Recruiting Managers - Know your customers?

Too many times I see comp plans and managers set up metrics that have no real impact on recruiters and sales folks success.  They use some industry standard of number of placements, number of calls etc with no real know of what works for their own clients. 

Clients come in many different packages.  Everything from high volume/high submittal VMS, no VMS but the client wants to see 50 resumes from 100 different companies before setting up interviews, and the heaven sent, "just give me your best candidate" types.  How in the world can you really set up only one set of metrics if you have a any one major client like this? 

Take a really long look and gather the data over 12-18 months of where your requirements come from, how many resumes it takes to get a hire, what kinds of skill sets and how long is their cycle from submittal to hire.  Keep a pure business mind set and keep your opinions and emotions out of it.  Then set up your comp plans and metrics to promote success.  Adjust your comp plan so if someone hits these numbers, you pay them well for your market place.  The good recruiters will thrive and the others will fire themselves.

If you are having trouble gathering these numbers and taking a hard cold look at them, see if you can find a local senior recruiter or maybe an independent recruiter in your area to put them together for you at a reasonable cost.  It will pay you back, if done right.

Comments

[Kelly Stuart]

Good timely topic.. The author points to a number of factors that very important.

If you are interested in HR metrics and KPI in business, check this web-site to learn more about Metrics

http://www.business-development-metrics.com