Recruitment training tips

Recruitment Training Tips

By Nicky Coffin

1 www.centredexcellence.co.uk Call: 0845 319 4838

http://www.centredexcellence.co.uk/

Recruitment Training: How To Choose A Company To Train Your Recruiters

Recruitment training is important no matter what company you are a part of, if your goal is to grow and increase your employees’ skills and abilities. It is especially important if you own a recruitment agency and have a team of recruiters whose key function is to deliver to your clients a steady stream of appropriate, top flight candidates.

So what do you need to consider when choosing from a range of companies that can potentially provide recruitment training for your team of recruitment consultants and managers.

1. Do they have Recruitment Industry Experience?

There are a lot of training and development providers out there, so in essence you have a lot of choice. First of all a great question to ask is do they have experience in your particular industry. The recruitment sector has its own style. Recruitment consultants have to be goal orientated, driven and yet flexible, making sure candidate and clients are matched. A gung ho approach to selling is all well and good and yet there needed to be a balance. Increased billings are important along with account management. A training provider who has actual experience within this sector will understand this. All you have to do is ask them. This leads onto something else.

2. Who are they and what is their experience?

So you know that this recruitment training company has experience. Now it is time to find out exactly what it is. Perhaps they have worked as a recruiter or recruitment manager in the past and have a flair for developing and training people. This is a good sign as you can be confident that they understand the job role. Depending on the level of training and development you need do they have a grasp of the wider implications of running a recruitment company? A bonus is to find someone who has worked at a senior manager level. This individual will have a range of skills and will have come across a lot of the issues you are facing.




Recruitment Training: How To Choose A Company To Train Your Recruiters

3. What is their level of training expertise?

It is all well and good that someone knows the recruitment industry. The question now is can they teach, train and coach. What is their own skill level in these areas?

Do they have any training qualifications? Maybe specialist skills like MBTI, Business consulting, NLP, advanced communication skills, what are their performance coaching abilities? Have they any experience of management training for recruitment companies, vital if your plan is to grow your company to new heights. All questions to ask and get answers to before you move forward.

4. What are their results in recruitment training?

If the companies you are choosing from have ticked box one and have recruitment industry experience, what results have they achieved? Not just the warm cuddly stuff either. What were the recruiters or managers able to achieve post the training?

How much did their billings increase? How many new candidate CV’s got sent out? How is the team performing? This is usually pretty easy to find out if you are dealing with a professional company. First of all they will have a website that you can visit.

This will also include information about the range of services they provide and importantly the results that people are getting.



Starting a Recruitment Agency: It All Starts With Attracting The Best Recruiters

Starting a recruitment agency, looking in from the outside, can seem like a simple thing: the staff sit at their desks and answer emails all day from interested people - smiles are exchanged, and daily working life is easy. Quickly and easily, the recruiters simply and efficiently match the right people with the right jobs, and the hardest thing they ever have to do is answer the phone. Sounds like an easy life, right?

Wrong. Starting a Recruitment Agency is a gamble in any economy, and something which can throw up more paperwork and HR headaches than you could ever feasibly imagine.

Fortunately, though, it's easy to cut down on some of the hassles and create an atmosphere that enables everyone to flourish. So once you've got the finances sorted and the office is ready, making sure you have only the best recruiters is something which should be of paramount importance, don't you think?

The first thing you need to consider when starting a recruitment agency is costs; in an ideal world, you'd be hiring the best recruiters in the area - individuals who have years of experience and know the industry inside-out. Yet here comes the first stumbling block...with a smaller budget than most companies and a weaker public profile, this option is virtually impossible and something you'd do well to dismiss and accept early on. The best you could hope to do is attract someone who is doing it for the love of the job, and while that sounds possible, it could leave you wondering what else they are expecting from getting this under-paid role that they are over-qualified for.

This leaves only one realistic option: employ recruiters who are good enough at their job to represent your new company well, and accept that they will need training. This might sound like a hassle, but the benefit is that you get recruiters who you can shape with your own ideas, and employees who may be more open to suggestions and feedback.




Starting a Recruitment Agency: It All Starts With Attracting The Best Recruiters

Another obvious reason why you need the best recruiters possible for your money is this: you want people to come in the door unemployed and leave employed and happy. Even more importantly, you want those people to talk about your Recruitment Agency down the pub or when out at parties. In the beginning you won't have much in the way of money for advertising, but that doesn't matter as much when you have great word-of-mouth and a growing reputation as a business which really cares about what it does.

The last reason why you only want the best recruiters is simple, and it applies to all Recruitment Agencies: low staff moral is a very bad thing, and it can literally finish a company before it's even started. It begins with one disillusioned staff member and spreads alarmingly quickly - within just a few weeks 3 or 4 people might be leaving, and once that happens in a small company it can very easily be the kiss of death which all Recruitment Agencies fear.

The conclusion: by employing the best and most suitable recruiters to work in your team, you're ensuring that there are no weak links, and securing a future as well as you possibly can. Now, doesn't that sound like good business sense?



Training for Recruitment Consultants: Why Your New Recruiter Needs a Coach

Training for recruitment consultants should be a major priority for any recruitment agency. Picture the scene: you run an established Recruitment company - business has been on the up for some time and it shows no sign of slowing down soon. Then, just at what feels like the height of your success, you get the news you've been dreading: your top recruiter is leaving you.

Whatever the reason - pregnancy, a new job or a move into a different industry - nothing softens the blow, and hiring a new recruiter isn't something which should be rushed into, no matter how much you need them.

Many people believe that hiring a new recruiter should be where it ends. After all, they're trained at what they do, have the right amount of experience and seem an ideal fit. But look at it this way: as gifted as they might be and as suited as their CV might make them seem, can you be certain that they will represent your company just as you'd like when you're not looking? While you may have already established a modicum of trust at the interview stage, nothing beats some extra training to ensure that you're both on the same wave-length.

Performance coaches are the ideal people to bring in to assist your new recruiter. Not only are they experts at getting people to fulfill their potential, but they can see a business with fresh eyes and understand very quickly how a new recruiter will fit into the dynamics that are already present; really, it's about putting everyone on the same wave-length, and with a performance coach you get this, plus the added peace of mind which comes with knowing they have achieved great results before.

Another reason for hiring a coach to assist your new recruiter is more simple: we all have different ways of handling things, and a coach will be able to explain how the new employee can effectively integrate into the way your company does business. An even more important reason why your recruiter needs a coach is decision making. All businesses hinge on this one important skill, and by making sure that your Recruiter is doing this well enough, you can be sure that time isn't being wasted or unnecessarily taken up.




Training for Recruitment Consultants: Why Your New Recruiter Needs a Coach

Motivation is also something which performance coaches specialise in handling and encouraging. If your new recruiter is easily stressed or too easily distracted, your coach will notice this very early on and offer a number of techniques which he or she can use. The best thing is that with the advice and information coming from a third-party, he or she is more likely to take note and make long-term changes that translate into working better with the team. Instead of just switching off as you speak - something which is inevitable for the new recruiter who is bombarded with information - they will engage better with what they are hearing. It all adds up to a better working relationship for everyone and a level of assurance which makes you glad you got a performance coach in.



Recruitment Training: Why Performance Coaching Can Double Your Turnover

Recruitment training is vital if you are in the recruitment sector and want your business to grow. If you're in the recruitment training part of the company, the chances are that you possess a few key skills which come fairly naturally - things like intuition, the ability to sense a person's hidden skills, and determining when someone isn't suited to a certain position. These are all things which you then pass onto recruiters by way of recruitment training. Going by this logic, then, all recruitment training firms should be made equal and none should be at an advantage. So, with this in mind, how come some excel while others seem less able to attract success? One explanation could be just good luck, but another could well be a difference in technique. It's a known fact that the firms who do the best in business achieve their goals because they understand every part of what they are doing.

The notion that a performance coach will come into your office, only to question your recruitment training strategies and way of doing things, isn't an especially new one - many people mistakenly believe that all performance coaches care about is implementing their own strategies. The fact, though, is that this couldn't be further from the truth. In all cases, the role of the performance coach is to better a company's recruitment training so that the staff can train others to confidently attract the right people for the right jobs which best suit their individual skill-sets. It may sound mysterious, but actually what performance coaches do is surprisingly simple.

The performance coach begins by identifying the issues that the recruitment training company faces both long and short-term. Seeing things from the outside, from a fresh, new and unbiased perspective, they are able to clearly see what the problems are. The company may not appreciate hearing these negative points, but performance coaches have a long history of turning companies around by suggesting unique, tailor made methods. When these are adhered to, great things really do happen.

Once these negative points have been targeted, it's time for the performance coach to work out why these issues have been allowed to take hold in the first place. It may be something simple, like conflict within the training company, or it may be something more-ingrained, like low staff moral which has seeped into the foundation of the business and affected a number of recruiters. Either way, the performance coach's job is to increase the recruitment training company's turnover by getting the best from all recruiters and making everyone able to be better decision makers.



Recruitment Training: Why Performance Coaching Can Double Your Turnover

This inevitably leads to more motivation and a focus on the areas that need work. Suddenly all hope is not lost and people are smiling. Where problems constantly arose, the negative energy that could once be cut with a knife is replaced with a map of what to do and how to tackle problems if and when they arise. The result is less negativity and more positive action. This inevitably leads to better communication within the company, which means that the business is much more efficient. In the end, it all leads to more good business being done and more money coming in - something which motivates everyone to try harder and constantly do their best.



Recruitment Consultant Training: 3 Things You Must Teach New Recruitment Consultants in Year One

Re cruitment consultant training is vital if you want your new recruiters to succeed in the recruitment industry. The recruitment business is a great place to be at the moment as the global economy starts to recover. Companies are growing again and with that growth comes the need for more staff. Enter your new recruitment consultants who full fill a vital role in matching up the ideal candidate with the ideal job role and of course client.

As in any profession teach somebody well in their first year and you will recoup your own recruitment costs for years to come. There are many things that will form part of your recruitment consultant training courses. Including advanced selling skills, negotiation and listening skills to name just a few of the basic attributes. Here we want to share 3 key ideas that are vital for success in any industry that involves selling and especially recruitment.

1. Goal Setting

That is obvious I hear you say. Well maybe and maybe not. Few people actually understand goal setting, and how to set it up so it actually works. Imagine the scenario Sam or Sally start with you and you give them their first billings target of £20k that month. I am just using this as an example. Now all well and good and yet leaving it at that will not get you the result you want.

The best way to make a goal happen is to break it down into smaller chunks that will relate to actions that need to be taken. For instance how many new placements would that mean? What is the average billing? What are the current conversion rates that Sam or Sally has in their past sales roles? Perhaps they are total 'newbies' to the recruitment industry. If that is the case looking at your past recruitment consultant training what did previous new starters achieve.

This makes it simpler to work out. This way the figure of £20.000 can be broken down into how many placements that would mean and therefore how many conversations need to happen.




Recruitment Consultant Training: 3 Things You Must Teach New Recruitment Consultants in Year One

2. Focus

Next is the buzz word of the moment. It does not matter how intelligent or qualified your new recruitment consultant is they must know how to focus. Focus is the secret weapon to delivering outstanding results when it comes to training your recruitment consultants. When you have new people in any company, recruitment agency or not there are lots of distractions going on.

If you can keep your new consultants focused on exactly what they need to do to deliver results you will be amazed at what they will achieve. If you have not got your own recruitment training manual or are unsure of the best steps either create one or outsource the training. This training can then be followed as a blueprint. Leaning any new skill takes focus and determination and having step by step instructions that are followed with focus over the first few months will make a huge difference.

3. Self-Appraisal

This is a technique few people think to build into their recruitment consultant training and yet it can be the difference that makes the difference. At the end of each call get your new consultants to ask themselves a few simple questions. What went well? What went not so well? What can I do differently next time to make it even better?

By doing this on a regular basis your recruitment consultants will become more aware of what is working for them. What they need to get better at and what they can do more of to increase the results they are getting.



How to Start a Recruitment Agency: 3 Steps You Must Take

How to start a recruitment agency? A good question. Recruitment agency owners are usually driven, full of ambition and embodied with enough self-assurance to make good snap decisions about anything related to employment.

Sound like you? Well, the good thing is that you don't need to be born into this job. With technology and the need for more skilled workers something which is never likely to slow down, starting your own recruitment training is something within the grasp of many people, and a vocation which can be as rewarding as any other top-flight profession. The key is how you do it, and to get a good idea you could do much worse than consult these 3 steps to success:

1) Research and training: if you're looking at how to start how to start a recruitment business then consider your skill-set. If you have good inter-personal skills and the uncanny ability to see things from the employer's perspective then this is definitely the job for you! Begin by researching how other company owners did it, then look for courses in your area which train you in all the areas necessary to make an impact.These include understanding staff PAYE and general duties, as well as tax, VAT and relevant legislation. Alongside this you'll be unravelling the legal, commercial and ethical responsibilities of starting a recruitment agency and online recruitment training. Finally, with professional help you'll develop a business plan and create a structured concept which will work seamlessly with people who know they have the skills for their required job but need your assistance to make it happen. Recruitment consultant courses are everywhere, and at all budgets too!

2) Once you've completed your training you'll be in the perfect position to move swiftly forward. Your first stop is to read up even more on the Recruitment Agency subject. Following that, you'll need to consider your finances before you go and see the bank manager about your new venture. If your computer skills are lacking, and you have little experience of managing people and HR, don't panic! There are countless courses and books out there, along with computer resources which are available at an instant. Thank goodness for search engines.




How to Start a Recruitment Agency: 3 Steps You Must Take

3) Now it's time to start thinking about a location for training in recruitment. This is where you'll gather all the knowledge you've amassed over the past few months and use it to get a venue which works in your favour. Parking is great if you can find it, and once you've done this you'll need to consult an accountant - if you don't have one, get one - to make sure that all your paperwork is in order and your business is starting on a clean slate. Finally, it's time to start thinking about your very first Recruitment Agency marketing campaign.Good at social networking? Fancy a go at direct mail or an email campaign with an innovative twist? In that case, it's quite possible that you'll be able to network your business efficiently enough that you'll never struggle to find clients. If you'd rather hire a professional then that's no problem either - there are literally thousands of companies up and down the UK who specialise in promoting businesses both on and offline. Once you've done all that, it's time to take that final leap of faith and open your company doors to the world. If you haven't got any Recruitment Agency stationary or business cards in-hand then getting them sorted now is a very good idea!



About Centred Excellence

Centred Excellence specialise in the field of recruitment training, leadership, development and business growth. We work with many companies in the recruitment sector that want to transform their performance and results.

From recruitment training courses, performance coaching and development for recruitment managers, through to how to start a recruitment agency. Centred Excellence provides it all.

Our recruitment industry knowledge and expertise means that we help each recruitment agency we work with achieve rapid results when it comes to increasing their business performance.

To find out about us and pick up our free training CD visit

www.centredexcellence.co.uk




