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6 tips for creating a recruiter training program

Today, companies are increasingly investing more in the training and upskilling of personnel. No wonder, as statistics show that 40% of the employees that receive poor or none on-the-job training leave the company within the first year. 

When it comes to recruiting staff, training becomes a must as these people are responsible for the company’s performance. Talent hunting is more fierce every year, and hiring specialists must not stay behind.

Why is training important for the recruiting team?

Until recently, the activity of HR specialists was limited to recruiting and paperwork. But nowadays, their responsibilities have greatly expanded, making them accountable for:

  • the level of competence and professionalism of employees and their productivity;
  • healthy interaction between the team and the leader;
  • creation a satisfying working environment for each employee;
  • maintaining a positive psychological atmosphere in the organization.

It is often a case that a recruiter is well-versed in the theoretical base but fails to apply it correctly. A successful HR worker is expected to have excellent communication skills, the ability to screen people well, quickly and efficiently react to changes, and to see and forecast several steps. 

They need to know how to develop and implement an HR management model for a particular company. Unfortunately, these intricacies are not taught in universities. 

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6 tips to consider for a recruiter training program

It is not easy to find new talent. A recruiters’ productivity will largely depend on the training they receive. And it does not matter whether it is an HR beginner or one with years of experience. Here are the key elements of training a recruitment team:

1 – Let recruiters focus on your branding

It will be fair to compare recruiters to sellers. The only difference is that they sell company vacancies. Like sales specialists who use a company name to sell a product or service, recruiters must be able to incorporate this skill into a hiring process. Knowing a company’s core values, they will select a candidate who will best fit the corporate culture. Try to include a company focus into a training program – tell recruiters of company history, achievements, and future targets.

2 – Make sure your recruitment team builds relationships with other departments

Usually, it is company managers and supervisors who approve a candidate for a position. And they rely on recruiters that will make the correct selection among dozens of applications. But for this, a recruiter must fully understand the managers’ requirements. Let your hiring personnel interact with other company specialists to work out tests that will help them weed out inappropriate candidates. 

A set of relevant questions can be a great way to collect useful data and analyze certain aspects of a person’s ability and personality.

3 – Introduce a recruiting work model

Every recruiter works to his own sourcing algorithm. Working in a team, recruiters must work according to some uniform pattern to avoid wasting hours, scrolling through endless search results. Thus, a recruiter training program needs some clear-cut search modules. 

It will allow your employees to interact much faster. The same refers to job descriptions – the recruiters should learn to create comprehensive ads fully optimized for social networks and mobile devices.

4 – Develop necessary recruiting skills

Computer-based training cannot fully prepare a recruiter for real job intricacies. It is advisable to include role-playing sessions in your training program. They should demonstrate real-life scenarios to see how well your hiring team copes with them. 

Make sure to incorporate phone calls as a part of the training program as none of the recruiters will avoid them during their work. Special attention should be paid to the interview structure. It can be as difficult for the interviewee as it is for the candidate. It is a good idea to standardize the interview process to make it convenient for your recruiting team. It can be just a rough outline with the basic points of what should be discussed and what questions should be asked.

5 – Teach your recruiters to provide feedback

One of the best recruiting practices is to keep potential employees informed. The brand needs to make its candidates feel comfortable and understand that you value their time. For this, recruiting staff must keep in touch with them regularly. A training program can contain a task to develop a special plan of action for this purpose – create messages for specific stages of the recruitment process. 

6 – Provide on-demand learning

It is not the right approach to introduce mandatory training to your recruiters. Everyone knows that a hiring specialist leads a hectic pace of working life, having literally seconds for one resume. Of course, it is not realistic for them to spend hours on various courses and webinars daily. 

Instead, give your recruiters access to on-demand learning. This way, you will hit two targets – the employees will enhance their skills when they need them, and the working flow will not be affected.

There is a variety of online resources with webinars, online seminars and videos, and full-fledged courses. Also, you can visit interesting events aimed both at informal recruiting discussions and developing professional qualities. Do not ignore the industry influencers – listen to their interviews and podcasts, read columns and blogs.

Conclusion 

Summing up, a continuous learning process is not just a need, it is an inevitability today. Technologies are developing so fast that any knowledge can quickly lose its relevance. The recruiter of the future should always stay ahead of the curve. Constant training within the company will surely upgrade recruiters’ skills and drive overall business growth.

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