Hi Erin –
Andrew Hill had a good conversation / survey going back on this same subject back in November. Maybe search that on ASA Central.
Have a good one!
Carl Rudolph, CSP
Owner / General Manager
"Helping your company build a winning team!"
Funny you bring this up I am working on the same. I have a hybrid HR position that is grouped with staffing for two types of positions, hourly field employees as well as corporate. The base comp for this individual is relatively high and I am trying to determine commission. I have always done a lower base plus a commission of percentage of revenue, the higher commission based on hitting targets for the annual budget. I am a little torn on this one with the base being higher.
Typically for a base full cycle recruiter we would pay about a base plus commission and when reaching rev goals bumping up to a higher commission. For temp we pay on the net, for direct we pay on the full fee.
Hybrid positions can be tricky. Since you are already paying a higher base and without knowing your current commission structure, I would recommend a quarterly bonus based of a select few KPI's. Ask, "what's the most important thing this role needs to accomplish" and create an easily measured KPI around that. Ask again for the #2 and #3 goals for this role and so on.
Happy to discuss this with you in greater detail.
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