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Internal Recruitment Functions Dispute the Need to Financially Incentivse their Teams

 Internal Recruitment Functions Dispute the Need to Financially Incentivse their Teams

Following consultation with Internal Senior Recruitment Leads at a recent Resourcing Think Tank held at SAP, Oasis HR presents findings highlighting a clear difference in opinion regarding financially incentivising in-house recruiters. Approximately 30% of those present felt that incentivising internal recruiters was unnecessary compared to the remainder of the group, who believed that monetary reward positively impacted on the performance of their teams.

Those who didn’t financially incentivise their teams reported that if individuals needed to receive this type of reward in order to perform, then they weren’t really a desirable type of employee. Additionally, it was noted that encouraging internal-recruiters to hit targets for monetary gain shifts their focus from quality to quantity. However, others involved in this discussion reported a positive experience with this form of incentivisation and highlighted great challenges with expecting staff to hit KPIs without the chance of an increased pay packet.

Regardless of the debate, a common ground was reached, suggesting that perhaps internal-recruiters should receive a & lsquo;percentage of pay annual bonus’, to be awarded on the proviso of & lsquo;percentage of fills’ and & lsquo;quality of hires’. It was agreed that these combined metrics would perhaps help achieve the right internal behaviours and ultimately improve the performance of the recruitment function.

Finally, our Recruitment Leaders expressed the importance of working tirelessly to create the right kind of attitude amongst their teams in terms of sourcing great talent. They acknowledged the importance of stressing to their staff that all placed candidates will be their future colleagues, decision makers and peers.

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