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Permalink Reply by Peggy McKee on October 1, 2008 at 8:49am

Tim,
I like Steve Finkel's books and DVDs. I think the Danny Cahill program would be excellent (but it is a larger $$ committment). I supplement that training with Shally trainings and then videos and articles on the net.
Good Luck.

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Permalink Reply by Dean Lockett on October 1, 2008 at 9:54am

Tim,
Not knowing what your current internal office is like it's kind of hard to go specifically into areas of help, there are a lot of options out there now like Peggy mentioned. I'll throw out a few and let our colleagues continue the thread since there is a lot to cover.

My best training 23 yrs ago they didn't let me on the phone 1st month. We set up phones so the newby could listen in to the full life cycle from the experienced ones in the group. This allowed me to hear the cold/warm calls, intake of job/candidates, client/candidate interview set up, point/counterpoints, references and referrals from references, (we also got jobs from references). negotiation, closure, I could cover more, but what we do everyday, every call.

I think it's important to identify something that they enjoy or are familiar with, some like autos, some might have healthcare/finance or mfg knowledge, I think you get the idea here- if it's something they are familiar with it would be easier to start them out on that vertical ideally, but not always the case since you have to decide a vertical that would also be good in today's market.

Make sure they have their pitch down, how you want your firm to be represented to the masses out there. Sure they are going to fumble around a little, but they have to own their pitch and be comfortable with it.

Make sure they have a daily plan to follow and stick with the plan, too easy to get distracted especially now that we have internet and all this information out there (I would suggest that you not let them work with internet in the beginning, just a call list and a phone - back to basics). This will also get them going on the phone since they have a gameplan to follow. It's important they get comfortable with being on the phone, you need to figure out how many quality calls they are making to make the cut.

Set them up with a call list, show them how you do it, don't just give it to them, they won't learn if you don't let them see it or set it up - this could also apply to just about everything they touch or do

Role playing - I think this is very important, you can play the candidate/client and take them through the process, let them get familiar with the interaction, see/hear the point/counterpoints

Timeline - I think you have to give someone at least 3 months, maybe 6 to get up and running on their own, but again I don't know your office or tools you have so the timeline could differ for your results here. You also are going to have to set aside some time to do all this and still do your job too. That's why it's nice if you can hook them in and let them listen to your calls - you're training them, but still doing what you need to get done that day to stay productive.

Give them the "Open ended" questions - who, what, where, when, how, why - that way they won't hear all the no's they could hear otherwise and it'll open up a dialog with the people they are speaking with to hopefully make their calls 'quality' calls.

These are just a few ideas, there are a lot more of course that I hope others will ring in here for you. There are some others out there that are hiring/training recruiters too, keep doing your research here, I think there are many successful people here that are willing to help.

Keep the office pumped up, there has to be a positive energy to make this contagious. Give praise on even the smallest things, I've come to realize that what I do, I expect it, as a trainer, you have to see every step as a new achievement for someone that hasn't been at it like a MAVERICK ;-)

Good luck!
Dean

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Permalink Reply by pam claughton on October 1, 2008 at 10:52am

I would have them focus only on recruiting for the first few months, no client development until they know what they are doing and can speak with confidence. Have them sit in on interviews, listen in on calls, write out a check list of interview questions to cover with all candidates, go over profiles of good candidates and explain what makes them good....and do the same with bad candidates. I agree with Dean too, don't put them on the internet or let them handle any advertising response. Teach them how to source, how to break down companies and then how to call and recruit those people. Have them focus on reactivating old candidates, call them, and call their references and ask everyone for referrals. Teach them how to use the internet to research company information and make call lists.

That's what I've seen work. If you teach them too early about job boards, that's all they'll do and won't add nearly as much value as they would if you really teach them how to recruit.

Peter Leftkowitz has great training videos on this you might want to have them review or even attend.

Good luck!
Pam

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Permalink Reply by Maureen Sharib on October 1, 2008 at 11:20am

Teach them to source - it is the heart and soul of recruiting (at least according to the Recruiting Animal)!

;)

"I like a teacher who gives you something to take home to think about besides homework." ~Lily Tomlin as "Edith Ann"

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Permalink Reply by Claudia Mondia on October 1, 2008 at 12:05pm

Tim, I have been both training and hiring for mnay years, and I suggest you start with a structured training program for your "New Hires". One of the first and most important things you can teach them is to set GOALS and HOW to Reach them! Of course, with this comes, Attitude training, Listening Skills (A MOST IMPORTANT TRAIT for a GREAT RECRUTER!), Motivation, Attention to Details, and of course, time management and Telephone Selling Skills!

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Permalink Reply by Bill Boorman on October 1, 2008 at 1:12pm

I have been involved in training recruiters for about 16 years after spending 11 years as a consultant, manager and director. I have tried quite a few strategies to get the best out of new recruits and it would seem that my beliefs are different to most of your replies.
In my view you need to get new recruiters selling as quickly as possible, day 2 at the latest. Target on volume of dials, not results. As experience comes the volume will inevitably fall so you want volume first. You can select the material carefully to avoid cross over’s with existing clients or lapsed clients who might give negative feedback.
I usually target on 100 dials a day for week 1, 25 decision Maker Calls week 2. then introduce some quality with 5 sales results for week 3.
Follow a “bite size” training plan each day with a learning outcome. I would follow sourcing, matching, candidate briefing, interviewing and follow up in the weeks that follow, releasing the next step as the learner becomes competent.
Whatever you decide, don’t try to teach too much in the early days. For me, if you learn to sell then everything else in the process follows leading to a rounded and successful recruiter.
Lastly, document progress and don’t sign anything off till it is practiced rather than just taught. It’s about application rather than talk! Make sure your teaching is delivered to meet the learning style of the new recruit rather than yours. (The most common mistake!)
If you want any help on this or some free resources you can look at my website: www.billboorman.co.uk or drop me an e-mail: bill@billboorman.co.uk
Good Luck!

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Permalink Reply by Tim Smith on October 1, 2008 at 11:22pm

Thank you all for your help!

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