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Ask Barb: Metrics For New Hires


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Ask Barb

Dear Barb:

Would you be willing to share the metrics you use for new hires? I have not hired someone new in over two years and I’m not sure what minimum standards to implement. I plan to use your tutor to train them, but I need to understand metrics.

I know your average fee is around $25,000 which is our average as well. That is why I feel the metrics you use will work for my business. If this is confidential information, can you give me some kind of range? Also, what should I pay a new person with no recruiting experience?

Frank T., Louisville, KY

Dear Frank:

I’d be glad to share our metrics with you. We feel it is important to implement minimum standards and hold new hires accountable so they form strong work habits. We want them to realize their job is to get candidates in front of hiring authorities. I also want you to understand we start all new hires on the candidate side of the placement process working the hottest orders in house.

First Quarter Metrics:

20                                Connects Daily
50                                Calls daily or whatever it takes to make 20 connects
3 – 4 hours                Phone time
5                                  Resume submits per week                   first month
7                                  Resume submits per week                   second month
10                                Resume submits per week                   third month
2                                  Send-outs per week                             first month
3                                  Send-outs per week                             second month
4                                  Send-outs per week                             third month
1                                  Direct Placement                                 first month
1                                  Direct Placement                                 second month
2                                  Direct Placements                                third month

After keeping their stats we determine their individual ratios. In the second quarter, we provide them with their ratios and set minimum result standards that will result in them achieving the income goals we have mutually set.

Metrics change depending on your average fee, length of hiring process, etc. but this can provide you with a guideline.

Barbara J. Bruno, CPC, CTS


Would you like to Ask Barb a question? Email her at support@staffingandrecruiting.com. Each month in The Fordyce Letter print edition, Barbara Bruno answers questions from individuals in the Recruiting Profession. We will bring you some of these Q&A responses from Barb each week on FordyceLetter.com.

Barb Bruno, CPC, CTS, is one of the most trusted experts, speakers, and trainers in the Staffing and Recruiting Professions. If you want to receive FREE training articles from Barb, sign up for her NO BS Newsletter! Barb has spent the last twenty years focused on helping Owners, Managers, and Recruiters increase their sales, profits, and income. Her Top Producer Tutor web-based training program jumps-starts new hires and takes experienced recruiters to their next level of production. Barb's cutting-edge program, Happy Candidates, provides you with a Customized Career Portal in less than 10 minutes. Happy Candidates allows you to help the 95% of candidates you don’t place and eliminates the greatest time waster in your business. If you’d like to contact Barb, call 219.663.9609 or email support@staffingandrecruiting.com.
  • George

    I am in the same situation and would like to know if it’s best to pay a draw and what commission percentage or sliding scale metrics or a Base salary plus commission and what the commission structure would be.

    I will have one in my office and one telecommuting. How do you manage and pay the telecommuter also? I have had bad luck managing telecommuters and need help in that are as well.

    Thanks in advance,
    George
    ggenel@gsillc.com

  • George

    I am in the same situation and would like to know if it’s best to pay a draw and what commission percentage or sliding scale metrics or a Base salary plus commission and what the commission structure would be.

    I will have one in my office and one telecommuting. How do you manage and pay the telecommuter also? I have had bad luck managing telecommuters and need help in that are as well.

    Thanks in advance,
    George
    ggenel@gsillc.com