A Prescription For Recruiting Training In 2016

Will you come train my team?

I love that question. Ask me 1 year ago, 2 years ago, 5 years ago, 8 years ago and the answer was always… heck, yeah!

Training is fun… there’s a lot of give and take, and it is awesome to see recruiters have that “aha moment.” Do it well and your recruiting team will really come together. When I train, my world revolves around sourcing training—teaching people how to find people and showing them tools and tactics for better people/name extraction.

So is my answer different today in 2016? I’ve been asked frequently about training since December… lots of companies want it. Do I still say, “Heck, yeah, I’ll train your team!”? Yes, but… before I join you for an hour, a morning, or a day, you need to find out what your team needs and wants. “Needs” is a really important concept. You can throw LinkedIn training or Boolean training or whatever at your team, but what do they need? Where are they weak?

I ask that because in almost every single corporate training I’ve done, there is one super smart savvy recruiter in the room who is doing everything. Then there’s the rest of the team that has their “thing.” The expert cold caller, the master networker, the sourcing maven. If you have a trainer come in and present cookie cutter training on what you think your team will gel on without doing any kind of needs survey before hand, well I think you’re wasting your money. You’re offering up a session that could focus on bright shiny objects—which has nice wow moments—but no real impact.

And I’m thinking you should have some data at your fingertips to determine what kind of training your team needs. What is the source-of-hire breakdown? Time-to-fill? Where are the hiccups in your hiring process? When you task a team member with generating a certain number of candidates within 24 hours, what are their top 3 resources? Has your team said they want to know how to find lists? Learn about new economical ways to extract information?

Training should be a customized event. If you don’t have time to assess your team, make your trainer do it. Build the training based on needs, assessment of data and a bonus wish list of tactics or tools your team would like to learn about. And you should definitely incorporate a follow-up session with your trainer.  Two-to-four weeks post training, how is the team doing? Who’s implementing the tactics? Who’s struggling? Who tossed it all and went back to their old tried-and-true methods? Bring your trainer back, and do another session.  It’ll keep the momentum going and your team on task to continue to implement the tactics they’ve learned.

FOT Background Check

Kelly Dingee
Kelly Dingee is a Senior Manager, Global Talent Acquisition for Marriott International. She has extensive sourcing experience having worked for Staffing Advisors (retained search), AIRS (training!) and Thales Communications, Inc., (cleared/telecom) and got her start in the profession while a full life cycle recruiter at Acterna (now known as Viavi). Lucky for Kelly, she had a boss who could see the potential of sourcing candidates from the web, and in 1998, she stepped into a newly created sourcing role. No truth to the rumor that she has a side business to help you push your resume to the top of Google search results…

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