Are you looking to expand your business but unsure of how to go about hiring your first trainee recruitment consultant? Relax, taking the following five steps will make the process easy and efficient. By the end of this post, you’ll know exactly what to do!
1. Defining The Mission
Before you can really assess someone’s potential as a recruiter it’s important that you’re clear on the mission they’re going to go on. It may be that you have a good picture of this already in your mind – document it! Once you have this defined you can then start to think about the attributes you want to hire for and what you can train.
Things to consider:
- What are you going to be asking someone to do in their first 100 days?
- How warm is the talent pool?
- How engaged is the client audience?
- What tools will be available to them to achieve this?
- What media do they need to be comfortable with?
- How much time do you have to coach them?
2. Attitude and Competencies
Now you are clearer on what their role will entail you can start to think about the attributes a successful trainee recruiter will have.
Think about:
- What does the person need to show up with in terms of attitude?
- What values do you need to see as being core to their beliefs?
- What competencies are required? (Hire someone who displays the competencies that are the hardest to train)
- Most importantly – what are the red flags and deal breakers, even if everything else is right?
3. Engage With Your Audience
Today in there are 3,509 Trainee Recruitment Consultant roles on Linkedin – that is a lot of competition. What is going to make you stand out as the employer of choice?
Using a marketing strategy and defining the persona of a good hire will help you create better quality adverts, marketing material, careers pages and case studies to capture their attention.
Answer this following questions to make your comms stand out:
- What is their background?
- Education?
- Preferred communication style?
- Goals?
- Desired culture and environment?
- What is their purpose for work?
- What motivates them?
- What turns them off?
4. Document Your Interview Process
Build your interview process to continue the engagement process. Well structured, meaningful assessments and talks supported with quality feedback loops will develop your employer brand.
An example might be:
Telephone Interview – what is being assessed at this stage and what red flags are you going to look out for? How will you score it? When do you let people know the outcome?
First Interview Stage – Who is involved and again what competencies are being assessed and how will they be scored? What activities, roleplays or tasks will you use? Set a minimum hiring standard to progress to the next stage.
Second Interview Stage – Again who is involved and who will make the final decision? What will they need from the first interview to avoid duplication? What is the offer process?
Important – also consider how you will disengage with unsuccessful candidates – this will contribute towards your employer brand and reputation in the market.
5. Map Out Your Training
We’ve all heard the phrase practice makes perfect – it is simply not true.
Practice makes permanent.
What you choose to practice, how often and how you are coached all create the journey to mastery.
Avoid lengthy academy classroom days and instead focus on a little and often training approach. Share a concept, tactic or technique and then provide ample time to put it into practice.
Looking for more help?
We’ve created the definitive guide on how to successfully hire trainee recruiters to grow your business.
