Recruiting Experiences

The Importance of Recruiter-Specific Training: And the Program I Used to Accelerate My Career

Today, recruiters are not just recruiters. On a day-to day basis we change our title from recruiter to human resource coordinator, career coach, scheduler, account manager, and our client’s brand cheerleader. Many of us wear all of these hats with no formal training. Recruiter effectiveness is dependent on a comprehensive skillset. Lack of effective recruiter training can make hard-to-fill and high-volume hiring nearly impossible (hrotoday.com).

Like many recruiters, I didn’t go to school to recruit, I learned my skills on the job. When I joined the Recruiting Experiences team this past January, I came with a solid background in high-volume staffing, but lacked professional and corporate recruiting experience. So, you can imagine, this could have left me feeling vulnerable, as a new hire. But training the next generation is a passion for our CEO, so she designed the onboarding process to include participation in a 5-week training program designed to build corporate recruiting skills. This built my incoming confidence and accelerated my growth in a big way, allowing me to hit the ground running in my new career shift.

Recruiting Experiences’ accredited training programs were created and designed for new grads, human resource professionals, and anyone looking to make a career change. Individuals can learn and practice real-world corporate recruiting skills in a group learning environment while being able to collaborate with other like-minded individuals. It is a crash-course that will prepare even the least-experienced recruiter but also works to fill in the gaps for those working in the profession who may have been thrown into it with no formal training.

During the program, I was able to gain and expand my knowledge of candidate sourcing, screening preparation, knowing how to effectively negotiate offers, and learning to build lasting and positive relationships with not only talent, but also my clients. One of the biggest takeaways of this program for me personally was the negotiating offers section. This is the last step within the interview process, but the hardest, in my opinion. Being your candidate’s advocate while assisting the client with the offer can sometimes be extremely overwhelming. I learned key questions to ask my candidates and client to make sure everyone is on the same page during the closing process, and ways to stay confident to bring the offer over the finish line.

Being able to participate in a program with other fellow recruiters from a wide range of different specified recruiting tracks, like staffing, corporate, internal, and technical recruiting really allowed me to collaborate and grow even more. The program was self-paced, but I was also able to learn with other like-minded individuals who all shared the same goal: to grow as a recruiting professional. The program was designed to drive recruiters with comprehensive, ongoing training around company brand representation, sourcing, and social networking while using the latest tools and technologies that enable recruiters to find qualified candidates more efficiently (hrotoday.com).

If you or someone you know wants to invest in their recruiting career, reach out to training@recruitingex.com to learn more about this full life-cycle training program and other opportunities to grow your skills with Recruiting Experiences.

Mastering the Recruiting Pivot: Staying Fluid in the Ever-Changing Recruitment Market

With the pandemic now in its 22nd month and unemployment rates topping in at 4.2%, many companies and organizations are continuing with their recruitment efforts (Impactnews, 2020). For recruiters, the word PIVOT (cue Friends scene visual) has been added to our daily vocabulary, as we try to ride the ever-changing wave of the recruitment market. So, you may ask, how can you pivot strategically to attract your ideal candidate?

Here are some tips that I have learned from my fellow recruiters and added to my daily life in order to pivot with grace…

1. Remember to make relationships with every outreach and applicant you encounter. Every individual you talk to is a potential employee or a referral source. Building genuine connections with your network is important for any talent search. Check out this great message example that can be used when requesting a referral source:

“I’m really glad that we were able to make this networking connection! I’m always looking to help others in seeking their next professional opportunity, would you happen to have anyone in your professional network who might be interested in this role?”

2. Always be creative in your recruitment efforts, and never stay bogged down with one strategy. Every role will require different outreach and sourcing. Utilizing LinkedIn groups and hashtags is a great way to get the word out and to cast a wider net for individuals who have interests matching the role you’re sourcing for.

Great LinkedIn Groups for IT fields: Indy IT Talent Community and Tech Savvy Women (TSW)

Look into these LinkedIn hashtags: #techrecruitment, #techevents, #techcareers, #techhiring

3. You’re not in the ride alone – Always ask your fellow recruiters for feedback on recruitment strategies. Getting a different outlook and approach can allow you to see things through a different lens. You’ll likely end up with a stronger result for your efforts.

Set up a coffee break or brainstorming session with your co-workers to see what their strategies are and why it works for them! I also take full advantage of shadowing my co-workers to see their strategies in action.

In this crazy, ever changing job market, small, creative changes to your recruitment strategy can have a huge impact on your result!

Sources: ,Pivoting Your Recruitment Strategies For the New Normal | impactHR, LLC (impacthrllc.com)