Are Your Staff Committed To Your Company? How To Build Consultant Loyalty.

If you want staff to stay with a firm have structure and career progression.

When it comes to companies operating within a service sector such as recruitment the performance of the business is always going to be heavily reliant on the quality of the workforce.

Market knowledge and contacts can make a very big difference but ultimately the quality of the service you offer is which is going to set you apart from your main rivals.

That is why it is vital in the recruitment sector to make sure that you have a workforce that is fully committed to the company and what it is you are trying to achieve.

Here are some ways of winning and keeping staff loyalty.


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Money cannot be ignored and ultimately it is the reason why people go to work in the first place. If you are serious about being the best at what you do then you should expect to pay a consultant well. This sends out the right message about the standing and reputation of the company and will help to attract the very best people. I have always said that financial incentives should be linked with performance – everybody’s output should be measureable in some way, particularly in the meritocratic world of recruitment. The harder people work, the more they get paid – and if you have a healthy incentive structure in place then recruiters are likely to be more loyal.


If you have people who go above and beyond the call of duty and consistently get results then it is important to recognise their achievements. There is no harm in praising people when they have done well. At Hamilton Bradshaw we have an internal magazine which every month recognises the top billers within our recruitment portfolio. We also have an end of year awards ceremony which does the same thing but on a bigger scale. For all the discussion about profit margins and turnover, never forget the importance of human behaviour.


If you want staff to stay with a firm and be loyal to an organisation then they need to be able to see for themselves that there is a structure in place which offers career progression. No-one is going to stick with an organisation where there is no opportunity for upwards movement. It should be made clear to all employees from the very outset just what paths are available to them. Having a properly thought through career structure is vital if you want staff who are going to be committed over the long term.


It is vital for any company operating in the current ever changing environment to be flexible and that means your staff needs to be constantly kept up date with practices and trends in the market place. The only way to ensure that is to have the right training in place. When people are considering what company they want to work with, one of the things they want to know about is how committed their boss is to helping them improve their personal skill set.


Places of work should be professional but that does not mean that they should be boring or stifling. Works plays such an important part of our lives so it makes perfect sense to try and make it a pleasurable experience as possible for everyone involved. A key part of every team leader’s role should be to instil a hardworking and enjoyable culture within their respective departments. If you want your business to be truly successful then it needs to have the right culture running through every part of the business.

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The British Institute of Recruiters is the Professional Body operating The Recruitment Certification Scheme

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