ASA Central Network

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  • 1.  bonus plan for recruiters

    Posted 01-16-2018 15:47
    ​​​I would like to know if anyone uses a bonus plan for your recruiters?  Appreciate your feedback.  Thanks, Chuck

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    Charles Novick
    President
    CnStaffing inc.
    Richardson TX
    (972) 484-3922
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    Avionte Ad 1.26.23


  • 2.  RE: bonus plan for recruiters

    Posted 01-17-2018 08:12
    The ASA Staffing Compensation and Benefits Survey provides benchmarks for 27 staffing industry-specific positions, including a variety of sales and recruiting titles. Base salary, bonus, incentive, and commission data are collected for each position listed in the online survey platform. Participation in the survey is free to ASA members and you gain immediate access to the online reports (with customizable filters) once you enter your staffing company's data. You can learn more at americanstaffing.net/compensation, or by contacting me.

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    Cynthia Poole
    Director, Research
    American Staffing Association
    (703) 253-2048
    cpoole@americanstaffing.net
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    Original Message
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  • 3.  RE: bonus plan for recruiters

    Posted 01-17-2018 10:50
    I have used several over the years.  A % of GP on profitable months, an individual quota system based on placements, hours and a performance matrix.  The one I always felt worked best was a bonus based on hours.  If the office hit it's goal on hours for the month each recruiter was paid a bonus on a scale weighted by title.  For every 500 hours above goa the bonus increased. This simple approach seemed to work best.

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    [Larry] [Williams] Director of Sales]
    [VIP Staffing]
    [Houston] [TX]
    [281-443-6060]
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    Original Message
    Avionte Ad 1.26.23


  • 4.  RE: bonus plan for recruiters

    Posted 01-18-2018 09:26
    Edited by Danny Minor 01-18-2018 11:00
    Hey Charles!

    This year I introduced a recruiter bonus plan that creates focus on growth for Allegiance Staffing.  Our Recruiter Bonus/Commission plan compensates our recruiters X on every hour billed over the previous month hours billed.  Since I believe the salaries that are paid to our recruiters are above average in the light industrial sector, I had to create a plan that would benefit Allegiance as well as the recruiter without increasing my overhead with no monetary gain. In addition, I introduced monetary detractors as well that involve metrics established by the Branch Manager that  include the following; new hires, task, quality placements, client visits and reporting.

    I hope to create a stronger ethic of the following:
    a. Focus on every hour available 
    b. Increase recruiter pump calls
    c. Be willing to take the difficult job orders from sales team
    d. Be more engaged in the tracking of office hours billed
    e. Push the sales rep ( Accountability to each other )
    f. Maintain quality control why growing 

    Happy New Year!




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    Danny Minor CSP
    Operations Manager
    Allegiance Staffing LLC
    Spring TX
    (281) 355-9222
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    Original Message
    Avionte Ad 1.26.23


  • 5.  RE: bonus plan for recruiters

    Posted 10 days ago

    We are exploring restructuring our bonus plan for temp recruiters. It is currently % based on hour profit. I see a lot of benefit in Danny's recommendation. Does anyone else have a method they have seen success with?



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    Jamie Stafford CSP
    Risk Manager
    Key Staffing
    Topeka KS
    (785) 272-9999
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    Original Message
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