Remuneration; Basics vs Bonus

AgendaAgenda

• Introduction

• Career Path

• Internal Resourcing

• Remuneration

• Questions

IntroductionIntroduction

• Money is important but does your Resourcing workforce want more?

• What do they want?

-Money / Recognition / Development

-Individually or Company Wide?

• How do you gauge if you’ve got the right balance? Retention and loyalty are useless if no PERFORMANCE is happening.

Career Path• Agency

– Low Basics, high commission

– Uncapped OTE’s with additional incentives

– Highly Targeted – Computer Futures

• 3 Hours outbound calls per day / 100 dials

• 2 bulk email shots a day

• Sent 200 letters a week

• Targeted 5 client visits a week

“ Our latest six figure sales incentive, ‘Oceans 10’ will be won by the 10 highest billers in the Group over the course of the year. The winners will be flown by private jet to Monte Carlo for a weekend spent luxuriating on private yachts, partying in the most exclusive restaurants and clubs and staying at theworld famous Hotel de Paris. In addition, each member of Oceans 10 will be given a Rolex as a lasting symbol oftheir achievement. “ HYDROGEN GROUP

Career Path

•RPO

•Basic plus delivery bonus Alexander Mann – Client is charged per placement and delivery consultant bonus is based upon hitting targets.Average bonus is 20%

•Basic plus bonus based upon KPI’sProfiles – Time to hire, cost per hire (direct or through supplier), client satisfaction, candidate satisfaction, accounts profitability.Bonus from 10 – 20%

•Basic plus account and company bonusAdecco – Matrix based upon the individuals performance as well as the account and overall companies performance.Bonuses up to 40%

‘’ We believe in inspiring our people to high performance, and rewarding them when

they’ve achieved it. ’’

ALEXANDER MANN

Internal Resourcing

•Internal

•Basic Salary plus 10 – 20% Bonus50 / 50 split of personal KPI’s & Company Performance

•Industry average for companies with established direct resourcing team is 60% direct 40% agency

•Beginning to see companies with no agency spend. Time Warner / EMC / SAB Miller are 100% direct sourced.

•Public Sector is beginning to change Transport for London has a team of 40 internal recruiters

•Siemens saved over £1,000,000 in agency fees over the last 12 months

Remuneration• Our Candidates most common Grievenices

– Goal posts keep moving– Unclear bonus structures– Expanded remit without additional reward

From you experiences what remuneration and bonus schemes seem to work best and how do you judge if they are successful?

Conclusion

• Thank you for your time