To be a successful recruiter, you need to possess certain traits. These are not learned they are part of who you are. However when you do hire a new recruiter (Newbie), you cannot throw everything at them at once. Here is a the step-by-step approach that I like to use.
- Step 1: Start with a job description and how to dissect it. Next, teach the Newbie how to navigate the job boards. You want them to be able to demonstrate they can find and deliver matching resumes to job descriptions. They need to master this first. It is important to know how to dissect both a resume and job description to find a match.
- Step 2: Searching LinkedIn and social media. Now that your Newbie knows job boards, it is time to master the next step. Can they find and source candidates using social media? Get them set up on LinkedIn, Twitter, Facebook and any other social media sites that may be useful to their sourcing.
- Step 3: Create a culture of learning. There are many free webinars out there, about recruiting. Go to YouTube and watch “how to” videos. It is time to start learning more advanced sourcing (Boolean Strings and so on). These first three steps are about sourcing and how to find the candidates that are active on the boards and the ones that may be passive.
- Step 4: Time to start talking to the candidates. Now that your Newbies are delivering matching candidates (at least on paper), it is time to pre-screen. Initiate conversations with candidates, verify they are interested and go over the basics. If they are a fit, let the candidate know a Sr. Recruiter will contact them to go over the job requirements and their background in more detail. (Let the Newbie sit and listen to your conversation with them).
- Step 5: Your Newbie should now also be sitting and listening to you while you talk to the client and candidate. They need to be learning and listening to the interview prep, briefing and all 30 steps of the placement process. All of these steps will probably take at least up to 6 months if not longer to learn…training is an investment and a marathon – not a sprint.
- Step 6: Finally, when pre-screenings are accurate, Newbies are ready to be fully engaged. Start them with a job or two as a full-cycle recruiter and see how they do. You will need to sit and listen and be available for questions.
The goal of this six step method is to get the Newbie to be an expert, one step at a time before they move on, to the next.
What are your thoughts?