d 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: email@example.com
e makes sense...I thought I'd add what is appealing from a Corporate perspective:
We're not looking to sign with BountyJobs to save money and I don't think we'll use the site for the big, senior executive roles in which many of you probably specialize. We'll likely use the site for finding the niche, technical skill sets that our in-house recruiters have not been able to fill.
Some of our groups have long-established relationships with particular search firms--they will be able to work exclusively with them if they choose...through BountyJobs at only a 3% charge for the firms. But under the existing system, most of the 400 firms with which we currently have contracts are not getting any business from us--we have a disciplined approval process that ideally limits the search firm spend to the hardest-to-fill jobs.
In addition to freeing us from maintaining 400 contracts--and allowing us to more quickly add new vendors--we hope it will speed up the sourcing process when we post a job. Instead of selecting a firm to begin the search process from almost scratch, we expect firms with relationships with candidates that fit our profile to bid on our job. Unlike executive roles where leadership and intangibles which I can't easily pull off a resume come into play, our roles will likely require very specific job and industry experience. If a candidate has a good work history in the right area at a good company in our industry, I'm less interested in a thorough personality vetting by the firm-I just want to get that hard-to-find person connected with my hiring manager quickly.
Lastly, because we're a big company and we love metrics...the site should reduce our cycle time for these roles and will give us some metrics around which firms are delivering and may lead to preferred relationships with our Company.
For our executive roles...that's another matter. Discretion is a major issue and we won't want our competitors to know. We would also expect a more rigorous vetting process from the firm.
I'll be back to let you know how our experience with BountyJobs goes. Another perk of working with the site is it makes it easier for me to get off the phone with the aggressive search firm salespeople who call me--I'll be able to tell them to look for our jobs on BountyJobs.…
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