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Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

  • 1.  Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-05-2021 11:58
    Hello! We are looking for resources and/or shared information on how others may be incentivizing (commissions/bonus programs) their Recruiters/Coordinators. If you are able to share any programs whether that be for individual merit or shared incentive for a branch, we would greatly appreciate it!

    ------------------------------
    Megan Arnovick
    Co-Owner/Business Development
    Synergy Staffing Partners LLC
    Taylorsville UT
    (801) 266-9675
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  • 2.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-06-2021 07:04
    Megan, there are obviously dozens of options to use. I encourage any incentive program to center around your goals. Monthly, quarterly, yearly, and so on. Make sure their commissions or bonuses are geared to achieving the company's goals. I would be happy to share some programs that have worked and some that have not

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    Daniel Hartsell
    Recruiting Manager
    CCS Construction Staffing
    Charlotte NC
    (704) 561-0053
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  • 3.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-06-2021 08:57
    Daniel/Meagan,

    Happy New Year!

    This has been an area that I have struggled with and would appreciate any insight or ideas as well.  

    Thank you in advance.

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    William Rose
    General Manager
    Eclipse Professional Services
    Dallas TX
    (214) 331-7502
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  • 4.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-07-2021 06:12
    William, I'd be happy to brainstorm some ideas with you. daniel@staffccs.com

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    Daniel Hartsell
    Recruiting Manager
    CCS Construction Staffing
    Charlotte NC
    (704) 561-0053
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  • 5.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    2020 Staffing World Attendee
    Posted 01-07-2021 09:48
    We have a tiered commission system that has been very effective for us.  It increases a percent at each level and therfore, incentivizes both sales and recruiting to continue to grow.  Give me a call anytime and I will go over it with you.
    Thanks
    Susie

    ------------------------------
    Susan Dietrich
    Principal
    AllTek Staffing Inc.
    Pittsburgh PA
    (412) 701-9001
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  • 6.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-07-2021 16:42
    Thank you for your time and insight Daniel!

    ------------------------------
    Megan Arnovick
    Co-Owner/Business Development
    Synergy Staffing Partners LLC
    Taylorsville UT
    (801) 266-9675
    ------------------------------

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  • 7.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-06-2021 08:58
    Hi Megan,
    I agree with Daniel. Incentivize the behavior you need for the best outcomes. Focus on growth through increased Gross Margin. Be mindful of unintended consequences. Happy to discuss this with you.
    Claudette Cunitz
    313-549-9640

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    Claudette Cunitz TSC, CSP
    Staffing Industry Consultant, Speaker and Trainer
    CC Advisors Group LLC
    Waterford MI
    (313) 549-9640
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  • 8.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-07-2021 16:43
    Thank you again for your time and shared insight Claudette, it was really nice speaking with you!

    ------------------------------
    Megan Arnovick
    Co-Owner/Business Development
    Synergy Staffing Partners LLC
    Taylorsville UT
    (801) 266-9675
    ------------------------------

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  • 9.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    2020 Staffing World Attendee
    Posted 01-07-2021 06:08
    The fact there are so many different models tells you it can be complicated. I would suggest a couple things. 

    1. KISS model (Keep It Simple Silly)
    2. Include your recruiters and coordinators in developing the plan so they have ownership of it.
    3. Plan and communicate that the plan will be reviewed and adjusted every qtr.
    4. Make sure it promotes profitable business.
    5. Develop it within the framework of your existing technology. ( Don't create an administrative burden)

    Remember a commission plan is not a replacement for having defined processes and managing your people. Often I see comision plans get complicated because they are trying manage by commission versus just managing your people.

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    Wally Nehls
    Director of IT
    Peoplelink Group
    South Bend IN
    (574) 401-6236
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  • 10.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-07-2021 16:44
    We agree Wally, but really need an example or template if you have anything you might be able to share? Take care!

    ------------------------------
    Megan Arnovick
    Co-Owner/Business Development
    Synergy Staffing Partners LLC
    Taylorsville UT
    (801) 266-9675
    ------------------------------

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  • 11.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-07-2021 09:23
    Megan - You have received some excellent feedback on your question. I'll throw out a few more things to consider:

    • Incentives need to be based on things that the incentivized individual/branch has control over. If the branch receives a bonus for bottom line return but has a number of expenses imposed on their P&L of which they did not directly incur, you've just created a disincentive. 
    • Make sure that the incentive targets are truly areas that performance can impact. In other words, don't pay for performance that you would get anyway. I've seen sales contest and promotions that develop short-term incentives for certain results and, without fail, the people and profit centers that come out on top are the ones that would have performed at the same level without the incentive.
    • I would argue that while you cannot create a program that never needs to be reviewed and adjusted, you want to strive for a program that doesn't require constant changes. It won't motivate superior performance if the participants feel like the rules can (and do) get changed all the time. There needs to be some predicability to the program.
    • As Wally Nehls points out, keep it simple! The participants should be able to immediately calculate quickly and easily where they stand with regard to incentive and bonus earnings. If it's too hard to understand and compute, you can expect that it will be of little or no value.
    If you need some outside help, I would recommend Tom Kosnik of the Visus Group. They work with staffing firms on compensation plans.

    Good luck!

    ------------------------------
    Jay Mattern
    CEO
    TerraFirma Marketing
    South Bend IN
    (574) 213-3855
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  • 12.  RE: Commission / Bonus structure for Light Industrial Staff Coordinators/Recruiters

    Posted 01-07-2021 16:46
    Very helpful Jay, thank you for sharing your time and knowledge. We may reach out to Visus as we want to ensure our structure is solid and works for all. Stay safe!

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    Megan Arnovick
    Co-Owner/Business Development
    Synergy Staffing Partners LLC
    Taylorsville UT
    (801) 266-9675
    ------------------------------

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