Most recruiting firm owners struggle to find, attract, and PROCURE great recruiters. As a matter of fact, in an informal survey I have conducted, it is the number one frustration they have. This article is the second in a series on attracting future big billers into your contingency search firm.

If you offer a draw, call it a salary and alter your comp plan accordingly.

This one change had a significant impact on our ability to hire great talent. I am not necessarily encouraging you to offer more on a guaranteed basis, just change what you call it. For example, if you pay 30% on the AE's first $120,000 per year against a $2,000 per month draw, you could change your comp plan to say you earn 10% on the first $10,000 cash-in per month and XX% above that with a base salary of $24,000. Do the math, the payouts are nearly identical.

The term draw has an outdated and incredibly negative connotation, so DROP IT!

Why bother? One word; perception. The term draw has a negative perception and paints a picture of the worst type of sales people. Now, I am not condoning that statement, simply acknowledging it.

Early on in my tenure as an owner when the discussion of compensation came up and the word draw out of my mouth the look in the face of the candidate on the other side of the desk mirrored my childrens' when I told them we were not going to get a puppy! This changed completely when I converted our draw to a salary.

Additionally, when your great candidate leaves the interview it is expected they will talk with friends and family and the term draw will inevevitably come up. Do you think their families and friends are more or less likely to encourage that person to take your opportunity?