: 1
First: 3/11/2010 Last: 3/11/2010 |
Iâm with Tomcash. I have been a recruiter for a large hospital and I was paid to get the positions filled. We did try to figure out an incentive plan but ran into some of the same obstacles, our goal was a little different we tried to create an incentive plan for filling positions that we would typically use an agency for. |
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Recruiter incentive plan
posted at 3/11/2010 7:52 AM EST
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Posts: 1
First: 3/11/2010 Last: 3/11/2010 |
I agree I am a recruiter for a customer service call center. When we are compelled to fill postions just to to fill seats we end up with high attrition for 6 months after. We are finding that if we set a high standard at the front door it filters down through the rest of the organization. If recruiters receive incentive pay it shouldn't be based just on filled positions. There should be some industry quality standards combined with quantity standards. A good discussion for the future might be what quality standards should we be looking at? |
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Recruiter incentive plan
posted at 3/12/2010 5:00 AM EST
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Posts: 1
First: 3/12/2010 Last: 3/12/2010 |
What if your original position was as a HR Manager and after a year, you were given the additional responsibility of recruiting? That change saving the company a lot of money on outside recruiter fees? |
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Recruiter incentive plan
posted at 3/12/2010 5:44 AM EST
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Posts: 562
First: 11/12/2009 Last: 9/14/2011 |
I'd say that was part of your job as assigned and that your reward will be an ability to advance within your organization.
Internal recruiters should have no real expectation of being compensated like agency recruiters. There's just not the same level of risk or difficulties in communicating with hiring managers. The basics of recruiting between the two are similar, but there's a wide variance in the difficulties. Successfully recruiting candidates should be rewarded by a bonus program typical for your organization. |
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