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Why Is Recruiter Ramp-up Time Important?


This week we released the SourceBreaker Guide To Accelerating Recruiter Ramp-up, a detailed step-by-step look at how recruitment companies can get new hires producing revenue faster and more consistently.

Before diving into the details of how can be achieved, however, it’s important to understand why ramp-up time is such a big deal, and analyse the impact a slow start for new hires can have on agency finances, energy levels and morale.  

Accelerating Ramp Time – Why It Matters

Whether they’re in a candidate-focused capacity, concentrated on business development or running a full desk, ensuring that new recruiters make a quick impact on your agency’s performance is vital for several reasons.

  • Cashflow

Most obviously, the time a new employee takes to contribute to your top line has a significant impact on cashflow.

Every week that passes without results edges you a little further towards the red, so the sooner they can provide some ROI the better for the financial health of your business.

Even if new hires don’t deliver record-breaking deals in their early months, a clear indication that they’re on the right path is peace of mind that your investment in them will pay off, given the right support.

While every hire brings a degree of risk, if your agency has ambitious expansion plans and is thinking about adding multiple new team members at once then the financial aspect becomes yet more important.

Knowing how rapidly you can expect each hire to start generating revenue is critical to judging your capacity for growth.

  • Recruiter Morale

It’s also important for the new hires themselves that they make swift progress.

Experienced recruiters will be looking for validation that they’ve made a sound choice by joining your team or focusing on your market sector, and juniors or trainees will be keen for signs that the recruitment industry is the right professional home for them.

It’s natural for new hires to feel under a degree of pressure, also, whether from their managers of from peers.

On top of their own desire to prove to themselves that they’re in the right place and positioned for success, recruiters will also want to show their colleagues that they’ve got the skills to create results.  

The sooner new members of your team are able to generate activity, book interviews and see their commissions start to build, the more firmly they will feel confident and committed.

This early success creates invaluable momentum, helping carry new hires through the inevitable bumps in the road as they settle into their new roles.

Conversely, a slow start can cause damage to recruiter confidence that can be difficult to reverse.

  • Management Confidence

Lastly, if a team lead or middle-manager is in charge of the new recruits, they too will want confidence that their skills in coaching and guiding new team members are effective.

With so much focus on the incoming team members to start producing results, it’s sometimes easy to overlook the pressure that is also on their line manager to make things work.

Again, a speedy ramp-up creates positive vibes and sets a great tone for the months ahead.

Regardless of the manager’s own experience level, nothing delivers a confidence boost like a new hire going through the gears and getting promising recruitment processes off the ground early.

Get the full guide

SourceBreaker’s complete Guide To Accelerating Recruiter Ramp-upcovers all aspects of a comprehensive recruiter onboarding program, including:

  1. Preparation – what needs to be ready for the new employee before they arrive, to give them the maximum chance of success?
  2. Tools – what technology, resources and infrastructure can accelerate the process?
  3. Goals – what are the objectives and KPIs that guide the ramp-up period, for the new hire, manager and the business?
  4. Incentives – what’s in place to motivate new hires to deliver results fast?
  5. Coaching – what input do new employees need to get off to a quick start?



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