Training Tips for Recruiting Managers: Where Your Recruiting Business Growth Will Come From Next Year

Training Tips for Recruiting Managers: Where Your Recruiting Business Growth Will Come From Next Year

As another year comes to a close, our thoughts often turn to the future and what will be the difference that will make a difference to our future financial results.

Systems, processes, KPI’s and marketing channels are vital. However, for all of them to integrate and produce the results you want, there is one vital ingredient; people.

Although finance and marketing are key functions of any business. The area that should be at the top of your priority list is the development and growth of people who generate income on a consistent basis; your team of high-performing potential invoices. So if we agree that your recruiting consultants are the secret sauce in your business, what is your plan for the coming year? How will you generate inspired and qualified performance from your recruiting team?

1. Develop your skills

It all starts with the basics. No matter how skilled a recruiter you may think he is, he needs a process that is common to your recruiting organization. One that encompasses the advanced influencing techniques that are so powerful in today’s new business economy. Exquisitely provided communication and influence skills will generate more clients and leads than you ever thought possible. This is a skill; that means it can be developed.

2. Give direction and follow up

Too often, recruiting managers think that their team will know exactly what to do and when. Unless they are consistent 2++ locations a month, unlikely. Remember that this is why you are a recruiting manager. You know what works. Have a defined list of KPIs (Key Performance Indicators) that you give detailed instructions to and then follow up on. The only downside to many recruiting managers is that they forget this ‘key’ ingredient; Follow up.

3. Know what motivates them

Now many people do not appreciate this. Money is not everyone’s main motivator; though what the money can bring in is important. Most of us have key emotional drivers that influence our actions. There are 25 keys and if you take advantage of some of them, it will make all the difference in the way you can help ‘motivate’ your team. They range from taking care of our families to owning ‘nice’ things. A few well-chosen questions will soon get them off their team. Stop pressing. Please don’t assume that what’s important to you means it’s important to someone else.

4. Hope for the best

This is an interesting concept. I’m not talking about putting too much pressure on someone; You know what I mean…’I expected more from you, Andrew!!’… That kind of statement will not produce the result you want. It’s more likely to bring Andrew back to a dark place in his life when he was never good enough! Instead, he believes in your people. Expect good things, follow the help and direction you give them, and keep an eye out for amazing results.

5. Have a structured development plan

You may or may not have worked for a large organization. If so, you will understand why they are so successful. Big clue: because they have an established process and structure.

It typically starts with an induction plan followed by a sequential development schedule that takes people step-by-step along the ideal development path.

It may sound boring, and yet it works. As recruiters, we all know that candidates often ask; ‘what are the career opportunities at XYZ or what is the training like?’ It’s no different for their teams.

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