Training new recruiters

The phrase: ‘We all have to start somewhere’ may now appear hackneyed, but it is true. To get the best out of new staff, you need to put the effort in and then take a step back when the time is right. Getting the balance right when training new recruiters can be hard, if you are too hands-off, a new recruiter could make a lot of mistakes, which dents his or her confidence; be too hands-on and the person being trained can feel stifled and frustrated. Here are six pointers on how to train new employees successfully.

 

Master the basics

Getting to the heart of a particular job description and putting the right people in touch with others is essential. Make sure a new recruiter knows how to read CVs and resumés so he or she can match the people and skill-sets to a particular position. What does the job require? What qualifications are needed? ‘This is the bread and butter of a recruiter’s job,’ says recruitment manager Max.

 

Make the most of social media and the internet

‘Social media is a vital source of new recruits,’ says recruitment consultant Jayne. Twitter, Facebook and LinkedIn are a part of everyday life and new recruits need to be able to know how to source prospective candidates using social media sites. Learn how to keep the recruitment company’s followers engaged, join relevant groups, communicate in a human way and make sure you acknowledge others’ efforts (a re-tweet for example can help establish a rapport, credibility and trust). The internet is also a great source of learning for new recruits, use the webinars and ‘how to’ videos widely available on YouTube and other sites.

 

Get talking

It’s all very well knowing the theory, but soon it will be time to put it into practice. If your new recruit is delivering potential matching candidates on a regular basis, now is the time for him or her to pre-screen those prospective candidates.  Get the new recruiter to initiate conversations with potential candidates and remind him or her to go over the basics to find out if the candidate is a good fit. If the candidate is a good fit, a new recruit should tell the candidate that a senior recruiter will be in touch soon to go over details and outline the job recruitment again – at this stage it is important to let the new recruit sit in and listen to the senior recruiter’s conversation with the candidate.

 

Listen and learn

New recruits should be listening to senior recruiters while he or she talks to both clients and candidates. Conversation skills and the ability to glean the information you require are not something that is learned overnight. Let a new recruit see how you prepare for an interview with a candidate or client and then let him or her see all the parts of the placement process. ‘Being fully briefed, prepared and having the ability to ask the right questions and take note of the important parts of a conversation are the most important part of my job,’ says Max. ‘This part of my training took many months to get right and I still learn from others today. Listening and learning’s importance cannot be overemphasised.’

 

Get on with it

Once you are happy that a new recruit has taken on board all of the basics and pre-screenings are accurate, get him or her on the case. Start them off with a job or two and follow what they do. ‘Now is the time for you [the senior recruiter] to sit in and listen to them,’ says Jayne. ‘And always be available to answer questions and offer advice. It is still relatively new territory for a new recruiter and mentoring is important throughout this part of the process.’

 

Enjoy it

‘Recruitment is hard work, but the satisfaction of pairing the right candidates with the right clients is a great thrill and makes all the preparation so worthwhile,’ Max explains.

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