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.
each "scripts," I teach people (recruiters) how to have a conversation.
I don't teach "give me a job order," I teach how to develop relationships and build organizations.
I teach the Candidate is GOD and it's time to find them a job. NOT fill ORDERS.
In my opinion there are two reasons we are stuck with the old training.
The first is there is a myth out there that anyone can be a Recruitment Professional. Only 20% of people make it to their third year in recruiting. The myth causes business owners to hire people off the street, give them a canned script, point them at a phone and pray that person will make them money. If we took more responsibility for the people entering our industry this wouldn't happen.
Second problem is, we as an industry will take and try to fill orders with clients who we all know are bad employers. If we assumed the role of Workforce Planning Consultant and required our clients to the proper hiring process this would put everyone in a better position. Of course being a Workforce Planning Consultant takes time. In my opinion the benefits of higher rates to us, better opportunities for candidates and clients that are more satisfied with their hiring decision would outweigh the time/ cost investment.
Recruiting is NOT easy cash and people need to stop treating like it is. I am a Trainer because it's time to change our industry from the inside out. I don’t promise lots of money today, I promise better relationships that will bring more stable, long term money.
Thanks for your post! …