Whilst we hope to avoid it, every recruitment team has at one point or another, its share of under-performers. But what if you could quickly identify the root cause of their struggles and apply simple, effective fixes? In this blog, we’ll explore the three types of underperforming recruiters, and how to get them back on track.

We’ll break down how to spot each type and what practical steps you can take to turn these recruiters into high-performing, money-making pros.

1. The Market-Dependent Recruiter

The market-dependent recruiter struggles because they’re caught in a market downturn or a specific industry shift. When external market factors are the primary reason for poor performance, it can feel like there’s nothing they can do to change their situation. However, this doesn’t mean they have no options.

How to Spot Them:

• They regularly mention how “the market is flat.”
• Their pipelines dry up when the economy slows down.
• They wait for conditions to improve before taking significant action.

Solution: Assess the Market and Act

When the market is tough, recruiters can either wait it out or pivot to a new area. Here’s how to decide which approach works best:

• If the market is cyclical: Remind them that tough times won’t last forever. Encourage them to focus on building market share while competition is low, so when conditions improve, they’re in a stronger position.
• If the market is flatlining: Encourage them to look for new opportunities. Sometimes it’s better to cut losses and explore fresh markets, rather than waiting for a revival that might never come.

A quick market assessment can save a lot of time and wasted effort. Zoom out, look at broader trends, and decide whether to stay the course or make a strategic change.

2. The Scattered Recruiter

This type of recruiter is busy but not productive. They’re all over the place, trying to juggle too many tasks at once, which leads to a lack of clear focus and results. Despite their hard work, they’re not making progress because they aren’t clear on where to direct their energy.

How to Spot Them:

• Their conversations are erratic, covering multiple topics at once.
• They appear constantly busy, but can’t point to significant results.
• They struggle to identify where business is coming from or where to focus.

Solution: Simplify and Prioritise

The scattered recruiter needs help simplifying their workload. They need to focus on fewer tasks and execute them well. Here’s how to help:

• Reduce complexity: Sit down with them and identify their top priorities. Help them focus on one thing at a time.
• Clarify objectives: Ask them to break down their activities and focus on key outcomes—whether that’s filling a specific role or targeting a particular client.

Simplifying their approach will reduce the noise and give them a clearer sense of direction, making them more effective in the long run.

3. The Tunnel-Vision Recruiter

This recruiter is focused—too focused. They’ve developed a routine that has worked for them in the past, but when market conditions or client needs change, they struggle to adapt. They’re stuck in their ways, even though their current strategies aren’t yielding results anymore.

How to Spot Them:

• They have a laser-sharp understanding of their market and clients.
• Their processes are rigid, and they avoid deviating from their set routines.
• Despite their clarity, they’re no longer hitting targets or bringing in results.

Solution: Encourage Flexibility and Exploration

Sometimes, tunnel-vision recruiters need to be nudged out of their comfort zones. Here’s how to encourage them to step back and reassess:

• Challenge their routine: Get them to explore whether their usual approach is still effective. Has the market shifted? Are there opportunities they’re missing because they’re focused too narrowly?
• Encourage experimentation: Ask them to explore new clients, industries, or ways of working. A small shift could unlock significant opportunities they hadn’t considered.

By encouraging flexibility, you can help tunnel-vision recruiters break free from outdated routines and discover new ways to succeed.

Quick Action Plan for Managers

Once you’ve identified the type of underperforming recruiter you’re dealing with, the solution becomes much clearer. Here’s a quick guide:

• Market-Dependent Recruiter: Reassess the market. If the downturn is temporary, focus on market share. If it’s long-term, pivot to a new sector.
• Scattered Recruiter: Simplify their workload and help them focus on fewer, high-impact tasks.
• Tunnel-Vision Recruiter: Encourage them to step back and look for new opportunities outside their usual routine.

Conclusion

Turning underperforming recruiters into high-performing money-makers doesn’t have to be difficult. By recognising the type of underperformance and applying the right solution, you can quickly help them get back on track. Whether they’re market-dependent, scattered, or stuck in tunnel vision, small adjustments can make a big difference in results.

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