The Most Powerful Recruitment Training Tool – and its FREE!
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I’d like to tell you about a very powerful free recruitment training tool, that you’ve got available to you right now.
This is a real tool that you’ve got and it’s the best recruitment training tool available to you, and it’s free!
Training Your Rookie – And Then They Leave!
Training, as a manager, as a business owner, as a director, takes a massive commitment of your time and your energy.
It really does…trust me, this is what I do for a living.
I train recruiters and I know how tiring it is and how frustrating it can be. It takes up a whole lot of time, energy and effort…
…and sometimes it feels a little bit wasted, because your brand new rookie recruitment consultant drops out and leaves within the probation period, leaving you thinking, “Oh my goodness. I’ve just wasted 3 weeks of my time on their induction!”
How Do You Currently Onboard Your New Recruiters?
Many recruitment managers, begin to train new recruiters with, how can I say this kindly, less enthusiasm and less effort than is really required. You know what I’m talking about. If that’s you, look, I understand. I’ve been there. We all understand.
Instead of demonstrating technique to the new recruiter, we give them printed handouts to read.
It’s like, “Oh, god, the rookie’s in. Here’s some handouts. Here you go. If you have any questions, come back to me at the end of the day.”
Instead of role playing with the rookie, they tell them, “Go over there to sit with and listen to Jane. She’s one of our most senior recruitment consultants in here.”
And again, that’s not good, because they’re not getting a chance to role play with you.
Yeah, they can go sit with Jane, and that’s good training in itself, mentor time training.
But you can’t absolve yourself of the responsibility. You can delegate, sure. But you cannot absolve yourself of the responsibility for recruitment training.
Now if you’re fortunate and have a large companies, you have people internally to do this. That’s fine, but you still ultimately hold responsibility. So you need to check that your managers that are responsible for recruitment induction training have got that enthusiasm and energy because…
…the first 30 days as a new recruitment consultant are key.
Instead of feeding the consultant with new candidates or client jobs, we convince ourselves that it’s better for the rookie to learn from the school of hard knocks.
“Never did me any harm. Sink or swim, that’s what I say.”
And that’s rubbish, again. It’s an apathetic attitude to training.
Apathy towards recruitment skills training is one of the biggest things that contributes to the high rate of failure within many recruitment businesses.
Think about our turnover of recruitment consultants in our industry. It’s horrendous. We can’t argue as an industry that it’s, “Oh, well, these people aren’t very good.” We choose them!
And let’s face it, that’s our job! Our job is to recruit people for other people. We get paid for that.
There’s an irony in our industry that when we hire people for our own businesses, it all goes so horribly wrong!
The Most Powerful Free Recruitment Training Tool You Already Have
What I want to share with you, is what I call “War Stories,” or “Deal Story Archives.”
It’s an archive of successful deals or placements.
So what exactly do you have to do?
The next time someone does a deal in your office, I want you to call that person into a room, switch the camera in your smart phone on, and I want you to ask them to tell the story of the placement they’ve just done in 5 minutes or less.
Film the consultant for 5 minutes or less and ask them to talk about the deal they’ve just done, the placement they’ve just made, following a format such as:
- I have just placed [name of candidate] as a [job title] with my client [name of client].
- My client is [describe brief background of client]
- I won this assignment on [insert date you picked up requirement] by [describe how you won the opportunity to work with the client] i.e. repeat business, cold call, following a meeting, marketing a hot candidate, etc.
Go on to talk about how you sourced the candidate and describe the interview, offer and acceptance process in as much detail as possible.
The single biggest thing I learned from this successful placement is: describe anything that you will add to your future recruitment process or anything that you will resolve not to do again in the future.
Ask them to tell you the things that they learned from doing it, and the process they took to get there.
So for example,
“I’ve just placed the Senior Marketing Manager of Coca Cola. It was a real tough assignment. The client had seen 5 candidates from us. They rejected all 5. This guy went in there, the final time. They really, really liked him. The client had to pay $2,000 more on salary just to land the guy. Candidate’s accepted. Starts next Tuesday.”
That’s it. That’s what you want to do.
Every single time you or one of your members of staff makes a placement, get it on camera.
(I would suggest to download them from your phone to a shared hard drive because if you lose your iPhone and all that stuff’s lost you’ll be kicking yourself.)
When a rookie recruiter comes to work for you, here’s the deal. This is your most amazing, most powerful, free recruitment training tool that you’ve got…
…send the rookie recruiter home every night with 10 ‘deal stories’, ‘war stories’, ‘successful placements’ on a jump drive, iPad, tablet etc.
Your rookie recruiter is soon going to realise that the process is actually very manageable. He or she will begin to realise that within any one placement there are maybe four or five key steps that are important. That’s what they will learn.
The stories teach contingencies that come up in real life, and that we don’t ever teach.
As good a recruitment trainer as I am, I can’t produce that kind of material for you. That’s gold.
That’s gold in your office.
If you don’t start doing this, you are missing out on a fortune.
You’ve got all of that brilliant recruitment training material. Your rookie recruiter will go home, and he or she will watch 10 of these. It’s their homework. They don’t have to write anything. Just watch these things.
Why Is This So Powerful, Why Is It So Good?
You can show your new recruiters training videos and professional training programmes explaining the recruitment process and how it should be done. But...
...how powerful is it for that rookie to see somebody that they see every single day in their office explaining how they are achieving their success, what steps they take to close a deal?
Somebody that’s probably really close to them in terms of,
“This recruiter’s only two years older than me, she’s got the same qualifications as me, she’s not working a really dynamic niche market, she’s working the same specialist desk as me. And she is successful.”
What you find is that that training material makes the person that’s watching it feel that it’s achievable.
This is so, so powerful, and very few recruitment businesses do it.
These things will differentiate you. People love being filmed, I’ve seen it work in recruitment offices, they love being the star of their own show. You know, the Andy Warhol 5 minutes of fame thing.
Everyone loves doing this.
The good thing is that these war stories teach them stuff that doesn’t really happen on any other recruitment training video.
It’s real life stuff. It’s real. It’s unique to your marketplace. Go do it today!