How can you train a new recruiter to be successful?

To make a new recruiter successful, teach him/her the values and align them with the company culture. Its very important to learn the core values before going deep into technical. Set clarity on the company vision and mission, culture of the organization, Importance of team and then go deep dive to technicality of the recruitment. Teach them the process of recruitment, share the recruitment guidelines, Introduce them to the stakeholder team them the importance of stake holder management and also train them on the tools and techniques of recruitment Process.

Having transparent goals and expectations is crucial to a healthy relationship[ when training a recruiter, dont shelter them from red tape etc

One of the most important things that often gets overlooked is the importance of values and teaching people to make decisions that align with the organisational values. If you hire people with the right values, the other things tend to follow.

In my experience, the best recruiters learn by shadowing, doing and asking questions. I think it's important to allow new recruiters ramp up time to learn the lay of the land: company structure + culture, internal processes, how the business makes money, organizational charts, the domain space they'll be hiring for, and networking with their peers + stakeholders. Allow time for new recruiters to find their footing and lay the ground work before throwing them on the phones.

First and foremost have an actual training plan and clear and defined measures of success that are communicated to them early and clearly…these may even be time based. I love to level set expectations for any new recruiters on Day 1, I like to give them small bite sized milestones so that they can also judge their own success; for example I may tell the new recruiter: “Hey, I know starting a new role can be exciting and overwhelming and I know you want to try to absorb and learn everything quickly, but I don’t want you to stress yourself. If by the end of tomorrow you have mastered these things (examples) you are on track” Give them a roadmap that is clear, fair, obtainable and gives them some ownership??

In my experience, you can have all the tools in the world. Attitude and mindset are what make good recruiters, great. Always walk before you can run :)

So many times we forget that a new hire’s best resource can actually be another person, a peer. Peer to Peer training is one of my favorite forms of training, it allows a level of transparency that sometimes is not found in other relationships. Provide them people, that can help them, teach them, mentor them and guide them.

In my experience the new recruiter should be paired with an experienced recruiter who can help in the learning process. To get an equal commitment from the senior recruiter, this should be showcased and a panel of senior recruiters identified which will in a way also be recognition for them.

TLDR; Internal Mentoring, Technical Competence, Learning by Doing. One of the best tools and resources a new recruiter can have is a strong internal in-team trainer, or mentor. This relationship allows for a new recruiter to develop through asking questions, shadowing, and simply the ability to learn from an internal SME. Outside of this, all the necessary tools should be trained on (ATS, databases, computers, phones, etc.). Most recruiters I know learn by doing, so allowing them time and space to ask questions as they proceed along each company's process is key.

Training new recruiters is one of my favorite aspects of the work. I think one of the most important aspect of training is to teach them the process and to trust the process that is sourcing, recruiting, vetting, presenting, and walking candidates all the way through the process. It is also important to couple high encouragement with realistic timelines to consistent high performance. If you are new to recruiting or new to an industry, you likely don't have the network of candidates and clients to consistently make high numbers of placements right away. Setting challenging but realistic goals can keep someone in recruiting for the long term.

There are many different ways to train a new recruiter including providing comprehensive training - An intro into recruiting and an understanding of company overview. Ensuring familiarisation with Tech and Social Media. How to understand job requirements and engage in effective communication. Continued mentorship and feedback is essential.

Recruitment is a skill, which need to be developed through continuous process of reinventing the wheel. Recruiter need to understand culture and ethos of the organisation and evaluate candidate to the overall fitment for a long term career in organisation. Recruiter need to upgrade knowledge and skill with latest tools, data analytics, Generative AI, Assessment innovations for technical, behavioural and psychometric assessments. Recruiter skills are not only limited to sourcing, assessing and onboarding but also to keep the talent pool engaged and warm for future talent pipeline.

Recruitment is like a muscle in your body, you have to keep working on it or it will get weaker. Upskilling and ongoing development should be a monthly occurrence

Recruiting is one part Will Smith from Hitch, one part detective, and one part accountability coach. It is important to take the time to get to know both your clients and candidate, what motivates your candidate in their search for a new job and what profile truly matches what the client is looking for. As a detective, you need to keep digging, keep asking questions and create space for real answers. As an accountability coach, you need to follow up and assure your candidates and clients are following through on their commitments. You cannot want it more than they do.

Fostering a Culture of Learning! Providing recruiters opportunities of workshops, trainings, and various shadowing opportunities of complex + simple processes can allow recruiters to gain new skills. A few ways that a company can do this well is through creating a knowledge-sharing platform, promoting xfn collaboration, and growth by continuous learning. Sharing within a team can allow for creativity, new ideas, but also the ability to see what all resources are out there. Cross-functional collaboration is key to growth and innovation as varying departments offer new perspectives. Fostering connection and a culture of growth is key to high-performing teams!

The basis of recruiting is understanding people. Any AI can sort through resumes for you, but they won't be able to talk to people and ascertain a fit for the company or the team. The skill of assessing people is a learned skill, no one is born a natural interview. A good method is to give them a safe space to learn and make mistakes. In my experience, tagging along on some interviews and then discussing the feedback, impressions, and recommendations is a very effective learning tool. They learn by doing and listening to other people. It's a lot easier with video than a conference call like back in the day.

A recruiters job is akin to a sales job, where targets should be measurable and achievement should directly correlate to rewards, both monetary and non-monetary. But to be fair for a new hire, a cooling period should be given along with a step-up plan else it can demotivate a new hire who ends up chasing a deficit from the beginning with the gap ever widening.

Motivation. Engagement. Retention. Celebrating small wins and big wins go along way for recruiters! A lot of times, challenging roles can be time-consuming and require a lot of time + effort of an individual. Being recognized and thanked through words, bonuses, incentives, or promotions demonstrates appreciation of the recruiter and also fosters a community of affirmation.

Recognising a new recruiter's achievements is crucial for success. As the saying goes, "Efforts that get appreciated are repeated." Acknowledging both big and small wins establishes a positive feedback loop, fostering a culture of improvement. This appreciation fuels motivation, encouraging the replication of successful strategies. Beyond verbal praise, consider tangible rewards like incentives or promotions within your budget. Celebrate not only professional milestones but also personal growth. Collaborate on career planning, aligning their aspirations with organisational goals. Essentially, celebrating achievements boosts morale and reinforces a cycle of continuous improvement, ensuring a successful and motivated recruiter.

I share everything I know with them. I show them how I do things, explain why I do it that way, and then let them decide if my approach works for them, or if they find a better way for themselves. Once they are confident to do the tasks, I guide them and provide feedback, while being less and less involved. :)

This is the approach I took to effectively train new recruiters: 1. Ensure they have a willingness to learn and work hard. 2. Dedicate significant time to training, gradually reducing the frequency while maintaining regular check-ins at least once or twice a week. 3. Acknowledge different learning styles, some may need repeated explanations. I use a mix of written and video guides. 4. Train on all aspects: I provide a clear outline of the recruitment process, example scenarios, job posting templates, outreach templates, and sample interview questions. 5. Be honest and open about your struggles, achievements…even failures encountered in recruitment.

One of the ways to get started is by actively engaging with the new recruiter along with providing an environment for Autonomy and Innovation. Actively listen to them and share tacit knowledge gained through experience, this can be telling instances that you have come across during your initial days in the field of recruitment, or can even be insights that can't easily be found in textbooks or practical training. Additionally if possible make them shadow experienced recruiters who can provide them with an impressive learning experience.

Foster a culture of networking and relationship building by underscoring its pivotal role within the industry. Urge new recruiters to actively participate in industry events, leverage social media for professional connections, and cultivate relationships that can significantly contribute to the development of a strong and expansive professional network. In tandem with this, instill a customer-centric mindset in recruiters through targeted training. Guide them in adopting an approach that prioritizes understanding both client and candidate needs. This training underscores the significance of tailoring recruitment experiences to ensure satisfaction for all involved parties.

Training a new recruiter means helping them a lot. I've found that it's good to have an experienced person teach them and show them how things work. Doing things like pretend interviews or going to job fairs helps them learn by doing. Talking about how they're doing regularly helps them get better at talking and deciding who's right for a job. We also make sure they know what our company is like and what we care about. Joining webinars or workshops about hiring keeps them learning. I also share stories from when I started so they know what it's really like. It's about helping them learn in different ways to be a great recruiter.