Training Junior Recruiters - RecruitingBlogs2024-03-28T16:34:44Zhttps://recruitingblogs.com/forum/topics/training-junior-recruiters?commentId=502551%3AComment%3A1122944&feed=yes&xn_auth=noWell, I will say I am a terri…tag:recruitingblogs.com,2011-01-31:502551:Comment:11296572011-01-31T17:00:29.615ZJason Monastrahttps://recruitingblogs.com/profile/JasonMonastra
Well, I will say I am a terrible teacher and therefore have applied a different approach. I do not hire junior level people due to that reason. With that being said, hiring professional and experienced staff at this time in the economy, is a huge window of opportunity for the company that is growing. Managing experienced staff has its own advantages, yet also comes with challenges (processes, etc and change mgmt) required to assimilate them into your culture. All that being said, I believe…
Well, I will say I am a terrible teacher and therefore have applied a different approach. I do not hire junior level people due to that reason. With that being said, hiring professional and experienced staff at this time in the economy, is a huge window of opportunity for the company that is growing. Managing experienced staff has its own advantages, yet also comes with challenges (processes, etc and change mgmt) required to assimilate them into your culture. All that being said, I believe hiring experienced staff offers a better value ROI than newbies off the street with little to no experience.
Get on the phone at 9am to…tag:recruitingblogs.com,2011-01-30:502551:Comment:11296032011-01-30T00:55:42.368ZC. B. Stalling!!https://recruitingblogs.com/profile/ChrisStallings
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<p>Get on the phone at 9am to 12 noon</p>
<p>12 to 1230 lunch</p>
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<p>12 30 to 430 more phone calls</p>
<p> </p>
<p>430 plan who you will call the next day</p>
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<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone…</p>
<p> </p>
<p>Get on the phone at 9am to 12 noon</p>
<p>12 to 1230 lunch</p>
<p> </p>
<p>12 30 to 430 more phone calls</p>
<p> </p>
<p>430 plan who you will call the next day</p>
<p> </p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p>
<p>Phone Power</p> I could not more strongly end…tag:recruitingblogs.com,2011-01-14:502551:Comment:11239952011-01-14T17:38:10.920ZJordan Rayboyhttps://recruitingblogs.com/profile/JordanRayboy180
<p>I could not more strongly endorse the rookie training program on the Next Level Exchange- <a href="http://www.nextlevelexchange.com/">www.nextlevelexchange.com</a>. Flat cost per month, not a per-rookie cost, like putting someone through a boot camp. The content is new, relevant, and immediately able to be implemented- and it's all streamed through the website, so you can access it anywhere and any time. Each piece of the placement process is a different module. Recruiters can watch at their…</p>
<p>I could not more strongly endorse the rookie training program on the Next Level Exchange- <a href="http://www.nextlevelexchange.com/">www.nextlevelexchange.com</a>. Flat cost per month, not a per-rookie cost, like putting someone through a boot camp. The content is new, relevant, and immediately able to be implemented- and it's all streamed through the website, so you can access it anywhere and any time. Each piece of the placement process is a different module. Recruiters can watch at their own pace. There are quizzes throughout the program. Each owner is given a guide with content summaries, answer keys, and suggested exercises. It's what I'm now using for my new hires and I couldn't be more impressed.</p>
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<p>Additionally, as rookies graduate into more advanced levels of the business, they have a library of videos from many of the industry's top trainers and also top individual billers who are still in the trenches doing it every day.</p> I always found that giving th…tag:recruitingblogs.com,2011-01-13:502551:Comment:11234062011-01-13T09:14:14.632ZLeigh Cosgrovehttps://recruitingblogs.com/profile/LeighCosgrove
I always found that giving them a mentor in the organisation who wasn't their direct line manager was a great way of encouraging them to ask the "silly" questions but also to learn from. This obviously only works if the mentor actually wants to do it and their personalities match.
I always found that giving them a mentor in the organisation who wasn't their direct line manager was a great way of encouraging them to ask the "silly" questions but also to learn from. This obviously only works if the mentor actually wants to do it and their personalities match. I have trained hundreds of re…tag:recruitingblogs.com,2011-01-13:502551:Comment:11231942011-01-13T08:03:23.102ZJames Duranhttps://recruitingblogs.com/profile/JamesDuran
<p>I have trained hundreds of recruiters to work as contract Sourcers and Recruiters in the Silicon Valley. My program has two major components, one is HR & Recruiting topics, including role playing. The second component is training in high tech technologies. The minimum training period I like to provide is 4 weeks, at a full time basis. The training for a 3rd party or agency recruiter is one category, and the set of skills for somebody who will work inhouse for corporate clients as a…</p>
<p>I have trained hundreds of recruiters to work as contract Sourcers and Recruiters in the Silicon Valley. My program has two major components, one is HR & Recruiting topics, including role playing. The second component is training in high tech technologies. The minimum training period I like to provide is 4 weeks, at a full time basis. The training for a 3rd party or agency recruiter is one category, and the set of skills for somebody who will work inhouse for corporate clients as a FTE or Contractor is entrely different.</p>
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<p>Recruiting is a discipline involving the coordination of a mass of details. It's about creating and managing expectations with a sense of urgency. Focus. Attention controls matter in the molecular state.</p>
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<p>I have provided training in various segments to clients who want a shorter customized version. I am a big believer in giving the Trainee a 360 degree perspective. What they don't use today, they may use in 5 years.</p>
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<p>I have trained newbies (NCGs), coordinators, schedulers, HR Assistants, as well as engineers and S&M folks wanting to make a career change.</p>
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<p>Too many contract recruiters and sourcers who work for corporate clients today, do not go through a well defined training program and lack a well rounded foundation, and many of them don't have a clue about sourcing and cold calling or warm calling. They are order takers, employment process managers.</p>
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<p>The value of mentoring isunderrated. Anybody can read a book and learn scripts. Knowledge is freeely and widely available. Every now and then, we may stumble on somebody for whom this self education is sufficient. Most of us will do immeasurably better with the mentoring of somebody who has been there before, and forces the student to think and learn, not just do. What is the value of a mentor? It can be summarized in this - you do not need to have a cold to know they are bad for you. </p> I have been in the recruiting…tag:recruitingblogs.com,2011-01-13:502551:Comment:11230902011-01-13T02:46:58.698ZKim Bechtelhttps://recruitingblogs.com/profile/KimBechtel
I have been in the recruiting, training, leading, managing and running a business field for 35 years. Here's what I have had reinforced (I knew it back then but didn't really believe it) over the years. Hire for attitude and personality, train for skills. You can't turn an HR Generalist into a Recruiter if they don't have the personality attributes for persistence in the face of adversity, creativity, honesty, empathy, and good ol' hard work. You can train for how to use the database you're…
I have been in the recruiting, training, leading, managing and running a business field for 35 years. Here's what I have had reinforced (I knew it back then but didn't really believe it) over the years. Hire for attitude and personality, train for skills. You can't turn an HR Generalist into a Recruiter if they don't have the personality attributes for persistence in the face of adversity, creativity, honesty, empathy, and good ol' hard work. You can train for how to use the database you're using, or the interview guide you want them to follow. You can train them how to use the phones. But if they aren't hunters they won't enjoy the work and you will end up letting them go. That's my two cents (what is that worth these days, since I'm Canadian, it's worth more today than it was yesterday). I have been in recruiting for…tag:recruitingblogs.com,2011-01-13:502551:Comment:11232722011-01-13T02:12:50.953ZDoug Beabouthttps://recruitingblogs.com/profile/DougBeabout
<p>I have been in recruiting for 33 years and have built four successful personally owned recruiting firms. I have co-created over 450 franchised and mainly, independent firms. I have trained hundreds of corporate/company recruiters. The biggest challenge is not in training entry level recruiters. It is selecting the best people for the role. That definition is based upon both experience and personal characteristics. A widely held, but inaccurate assumption is that if someone has sales…</p>
<p>I have been in recruiting for 33 years and have built four successful personally owned recruiting firms. I have co-created over 450 franchised and mainly, independent firms. I have trained hundreds of corporate/company recruiters. The biggest challenge is not in training entry level recruiters. It is selecting the best people for the role. That definition is based upon both experience and personal characteristics. A widely held, but inaccurate assumption is that if someone has sales experience, they have a leg up on anyone else in becoming a successful recruiter. I attached an ebook that should be helpful in finding, evaluating and selecting great recruiter potential talent. We are facing a huge talent shortfall and having skilled recruiters who can perform recruiting as a contact effort versus a keyboard effort. If anyone wants more insight about recruiter training, join the free introductory session tomorrow at 1PM ET and sign up at: <a href="https://www1.gotomeeting.com/register/836597432">https://www1.gotomeeting.com/register/836597432</a> </p>
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<p>The Art of the Recruiting Masters classes are the only live and fully interactive, web-based classes for both third-party and corporate recruiters. Check out the details at: <a href="http://www.RecruiterElearning.com">www.RecruiterElearning.com</a>, watch the streaming intro and sign up for the course!</p> I agree with Jack, Pam and ot…tag:recruitingblogs.com,2011-01-12:502551:Comment:11232612011-01-12T22:55:53.852ZKristian Haughtonhttps://recruitingblogs.com/profile/KristianHaughton
<p>I agree with Jack, Pam and others in regards to having recruiters of all levels but especially Jr recruiters partake in Peter Leffkowitz training. AIRS training would also help with sourcing aspect of the position to help develop more leads/contacts/candidates. </p>
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<p>Kristian Haughton</p>
<p>I agree with Jack, Pam and others in regards to having recruiters of all levels but especially Jr recruiters partake in Peter Leffkowitz training. AIRS training would also help with sourcing aspect of the position to help develop more leads/contacts/candidates. </p>
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<p>Kristian Haughton</p> See my blog or call me at 253…tag:recruitingblogs.com,2011-01-12:502551:Comment:11230792011-01-12T22:54:29.687ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
See my blog or call me at 253-520-3304. Also consider Arbita or AIRS
See my blog or call me at 253-520-3304. Also consider Arbita or AIRS Hi Pam we were at the same se…tag:recruitingblogs.com,2011-01-12:502551:Comment:11230742011-01-12T22:15:28.226ZJack Rothhttps://recruitingblogs.com/profile/JackRoth989
<p>Hi Pam we were at the same seminar. Hello again! Danny is good too. I've assessed his training but haven't gone to a seminar. I think I may in the spring</p>
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<p><br></br> <cite>pam claughton said:</cite></p>
<blockquote cite="http://www.recruitingblogs.com/forum/topics/training-junior-recruiters?commentId=502551%3AComment%3A1123252&xg_source=msg_com_forum#502551Comment1123252"><div><p>Hey Jack,</p>
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<p>I did that same training last January! Definitely got my year off to a…</p>
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<p>Hi Pam we were at the same seminar. Hello again! Danny is good too. I've assessed his training but haven't gone to a seminar. I think I may in the spring</p>
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<cite>pam claughton said:</cite></p>
<blockquote cite="http://www.recruitingblogs.com/forum/topics/training-junior-recruiters?commentId=502551%3AComment%3A1123252&xg_source=msg_com_forum#502551Comment1123252"><div><p>Hey Jack,</p>
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<p>I did that same training last January! Definitely got my year off to a great start. 2010 ended up being far better than I anticipated and am looking forward to what 2011 will bring.</p>
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<p>Another trainer I'd recommend is Danny Cahill. He has a rookie training coming up in March that is a two day training all the basics. When I hired someone this year, I sent her to this training asap and it gives a solid foundation and really emphasizes the importance of planning, metrics, and being on the phone.<br/><br/><cite>Jack Roth said:</cite></p>
<blockquote><div><p>I concur with Pam. I have been doing this a long time and each year go back to Leffkowitz for training just to refresh and calibrate my skills and mostly because hes inspiring. Just did a two day training in NYC with him this week and I am so psyched for 2011.</p>
<p>There is no better core training for a new recruiter. The most important factor will be on how to use the phone and source for names and how to recruit candidates with that info. Webinars are no where near as effective. Peter is a fantastic teacher and I highly recommend his course. Pay the money its NOTHING compared to the results. Worst case buys his DVD's.</p>
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<p>Jack Roth</p>
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