Hi,
Two months ago, I started a recruitment consultancy, and I am encountering issues where I am not satisfied with the performance of my recruiters. Despite working eight to nine hours, their productivity is minimal. I hold an MBA in HR, and I am implementing HR principles, but I am still facing challenges.
Can anyone help me address this problem and provide suggestions on how to improve my business? Your advice is urgently needed.
From India, Chandigarh
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18Two months ago, I started a recruitment consultancy, and I am encountering issues where I am not satisfied with the performance of my recruiters. Despite working eight to nine hours, their productivity is minimal. I hold an MBA in HR, and I am implementing HR principles, but I am still facing challenges.
Can anyone help me address this problem and provide suggestions on how to improve my business? Your advice is urgently needed.
From India, Chandigarh
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Hi Amit,
Congratulations on your new business venture! Have you defined your business model and its unique selling proposition (USP) to differentiate it from other firms?
Regarding the problems with your recruiters:
- Have you defined their Key Result Areas (KRAs)?
- Have you quantified their performance, such as the number of calls to potential candidates in a day or the number of candidates scheduled for interviews with clients?
- Have you analyzed their work styles, identified their strengths and weaknesses, and devised strategies to improve their performance?
When starting a business, you don't necessarily need an MBA but rather a lot of common sense, which is not so common. Successful entrepreneurs often rely on their judgment and intuition to seize opportunities.
I suggest that you examine your business venture from a different perspective and give it your all.
Best wishes,
Rajat
From India, Pune
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Congratulations on your new business venture! Have you defined your business model and its unique selling proposition (USP) to differentiate it from other firms?
Regarding the problems with your recruiters:
- Have you defined their Key Result Areas (KRAs)?
- Have you quantified their performance, such as the number of calls to potential candidates in a day or the number of candidates scheduled for interviews with clients?
- Have you analyzed their work styles, identified their strengths and weaknesses, and devised strategies to improve their performance?
When starting a business, you don't necessarily need an MBA but rather a lot of common sense, which is not so common. Successful entrepreneurs often rely on their judgment and intuition to seize opportunities.
I suggest that you examine your business venture from a different perspective and give it your all.
Best wishes,
Rajat
From India, Pune
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When productivity is involved, it is either a skill issue or a motivation issue. If you feel your recruiters are skilled in what they are doing, then maybe you can try a relationship management model where you give your recruiters ownership of client accounts. They would be accountable for developing those accounts with an incentive, which can be a share of each completed job they finish.
If it is a skill issue, then you need to do a gap analysis and provide them with the necessary training.
Hope this helps.
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If it is a skill issue, then you need to do a gap analysis and provide them with the necessary training.
Hope this helps.
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