Getting Your Recruiters to be Consistent

Do you need help in getting your recruiters to consistently do the basics that you know would make them more successful?

You have some recruiters who have the basic skills to be successful but who are keeping their activity consistent and therefore have marginal success. There are many reasons that this could be happening but one of the most common is that it seems boring and unimportant to track numbers and focus on activity.

The Challenge- You have some recruiters who have the basic skills to be successful but who are keeping their activity consistent and therefore have marginal success. You've told them time and again, "Stay on the phone, track your numbers, look at your ratios, plan your calls" but it does not seem to stick.

The Solution- There are many reasons that this could be happening but one of the most common is that it seems boring and unimportant to track numbers and focus on activity. Recruiters generally like to chase "hot deals" (who doesn't?) and the discipline involved in consistently doing the essentials is usually an acquired skill. One way to connect this and to make it more of a self-motivated goal comes from the Morgan method, and that is to pay your recruiters a small bonus for exceptional activity levels.

There are many ways to do this without having it be an extra cost. Generally, you would adjust their commission to reflect this change. If you truly believe that good activity (new interviews, qualified search assignments etc.) leads directly to placements then this concept will be of benefit to both you and the recruiter. Now they are motivated by something other than you to focus on their activity levels.

Another Morgan Method concept that is very powerful is to create calling blocks that the whole team participates in. For instance, if everyone in the office does marketing calls from 9AM- 11:30AM it creates a synergy and peer accountability that would not be there otherwise.

Another idea is to encourage your recruiters to set up a small daily reward when they have hit a certain amount of conversations (not calls) in a morning. For instance, after their fifth marketing conversation, they get a 15-minute break to get some air, have a cup of coffee etc. When I coach owners on getting their Recruiters to do the basics consistently, we usually focus on creating systems and accountability that make very little work for the owner and helps the recruiters to motivate themselves.








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