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 firstname.lastname@example.org to learn more about this full life-cycle training program and other opportunities to grow your skills with Recruiting Experiences.