The Recruitment-Specific 1-2-1 Framework

A successful recruitment leader needs to provide regular, structured feedback and create space for meaningful conversations. Here’s a proven 4-step system to keep your recruitment consultants motivated and on track.

1. Annual Salary and Progress Reviews

• Schedule this at least once a year—or every six months if your team’s responsibilities and targets evolve quickly.
• Discuss more than just commissions and bonuses. Focus on career development, upcoming opportunities, and long-term goals like progression to senior roles.
• Recognise top billers, but also show consultants who’ve improved that you value their growth.

2. Quarterly Goal and Strategy Check-Ins

• Recruitment KPIs change rapidly. Every 90 days, check in on placement targets, pipeline health, and any obstacles.
• Use this time to reset goals and offer guidance on sourcing strategies, client management, or market trends.
• These sessions should also highlight what’s working so your consultants know where they’re excelling.

3. Bi-Weekly 30-Minute Performance Chats

• Add a 30-minute recurring meeting every two weeks to check in on progress and day-to-day challenges.
• No formal agenda is needed, but this time should be protected—don’t cancel these meetings unless absolutely necessary. It shows your consultants that their development matters.
• These informal conversations are a chance to ask how they’re handling client negotiations, candidate fall-throughs, and their overall workload.

4. On-the-Spot Feedback and Recognition

• Recruitment is a fast-moving industry—praise your consultants for a great candidate placement or a well-handled negotiation right when it happens.
• Address issues as soon as they arise rather than waiting for a scheduled meeting. Whether it’s a challenging client interaction or a deal gone south, timely feedback is key.

Why This Works for Recruitment Agencies

By embedding regular feedback into your leadership approach, you strengthen consultant engagement and boost performance. Here’s what makes this system so effective:

• Increased motivation: Real-time praise and clear feedback show consultants they’re valued, driving higher productivity.
• Proactive problem-solving: Spotting potential issues early helps avoid bigger setbacks—like deal fall-throughs or burnout.
• Stronger relationships: Regular check-ins foster trust, making consultants more likely to seek support when they need it.

A Better Approach to Growth

In recruitment, you can’t afford to wait until the end of the year to address performance or celebrate success. By implementing regular, meaningful 1-2-1s, you create a culture of support and accountability—one where consultants can thrive and hit their targets consistently.

If you’re thinking of setting up your own recruitment agency, Right Recruiters is here to help. We provide you with the tools, systems, and guidance to build a high-performance team from day one. Let's make 2025 your best year yet!

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