While the counts of recruits and recruiters are good to know, what is even more important is discovering some very specific information about your recruiters.
Data Tells All
At Sylvina Consulting, we improve compensation plans, but before we can improve a plan, we analyze the performance of the plan.
During compensation plan performance analysis, we look at not only the counts of active consultants and the percentages of active consultants who recruit but also at the characteristics of the recruiters.
In some direct selling companies, the majority of those who recruit are those who have been in the business a long time, while in other companies the recruiters are mostly newer consultants.
Recruiting may be spread out evenly over a year, or the majority of it may occur only during recruiting incentives.
In some companies, new consultants begin to recruit right away, while in others there is a significant delay in initial recruiting.
What To Measure
Here are a few of the measurements we take and analyze:
- the number of months each recruiter has been in the business
- the number of days each recruiter has been in the business before recruiting his or her first consultant
- the percentage of new recruits whose recruiter has been in the business < 90 days, 90-180 days, 180-365 days, and > 365 days
From this data, we can see who is doing the recruiting.
How To Have A Recruiting Culture
The data matters. Your company will have a recruiting culture when you have a high rate of early recruiting. Having a recruiting culture will help your company to grow faster.
Would you like to know how to get a high rate of early recruiting? If so, call Jay at +1 503.244.8787.