High-quality employees can make or break any business—which is why investing in compensation for these top talents is always worthwhile.
After all, you are paying for their skill, knowledge, and resourcefulness to catapult your business to success.
However, you won’t get to onboard such top candidates without the talents of your preexisting team member. Your recruitment staff is vital in the searching and hiring of these A-Players.
In the same vein, you can’t have an incredible team without a rockstar recruiter. And you can’t have a rockstar recruiter without putting in the same investment that you’re ready to shell out for your dream candidates.
You better look into improving them—these recruitment training tips for your hiring staff can get you started.
In a nutshell, a recruiter’s job is to scout and recruit talent to fill in your company’s vacancy. So straightforward, right?
Yes and no.
A recruiter does bring prospects in, but it’s not an easy feat. And that’s because this key player is not just one persona.
Recruiters negotiate like salespeople, build rapport like an account manager, think like an operations analyst, know the company’s product as if they were product managers, and adhere to the branding like marketing managers. That’s five roles in one person.
Suppose your current recruiter only thinks of scouting without careful consideration of the prospect’s impact on the company and vice versa.
In that case, you get a blocker because a good recruiter is more than just hiring someone who fits the basic requirements. Also, the pandemic has changed the way we work and conduct our day-to-day business.
We mostly shifted to remote work. Then, the Great Resignation and the ensuing complications followed suit.
Companies have to strategize ways to increase productivity and profitability without compromising safety.
And that’s on top of trying to attract meticulous prospects to apply for one of the millions of vacancies.
There’s no other way to put it—recruiters have to rise above these changes. And the only way they can do it is by acquiring new knowledge.
There are so many ways to improve your recruiters, but these two tips can get the ball rolling on what should be a continuous process.
Build relationships between your departments and recruiters
The reshuffle that followed after the mass resignation gave rise to a pool of candidates that are much more “enlightened.”
The pandemic made us rethink our mortality, and in doing so, many decided to pursue opportunities that fit their career, financial, and personal goals.
They’re meticulous now, and an elevator pitch on what the company does, its day-to-day operations, and the duties attached to the role won’t cut it.
Instead, they need to know how the company works, the potential for holistic growth, and whether it provides them with an excellent work-life balance.
How will your recruiter convey all that?
Well, they should know your company inside and out. They should be able to answer in-depth questions that border on the future of the business and the intricate details between the team. In return, your recruiter should gauge if the prospect is an asset to the company.
To do all that, you will have to fortify your recruiter’s knowledge by building close relationships between them and the departments they will hire for.
The better they know the role, why it is needed, and how it will impact the company, the more confident they can answer.
Arrange on-demand learning opportunities
Improving oneself is a continuous process. Learning never stops because the world we live in and the technology we use changes day by day.
So to improve your recruiter, you need to provide learning opportunities they can absorb whenever they need it.
Arranging webinars and training for them is one thing, but you are not a seasoned recruiter. So to expand their learning, bring in an expert in the field of human resources.
By tapping into their expertise, you give your recruiters an appropriate mentor and a chance to widen their skillset.
The recruitment training tips they will impart can refreshen the basics or bring your recruiters up to speed with the latest trends.
Even better, experts of this caliber can also be good resource persons to improve dynamics, values, and perspectives in your non-recruiting employees.
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Nothing’s set in stone when it comes to the workplace so it is essential for your recruiters to keep on learning and improving