Hi All,
I am going to start my own placement agency in Ahmedabad, but I do not know what incentive structure I should establish for HR executives and BDOs. I would appreciate it if you could provide me with details about the incentive structure.
Looking forward to your reply.
Thanks,
Kamal
From India, Ahmadabad
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I am going to start my own placement agency in Ahmedabad, but I do not know what incentive structure I should establish for HR executives and BDOs. I would appreciate it if you could provide me with details about the incentive structure.
Looking forward to your reply.
Thanks,
Kamal
From India, Ahmadabad
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Hi Kamal,
I am also working in a Recruitment Firm. Generally, incentives are based upon billings made by the employee.
For example, suppose anybody is doing $60,000 in billing, then only do they get incentives (5%, 10%, etc.) on the billing amount. The salary of that person is a fixed salary plus incentives. Incentives may increase if the billing amount goes beyond $60,000 per month.
Regards,
Joy
From India, Mumbai
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I am also working in a Recruitment Firm. Generally, incentives are based upon billings made by the employee.
For example, suppose anybody is doing $60,000 in billing, then only do they get incentives (5%, 10%, etc.) on the billing amount. The salary of that person is a fixed salary plus incentives. Incentives may increase if the billing amount goes beyond $60,000 per month.
Regards,
Joy
From India, Mumbai
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Hi Joy, Thanks for the reply. I would like to know weather it would be same for both HR executive and BDO or it will differ? Waiting for your reply. Kamal
From India, Ahmadabad
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From India, Ahmadabad
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Hi Kamal,
First, you need to set targets for the recruiters. If they reach the targets, then you can give incentives. You can't give incentives to performers as well as non-performers. If you give incentives to non-performers, there is no scope for improvement.
You can set the targets monthly or quarterly. For BDO, it depends on the business they will generate and the number of closures.
Regards,
Satya
From India, Hyderabad
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First, you need to set targets for the recruiters. If they reach the targets, then you can give incentives. You can't give incentives to performers as well as non-performers. If you give incentives to non-performers, there is no scope for improvement.
You can set the targets monthly or quarterly. For BDO, it depends on the business they will generate and the number of closures.
Regards,
Satya
From India, Hyderabad
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Hi Satya,
Thanks for the reply. I have a query in my mind. How can we set the targets for HR executives? Since the business acquisition will be handled by BDO exclusively, will HR executives focus solely on searching and validation?
Searching and validation will depend on the acquisition process. The number of requirements we have will directly impact the extent of searching and validation needed. How should we go about setting targets for HR executives during such times?
Looking forward to your reply.
Kamal
From India, Ahmadabad
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Thanks for the reply. I have a query in my mind. How can we set the targets for HR executives? Since the business acquisition will be handled by BDO exclusively, will HR executives focus solely on searching and validation?
Searching and validation will depend on the acquisition process. The number of requirements we have will directly impact the extent of searching and validation needed. How should we go about setting targets for HR executives during such times?
Looking forward to your reply.
Kamal
From India, Ahmadabad
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Dear Kamal,
You need to set targets for your executives if you are looking for good success because in a recruitment agency, the person who earns for you is the recruitment executive, not the BDO.
One executive needs to generate a minimum billing amount of Rs. 25,000/- to break even because what we often fail to consider is the amount we put into the database, office administration, internet connection, telephone costs, computer, and rent. All this work amounts to a minimum of Rs. 25,000/-, which can be more if you have a small team.
From my experience as a consultant, many times executives do not reach this target. Incentives vary based on company policy.
Bankim
From India, Mumbai
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1You need to set targets for your executives if you are looking for good success because in a recruitment agency, the person who earns for you is the recruitment executive, not the BDO.
One executive needs to generate a minimum billing amount of Rs. 25,000/- to break even because what we often fail to consider is the amount we put into the database, office administration, internet connection, telephone costs, computer, and rent. All this work amounts to a minimum of Rs. 25,000/-, which can be more if you have a small team.
From my experience as a consultant, many times executives do not reach this target. Incentives vary based on company policy.
Bankim
From India, Mumbai
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