Compensation and incentive plans for Recruiters

[Natalie Tilley]

I am seeking some recommendations on your experience with
incentive/commission/bonus programs for in-house or corporate
recruiters. Please share any input or experience on the following,
no matter how brief:

base salary only or incentive/bonuses offered?
Exempt or non-exempt?
Individual vs. team incentives?
Bonus vs. commissions?
Frequency of incentives (i.e. monthly, quarterly, etc.)
Time line of payouts (i.e. after 60 days, 90 days, etc.)
Criteria for incentive (quantity, quality of hired employee's
performance, etc.)
Base salary range for in-house recruiters
Commission or bonus range for in-house recruiters


I do realize some of this information is quite personal; therefore,
this info will be kept confidential and will not be distributed with
your company or personal info. Please share what you feel
comfortable or give generic ranges where applicable

Any information that you can share is helpful

Big thanks in advance,
Natalie C. Tilley

Corporate
Recruiter

Tel [phone]
Ext 858.964.3818
Fax [phone]

[e-mail]

10182 Telesis Court
San Diego, CA 92121
http://careers.activenetwork.com/

We are hiring for a variety of opportunities…check us out!!!

[Vita Rotchford]

Natalie,
I was an inside recruiter for years. I had several different comp plans - low base/high commission - high base/lower quarterly bonus - medium base/medium commission - then just a flat high hourly rate.
I have opinions on all of course - but they focus really on a few key factors.
Will the information TRULY be kept confidential (especially from the hiring managers). When there is commission riding on a placement (hire) it can skew the motives of the recruiter and have the hiring managers question if the candidate is truly a strong fit or is the recruiter just looking to make money. I had a unfortunate situation happen when my compensation was leaked. Despite my successes and relationships in the company - all the hires I made, once this information was leaked I had sales managers (my hiring managers) raising questions. It questioned my ethics and integrity. So, my initial reaction would be for a company to reward for production, results - have it be a healthy motivator but not the driving motives of the recruiter. It should be about recruiting talent - making a marriage between the company and the candidate.
Other factors would be work load - type of positions being recruited (easy fill or tough to fill) - industry - etc etc.

My 2 cents worth.
All my best!
Vita