钱是否是激励猎头顾问的有效手段？

6月6日

Is Money an Effective Incentive for Outside Recruiters?

By -Jim Durbin on Self-Management

When I first started in the recruiting business, I was given a simple formula for success.
If I wanted to make $100,000 in my third year of business, I would follow the following schedule.

Account Manager Recruiter
60 phone calls a day 80 phone calls a day
20 contacts a day 20 contacts aday
10 meetings with clients/wk 20 candidate interviews/wk
10 Job Orders a week 10 job lead referrals/wk
20 submittals (to clients)/wk 10 submittals (to AM)/wk
8 interviews a week 4 interviews/wk
2 starts /wk 1 start /wk

Different staffing firms have different numbers, but the basic principle was always activity breeds success. You make more phone calls, you make more contacts, you go to more meetings, you get more job orders and that activity generates the 1-2 starts a week you need to hit that six figure salary.

Outside recruiters know this. There's no hidden secret, no shortcuts, no long-term success without constant activity. The sales cycle between initial contact and hire may fluctuate between 30 and 90 days depending on the market, but activity always breed results.

This formula, like most sales formulas, works if its performed daily. I personally never met a recruiter making 60 calls a day who was unsuccesful. So why do so few outside recruiters use the formula? If this is the key to success - the key to making money - why is it that so many account managers and recruiters fall to 10-20 phone calls a day, 4-5 meetings a week (usually with current clients), and a start a month instead of one a week?

What drives outside recruiters if it's not money? And how can it be money if clear examples of success don't motivate outside recruiters to perform the tasks that are guaranteed to make them money?