Great recruitment managers are what every recruitment business owner would love in their agency. Is it really possiblethough? Are great managers born like, supposed great sales people or can great management skills be learnt over time, with the correct attention and focus.

The truth is it is generally considered a combination of the two. It helps if we are born with at least some potential and that this is then developed. I doubt any successful recruitment manager decided when they were at primary school that they wanted to be managing a tea of recruiters. Unless of course Mum or Dad owned a successful recruitment business. However there will have been signs and clues. For instance an ability to communicate clearly and thoughtfully. A willingness to step up when needed. A can do attitude that was not capped by fear of the unknown.

All of these are great traits that in any individual need to be nurtured, especially if the ultimate aim is to be a successful manager that delivers for his or her organisation.

1. Nature (Being Born)

So where does nature come into the whole process. Ironically for recruitment business owners in the recruitment phase. If you are using a Rec to Rec agency make sure you are clear with them exactly what you are looking for. It is much easier to start with at least some raw talent and upbeat attitude than to ‘develop’ someone into being more positive. A professional recruiter will spot this straight away. Classic interview questions will tease out the key points that you will need to know about the potential each individual has for development. Latest data suggests that this is a key focus for many business owners. They are more interested in what is possible with an individual rather than dwelling too much on their current results.

2. Nurture (Being Made)

This is a biggy. Management training for recruitment managers is key. Start with raw talent and then develop it. As I write this article we have just had a stunning summer of sport here in the UK. Our rowing team has excelled. In fact the first Gold medal went to two female rowers one of which had never been in a rowing boat 4 years before. Interesting that just four short years ago they started to recruit rowers that had potential (nature) they then put them through intensive and support development (nuture) and then surprise surprise four years later out pop’s a gold medallist. Surprised? Not really. Development and training work when they focused on the right skill development with someone who is keen to grow.

That is why the initial identification of the individual is so important in the first place. No longer is recruitment manager development and training about who has billed the most or been around longest. As a profit focused business owner it is vital that decisions are based on who is best for the job and who will generate the results, both in a short and long term context.

 It all starts with the initial vision for your recruitment company. Where do you want to be in two, three or five years’ time? So what people do you need in place to support the journey? Look for natural talent as a first step and then develop it.

If you want to learn more about management training for recruitment companies FREE access to our tips by visiting Centred Excellence http://www.Centredexcellence.co.uk

Nicky Coffin has over 15 years' experience managing her own recruitment agency and helping other recruitment business owners to do the same. If you want to know more about recruitment training visit our interactive website at Centred Excellence.