The following has been penned by Silvija Ciurlionyte, who has been continuously researching and finding ways to improve recruiters’ KPI’s and targets as well as overall employee satisfaction

Today, Broadwing believes in fostering a culture first company that looks after its employees in order to increase recruiter performance. We have built a diverse, multicultural, and multidisciplinary team through a flat-based office structure, allowing entrepreneurship, building relationships, sharing experiences, and learning from one another in an ever-changing landscape.

Below, I reveal some of the main areas currently covered to increase employee performance.

Employee Compensation

In an effort to retain talent and help workers cope with rising inflation, we plan to nearly double our budget for employee salaries and structure the amount of commission compensation for all workers. Changes will go into effect later this year and will mainly affect early to mid-level employees.

Our organisation’s readiness to spend more on employees follows similar moves by our key clients and industry shifts. We have seen organisations in Malta, launch new cash reward plans that allow employees to receive significantly larger bonuses and profit sharing. Other companies have more than doubled the maximum base salary for their corporate workers.

All this reveals a trend among companies investing more in providing a rewarding experience for their employees. All of which set a good foundation for better ideas and a more productive company.

Diversity & Inclusion (Collective Working)

Success in recruitment is all about leads: knowing where the leads are coming from, where to find them, and how to keep them. When you have multiple recruitment consultants looking for leads, your team will be more likely to find ones that convert into a successful placement.

Our team is built on trust, strong team spirit and a feeling of togetherness. We believe in sharing leads, software, marketing collateral, and other resources that can be challenging to acquire alone. Our commission split structure introduced earlier last year, has enhanced collaboration and at the same time reward our employees when working together as a team, even when at times a team member might fall into a difficult month. We have seen this help improve effective communication between team members, increase motivation as well as results.

“We always have people cheering and motivating one another – and vice versa. We’re all working towards a common goal, and support from the team is priceless.”

Talent Assessment

We are in a good position to predict job success and improve employee performance by utilising talent development assessments.

Last month we had the opportunity to conduct an internal PI Behavioural Assessment, providing a clear picture of how we work and how we can collaborate best with one another. As a result, I grew a deeper understanding of my strengths and blind spots to inspire a high-performing team by simply understanding who is working with who, increasing self-awareness, identifying areas for improvement, and building stronger relationships with one another.

Reward Management

As benefits and incentives go, rewarding employees is one of the best, most effective ways to boost retention and employee satisfaction.

Our recruiters are the main frontliners in driving sales to the company. The implementation of strategies and bonus policies to help reward everyone in the organisation, in a fair and consistent way, has helped our team feel valued and more motivated – From simply a Birthday gift to a more complex reward strategy, this has overall improved the productivity and success of the business.

While most companies offer a bonus structure at the end of the year, we offer individual and team, quarterly reward strategies to give employees opportunities to enhance themselves – bringing about a mutually beneficial way of recognising good workers, and key performers.

Read the full article on Broadwing.jobs to discover more areas in fostering a Culture First company that looks after its employees to increase recruiter performance.

Company cultures cause share prices to increase or plummet. Instead of looking at spreadsheets and accountants for answers, we look at our people. Our people are what cause profits to go up or down. We identify the problems of our company’s culture, own them, and then become obsessed with asking our employees how we can make better changes. Then, we implement the changes. We increase recruiter performance by making our company transform into being Culture First. It starts with people.