8 Suggestions for Retaining Your Recruiters

Dear Barb,

How do I compete against the companies that offer my recruiters the ability to work from home, much higher commissions and provide them with an ATS, back office and support?

Sarah R.
Los Angeles, CA

Dear Sarah,

This is no different than your recruiters going to work for one of your competitors, except for the ability to work from home. Many recruiters want to work virtually, but not everyone can maintain their production. In fact, production often reduces by anywhere from 50-75%. There are many more distractions and they lose the benefit of interaction with co-workers and the “hum” in the office.

When I worked at home while my husband was recuperating, I found myself very distracted and my family and friends did not understand I was “working” from home.

Suggestions to retain your recruiters:

  1. Back up your top producers with individuals who only recruit on their orders.
  2. Create a motivating environment.
  3. Focus your contests on the business and personal goals of your team
  4. Create contests that everyone can win.
  5. Keep your employees well informed.
  6. Identify talents not being used during performance reviews.
  7. Consider flexible hours or partial virtual arrangements.
  8. Show them you care, can be trusted and keep your word.

We make a living recruiting individuals and yet it will always be gut wrenching when someone recruits one of our top producers. Make sure you have two individuals assigned to every client. If someone does leave, there is another person on your team who knows the client and has established rapport.

Barbara J. Bruno, CPC, CTS

Dear Barb,

How do I compete against the companies that offer my recruiters the ability to work from home, much higher commissions and provide them with an ATS, back office and support?

Sarah R.

Los Angeles, CA

 

Dear Sarah,

This is no different than your recruiters going to work for one of your competitors, except for the ability to work from home. Many recruiters want to work virtual, but not everyone can maintain their production. In fact, production often reduces by anywhere from 50-75%. There are many more distractions and they lose the benefit of interaction with co-workers and the “hum” in the office.

 

When I worked at home while my husband was recuperating, I found myself very distracted and my family and friends did not understand I was “working” from home

 

Suggestions to retain your recruiters:

 

1.    Back up your top producers with individuals who only recruit on their orders

2.    Create a motivating environment

3.    Focus your contests on the business and personal goals of your team

4.    Create contests that everyone can win

5.    Keep your employees well informed

Article Continues Below

6.    Identify talents not being used during performance reviews

7.    Consider flexible hours or partial virtual arrangements

8.    Show them you care, can be trusted and keep your word

 

Text Box: Are Your Recruiters Employees or
 Independent Contractors?

You need more than just a good guess here, since the IRS is cracking down and hard on misclassifications.

Beginning on page 6, Debbie Fledderjohann, president of Top Echelon Contracting, offers guidance on how to decide. See her article “Stakes Getting Higher for Independent Contactor Misclassification.”
We make a living recruiting individuals and yet it will always be gut wrenching when someone recruits one of our top producers. Make sure you have two individuals assigned to every client. If someone does leave, there is another person on your team who knows the client and has established rapport.

Barbara J. Bruno, CPC, CTS

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Barb Bruno, CPC, CTS, is one of the most trusted experts, speakers, and trainers in the Staffing and Recruiting Professions. If you want to receive FREE training articles from Barb, sign up for her NO BS Newsletter! Barb has spent the last twenty years focused on helping Owners, Managers, and Recruiters increase their sales, profits, and income.

Her Top Producer Tutor web-based training program jumps-starts new hires and takes experienced recruiters to their next level of production. Barb's cutting-edge program, Happy Candidates, provides you with a Customized Career Portal in less than 10 minutes. Happy Candidates allows you to help the 95% of candidates you don?t place and eliminates the greatest time waster in your business.

If you'd like to contact Barb, call (219) 663-9609 or email support@staffingandrecruiting.com.

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