How to Motivate Your New Recruiters
When I started my career as a recruiter, I was always ready to quit. The first month was really bad. I started with her cohort of five, and her colleagues quickly showed impressive activity. Within two months, everyone in my cohort was on multiple internships, except me. I wondered what I had done wrong and was incredibly frustrated. It took over 3 months to get a place.
But then something interesting happened. I was the last intern and he was the only one in my cohort to survive a year in the agency. And today, 25 years later, I am firmly planted in this very rewarding industry. Based on my own observations, the average agency recruiter’s career span is only 1-2 years. Even this short timeframe was recently tested.
Recruiter burnout surged as competition for talent intensified and so-called “brute resignations” led to significant turnover.
How can you motivate recruiters to continue to succeed rather than move on? I discovered that it can make a big difference.
1. Make time for proper workouts
Why Do Recruiters Stop Hiring? Recruiters leave dissatisfied not only with their results, but also with their personal performance. Conversely, what does a good hiring team look like? One that has been thoroughly implemented and trained.
If young recruits do not have proper training when entering the industry, they start at a disadvantage and try their best to get internships and earn commissions, often unsuccessfully. Then frustration and pessimism will rise, which will inevitably lead to smoking cessation. Luckily, you can motivate recruiters and mitigate this frustration.
share domain knowledge
You can say that you can lead the conversation. Successful recruiters must understand the field in which they work. For example, if you work in the technology sector, you should learn as much as possible about it. You should be able to discuss topics such as front-end and back-end software development and technical roles related to these functions. Or, if you work in retail, you should be familiar with consumer products and the jobs associated with those products. It’s important to fully understand what recruiters are looking for.
So start small and prepare your new recruits. Have them focus on a specific area of the industry or type of role. Then give them time to search for information online and study organizational flowcharts to gain a basic understanding of how a particular industry works. Of course, the best way for new recruits to gain this knowledge is through interviews with recruiters. You learn by asking questions. The first few months are a great time to reach out over the phone and have a brief discussion about your needs and expectations. When recruiters gain knowledge in this area, they can reach the next level of success.
provide helpful materials
First, we want to give recruiters as much guides and other materials as possible so they don’t get lost or overwhelmed when talking to clients. Alpha Recruitment is a recruitment agency and works with a wide variety of companies and sectors, so we put together materials for new hires for a specific client, industry, or type of role they need to fill, and in preparation. They often make information readily available. for client meetings. We also provide a “cheat sheet” of relevant information that you can refer to at any time during the call. This gives new recruiters a foundation to develop their approach to interviewing recruiters.
provide hands-on training
Her first month as a recruiter involves a lot of shadowing. You should be on the call with experienced professionals in your department or agency to see the recruitment process in action. Shadowing should evolve into a hands-on training as soon as possible. There, new recruiters learn to make phone calls and actively listen to clients and recruiters.
After each call or interaction that needs to be monitored, you can post a critique to point out failures and suggest improvements. You don’t have to be a micro-manager, but you should be present to provide feedback. If they ask the wrong question or need to identify how to move the conversation more effectively, pay attention to those areas and ask them to help you immediately rather than addressing the issue months or years later. You can make changes.
2. Set expectations around hiring goals
People enter this industry with high expectations. They are personable and believe that charisma leads to immediate success and the financial rewards that come with it. However, helping new hires set reasonable expectations is important to ensure they have a realistic and positive outlook on the job and don’t give up prematurely.
get used to big wins
As I learned years ago, your first few months as a recruiter may not be very successful. We do not expect an internship during the first two months of an employee. Some recruiters are quick to jump in and see immediate results, but it’s important to make sure her new team members understand that this is not expected. Encourage her to view her first year as a paid apprenticeship by giving her the time and flexibility to learn everything she can about the job, from candidate research to salary negotiations and everything in between. This respite gives recruiters a respite space to help them manage their motivation and prepare for future success.
Pay attention to compensation
Of course, referrals equate to commissions, and that’s what drives most recruiters. Some enter the field believing that they can make six-figure or higher salaries in no time.
Salary varies from company to company and also depends on the company environment. In recent weeks, the average base salary for new graduate recruiters in the United States has been around $40,000. Additionally, corporate recruiters can typically expect a 5% annual bonus. Agency recruiters can earn an additional $20,000 to $50,000 in commissions and bonuses (usually about 10% of each referral) in the first year.
