3 Ways to Protect Against Recruiter Turnover

Recruiting is a tough job, and by extension, so is managing recruiter turnover. More and more, it seems like turnover in this industry is a big and prevalent problem. There are various reasons why this happens, but at the end of the day it’s better for your clients to be dealing with your most seasoned and best recruiters on a monthly basis. So how can you lower your turnover?

1. Know Their Numbers

Employee Scorecard
Most recruiters that don’t make it fail because they are not properly nurtured. If you run a “sink or swim” type of office, you risk dealing with a high turnover rate and lower productivity. But how do you know who to nurture with the limited time you have? Which of your new hires need a little more help than other? Wouldn’t you have liked to know that a certain employee was lagging behind his peers three months ago, instead of now? Unless you are aware of your recruiters’ numbers, you’ll never really know who is struggling and who isn’t.

Employee Scorecards that aggregate your most important KPIs are vital to mentorship because it’ll raise red flags. In the example screenshot above, it takes new employee Niels Bohr 19 internal submissions for every job order. For Albert Einstein, a veteran of the company, it only takes 4.3 internal subs. Sure, you expect Bohr to lag in that metric as he learns the ropes, but should be be that far behind? Is it a red flag? If Bohr was coached in how to improve that ratio, not only would it improve your bottom line, it would also help mitigate the risk of him burning out due to frustration.

2. Follow the Leader(Board)

Employee Bookings
While it’s a great practice to maintain scorecards like the one mentioned above, managers often keep them hidden from their own employees. We feel transparency makes learning easier, and encourage you to make this a public document. There might be some growing pains (and grumbles) but your employees will ultimately benefit from seeing not just who the leaders are, but why they are the leaders. Imagine this conversation happening:

“Hey Al, I see you’re killing it this month. Your Job Order to Placement ratio is ridiculous. Mine’s sort of high and I’m working similar Jobs as you. Any tips?”

“Yeah sure. I spend a lot of time qualifying actually. Here are some of the questions I like to ask…”

Allowing your employees to see each others’ numbers sparks conversations and collaboration, often without management having to get involved. Keep leaderboards public and reap the benefits.

3. Recognize and Reward Wins

Nightly Update
You probably already reward your best recruiters on a regular basis, perhaps even monthly or quarterly. After all, the best way to retain good recruiters is to regularly recognize their achievements, make them feel like they’re making a difference in the company, and to reward them on their successes. Unless a recruiter feels like she’s valued, she won’t stick around for long.

But only one person can be at the top of the leaderboard. How can you make your other employees feel valued on a regular basis?

Nightly Emails are a great way to celebrate daily wins. Maybe a fairly large placement was made. Maybe someone had a personal best day. Or maybe the team as a whole had a great Tuesday. Keeping employees in-the-know with aggregate data in this way can be a huge boost to morale and further incentivize them to try to best a previous benchmark. It’s a no-cost way to recognize the small wins that ultimately add up to big ones.


Samuel Clemens
Samuel Clemens
Sam is founder and chief of product & marketing for InsightSquared. Previously, Sam was VP Product at HubSpot, VP Product at BzzAgent, and on the founding team at Elance.com. His background also includes venture capital with Greylock Partners, the Algorithms group at Amazon.com, and management consulting with Booz Allen Hamilton. Sam has an MBA from Harvard Business School and a B.S. in Applied Math from Yale. In his off time he dives shipwrecks in the New England area.
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