All the recruiter training programs I’ve created consist of several key components. One of the most critical elements is live role playing, which is difficult to replicate with technology. Trainees need to experience face-to-face interactions with real-life scenarios that they’ll encounter while communicating with candidates. Despite being embarrassing, it’s essential to avoid having recruiters who lack proper knowledge and skills. On-demand courses are a must for organizations that need training that fits their timeline. Waiting for the next available program is too late, and bad habits may already have formed. I recommend Talent Acquisition depts. invest in creating a recruitment training courses to help ramp up new and existing recruiters and talents sourcers within their teams.

What should you include in your recruitment training course?

When developing a training course for new recruiters, here’s some important things to consider include:

Company Culture and Values: It’s important to educate new employees on the company’s culture and values, as well as its mission and vision. This helps employees understand the organization’s goals and values, and how their role fits into the bigger picture.

Job-Specific Skills: The training should provide a thorough understanding of the job responsibilities and the specific skills required to perform them. This can include training on software, equipment, and systems used in the job, as well as best practices for performing the job duties.

Policies and Procedures: New employees should be informed of the company’s policies and procedures, including those related to safety, security, and compliance. This can include training on data privacy, harassment prevention, and other essential policies.

Communication and Collaboration: It’s important to train new employees on communication and collaboration tools used in the company, such as email, messaging, and project management software. This helps new employees understand how to communicate with their colleagues and work effectively in a team.

Professional Development: Providing opportunities for professional development is essential for keeping employees engaged and motivated. The training course should include information on the company’s professional development programs, as well as resources for personal development, such as webinars or courses.

Onboarding Feedback and Follow-up: It’s essential to collect feedback from new employees during the onboarding process and follow up with them after the training to ensure that they have everything they need to perform their job effectively. This helps identify any gaps in the training and ensures that the new employees feel supported and valued.

Below is a summary of areas that you should consider adding into your recruiting course curriculum:

1. Applicant Tracking Systems:

Training new recruiters on their ATS (Applicant Tracking System) is important for several reasons:

Maximizing the ATS’s Capabilities: ATS systems have a wide range of capabilities, from posting jobs to tracking applications to generating reports. When recruiters are trained on the ATS, they are better able to utilize its capabilities and get the most out of the system. This can help improve the efficiency and effectiveness of the recruitment process.

Consistent Data Management: ATS systems are designed to store and organize applicant data. When recruiters are trained on the ATS, they are more likely to input consistent and accurate data into the system. This can help ensure that the data is reliable and up-to-date, which is important for decision-making and compliance purposes.

Improved Collaboration: ATS systems can help facilitate collaboration among recruiters, hiring managers, and other stakeholders involved in the recruitment process. When recruiters are trained on the ATS, they are better able to use its collaboration tools, such as sharing candidate profiles or communicating about candidates. This can help improve communication and decision-making in the recruitment process.

Compliance: ATS systems are designed to help organizations comply with applicable regulations and laws related to hiring. When recruiters are trained on the ATS, they are better equipped to comply with these requirements, such as EEOC guidelines or data protection laws.

2. Phone Screening & Interviewing Tips:

Another key component is phone calls. New recruiters should start interacting with candidates as soon as possible, even on the first day. Live interactions are irreplaceable, and training should focus on breaking them down into smaller parts. For instance, a new recruit could be asked to call candidates who haven’t been contacted in a while but have the desired background for the job.

Recruiters should improve their phone screening skills for several reasons:

Time Efficiency: Phone screenings can be an effective way to screen candidates quickly, especially when the position has a large number of applicants. When recruiters are skilled at phone screening, they can more efficiently identify candidates who are a good fit for the position and move them to the next stage of the hiring process. This can help streamline the recruitment process and save time.

Candidate Experience: Phone screenings are often the first point of contact between a candidate and a recruiter. When recruiters are skilled at phone screening, they can create a positive experience for candidates by providing a clear explanation of the position and answering their questions. This can help candidates feel valued and more engaged in the recruitment process.

Reduced Bias: Phone screening can help reduce the impact of unconscious bias in the recruitment process. When recruiters have standardized phone screening questions and methods, they are less likely to be swayed by irrelevant factors such as appearance or background. This can help ensure that the most qualified candidates are selected for the position.

Improved Hiring Decisions: Effective phone screening can help recruiters make better hiring decisions. When recruiters are skilled at asking the right questions, they can gain a better understanding of a candidate’s experience, skills, and cultural fit. This can help ensure that the candidate is a good match for the position and the organization, which can lead to more successful hires.

Cost Savings: Skilled phone screening can help reduce the cost of recruitment. When recruiters are able to efficiently screen candidates by phone, they can reduce the need for in-person interviews, which can be time-consuming and costly.

3. Talent Sourcing:

Sourcing is also an integral part of recruiter training, as recruiters need to attract and find candidates. Luckily, some excellent online sourcing training programs provide up-to-date techniques and knowledge, and even test the recruiter’s proficiency upon completion. I offer training courses on Wizardsourder here.

Recruiters should learn about talent sourcing for several reasons:

Improved Candidate Quality: Sourcing is a critical component of the recruitment process, and recruiters who understand sourcing techniques are better equipped to identify and engage high-quality candidates. This leads to a stronger candidate pool and higher quality hires.

Competitive Advantage: In today’s job market, competition for top talent is fierce. Recruiters who are skilled in talent sourcing have a competitive advantage over those who are not. They are able to identify candidates who may not be actively seeking new opportunities and are more likely to engage with them and persuade them to consider the position.

Cost Savings: Effective sourcing can help reduce the cost of recruiting. Recruiters who can identify and engage candidates directly can reduce reliance on job boards and external recruitment agencies, which can be expensive.

Faster Time-to-Fill: The sourcing process can be time-consuming, but recruiters who have a good understanding of talent sourcing techniques can reduce the time it takes to fill a position. By identifying and engaging candidates more quickly, they can reduce the time it takes to hire and help the organization meet its staffing needs more efficiently.

In summary, recruiters who learn about talent sourcing can improve candidate quality, gain a competitive advantage, reduce costs, reduce time-to-fill, and improve the candidate experience. These benefits can ultimately lead to better recruitment outcomes and help the organization meet its talent acquisition goals.

4. Intake Meetings: 

Intake meetings with hiring managers are also crucial, and training should teach recruiters which questions to ask, how to push for more, and when to push back for concessions on skills or pay. Additionally, training should provide a glimpse into the operations of the business. Recruiters need to understand what different employees do and what skills the organization needs from candidates. Ride-alongs, plant visits, and attendance at operational meetings can help in this regard.

Recruiters should have good relationships with hiring managers for several reasons:

Understanding job requirements: Hiring managers are the individuals who have the most knowledge and understanding of the job requirements, including the necessary skills and experience needed for the role. Recruiters who have a good relationship with hiring managers are better able to get a comprehensive understanding of the job requirements, and this allows them to source and screen candidates more effectively.

Effective communication: Good relationships between recruiters and hiring managers lead to more effective communication. This helps ensure that the recruiter understands the hiring manager’s expectations and can provide feedback to the hiring manager on the status of the recruiting process. It also helps in managing candidate expectations throughout the recruiting process.

Faster hiring process: When recruiters and hiring managers have a good relationship, the hiring process can move more quickly. Hiring managers can provide quick feedback to recruiters, which is essential in a competitive job market where top candidates may have several job offers. This can help avoid losing top talent to competitors.

Building trust: Trust is an essential element in any business relationship. When recruiters have a good relationship with hiring managers, it builds trust. The hiring manager trusts that the recruiter will source and screen candidates effectively and the recruiter trusts that the hiring manager will provide feedback and information that is necessary for the recruiting process to be successful.

Stronger candidate experience: Hiring managers play a critical role in the candidate experience, as they are responsible for the interview process and making the final hiring decision. A good relationship between the recruiter and hiring manager ensures that the candidate has a positive experience throughout the recruiting process, and this can help in building the employer brand and attracting future candidates.

5. Finding Mentors: 

Lastly, mentoring is essential for the success of recruiter training. The approach should be to find mentors who have excelled in the job before, know the industry, and understand the organization’s requirements. Mentors can provide feedback and coaching to help new recruiters improve over time.

Having a ramp-up mentor for new employees is crucial for several reasons:

Firstly, starting a new job can be overwhelming, especially for people who are new to the company, industry, or role. A ramp-up mentor can provide guidance and support during this transition period, helping new employees to adjust to their new environment and to feel more comfortable in their new position.

Secondly, a ramp-up mentor can help new employees learn the ropes of the company more quickly. A mentor can provide insights into the company’s culture, values, and expectations, as well as answer questions that new employees may have about company policies and procedures. This can help new employees become more productive and efficient in their work, which is beneficial for both the employee and the company.

Thirdly, a ramp-up mentor can help new employees develop their skills and knowledge more rapidly. A mentor can provide feedback on work performance, identify areas for improvement, and offer suggestions for professional development. This can help new employees to grow and develop their skills faster, which is beneficial for the employee and the company.

Finally, a ramp-up mentor can help new employees feel more connected to the company and its culture. A mentor can introduce new employees to other people in the company, help them understand the company’s values and mission, and provide guidance on how to navigate the company’s social dynamics. This can help new employees feel more integrated into the company, which can improve their job satisfaction and retention.

6. Candidate Experience and the Full-cycle Process:

Training recruiters on the candidate experience is important because it can help build a positive employer brand, increase candidate engagement, improve candidate retention, attract referrals, and differentiate the company from competitors. By focusing on the candidate experience, recruiters can create a positive impression of the company and its values, which can ultimately lead to more successful recruitment outcomes.

Reflects on the Employer Brand: The candidate experience is a reflection of the employer brand. Recruiters who provide a positive candidate experience can help build a positive employer brand, while negative experiences can harm it. When recruiters are trained to focus on the candidate experience, they can create a positive impression of the company and its values.

Increases Candidate Engagement: A positive candidate experience can help increase candidate engagement, which can improve the quality of candidates who apply to the position. Recruiters who focus on the candidate experience can help create a sense of excitement and interest in the position, which can encourage more qualified candidates to apply.

Improves Candidate Retention: The candidate experience can also impact candidate retention. Candidates who have a positive experience are more likely to accept job offers and stay with the company long-term. By focusing on the candidate experience, recruiters can help improve retention rates and reduce turnover.

Attracts Referrals: Positive candidate experiences can lead to referrals from candidates, even if they were not selected for the position. Recruiters who provide a positive experience are more likely to be recommended to other candidates, which can help expand the company’s talent pool and reduce recruiting costs.

7. Social Media 

Companies should train their recruiters on their social media policies for several reasons:

Compliance: Social media policies help ensure that recruiters comply with applicable laws and regulations. This can include guidelines on data privacy, discrimination, and harassment prevention. When recruiters are trained on these policies, they are less likely to post inappropriate content or engage in activities that violate these laws and regulations.

Protects Company Reputation: Social media policies can help protect the company’s reputation. Recruiters who are not trained on social media policies may post content that is damaging to the company’s reputation. By training recruiters on the company’s social media policies, the company can ensure that the recruiters represent the company in a positive manner online.

Maintains Consistency: Social media policies can help ensure consistency in how recruiters communicate with candidates and represent the company online. This can include guidelines on the tone, messaging, and content of social media posts. By training recruiters on these policies, the company can ensure that recruiters are consistent in their online communication.

Brand Awareness: Social media policies can help promote the company’s brand and values. When recruiters are trained on the company’s social media policies, they are more likely to post content that is consistent with the company’s brand and values. This can help promote the company’s brand and increase brand awareness.

Final Thoughts…

The duration of recruiter training depends on several factors, such as the recruiters’ experience, the specific function they will be recruiting for, the available tools, and the level of recruiting and sourcing expected. Typically, it takes around four to six weeks for a recruiter to become proficient in finding talent and making placements. However, our best recruiters have shared that it took them a year or two in the position to feel completely comfortable.

Despite being an essential aspect of talent acquisition, recruiter training often falls low on the list of priorities for TA leaders. The best leaders recognize the significance of training and make it a priority. Effective recruiter training is the foundation for great recruiting. It’s remarkable how much easier the job of a TA leader can be with great recruiters in place!

Recommended Reading:

Recruiting books to read in 2023 and Beyond

How recruiters can generate Boolean Strings using ChatGPT

Sending Recruiter Messages at Scale Using Mail Merge