11 ways to prepare recruiters for RPO success

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Chris Floeter, Training Manager at Allegis Global Solutions, also contributed to this blog. 

A smooth, hands-on onboarding process is vital when it comes to helping a new hire settle in at an organization.

But what about when the new hire is a recruiter themselves? Simply sitting them alongside an existing high performer and expecting them to learn on the job won’t cut it. Every candidate a recruiter interacts with is also a potential customer, so even those that do not get hired at the end need a great experience. At Allegis Global Solutions (AGS), we ensure that all of our recruiters receive comprehensive training on best practices before implementing a Recruitment Process Outsourcing (RPO) solution.

Here are some of the ways we train our recruiters:

1. Recruitment strategy discussion

Commonly referred to as an 'intake' session, the recruitment strategy discussion (RSD) is an opportunity for the recruiting manager to demonstrate their expertise to the hiring manager by asking insightful, open-ended questions. This will help determine the 'right fit' candidate by coming to a mutual agreement on the necessary competencies, cultural and motivational fit to be successful in the role. The recruiting manager will then develop screening criteria in conjunction with the hiring manager to ensure both parties are assessing talent in the same fashion.

The recruitment manager is now armed with information concerning not only the role and responsibilities of the position, but also about the hiring leader’s management style, business goals, team culture, and potential long-term career paths. This information, in conjunction with the company’s Employee Value Proposition (EVP), allows the recruiter to build a truly compelling story, which will work to engage passive candidates.

The AGS Way, our comprehensive RPO training solution, provides a proven framework for conducting recruitment strategy discussions, making sure that as much detail, strategy, transparency, and scheduled follow-up is provided as possible.

2. Passive candidate recruitment

Another key part of the AGS Way is that it trains new recruiters on how to identify and attract passive candidates. While active candidates will apply for a vacancy on their own, passive candidates aren’t actively looking for new opportunities, and need to be effectively engaged and compelled to consider other employers. Passive candidates typically out-perform active candidates, stay with a new employer longer, and are three times more likely to be selected for a position. A compelling story crafted from a comprehensive RSD is integral in attracting better quality candidates that will ultimately position an organization to be a stronger, more competitive company.

3. Candidate presentation

Candidate presentation is when a recruiter puts forward their case in-person or during a phone call with the hiring manager, referencing candidates’ qualifications in terms of their competencies, cultural, and motivational fit. In the war for talent, employers must understand how to appeal to the motivations of top-performing candidates. Our recruiters come to the candidate presentation session armed with this information for each candidate, which is gathered during in-depth screenings of every individual.

4. Technology fluency

Aside from understanding specialized processes like RPO, newly-hired recruiters also need to be able to use the in-house day-to-day technology their organization has in place, such as the Application Tracking System (ATS) or Customer Relationship Management (CRM) software.

5. Knowing your brand story

Recruiters need to be fluent in your organization's Employee Value Proposition (EVP) and brand values in order to attract the best talent - particularly when it comes to capturing passive candidates. Asking more insightful, open-ended questions in the RSD provides recruiters with plenty of real life examples they can share with prospective candidates. This technique demonstrates to top-quality candidates that a recruiter is a true professional and subject matter expert in their industry and where their client is concerned.

6. Situational awareness

People who are new to the world of work and customer-facing environments aren't always necessarily aware of how to engage with key stakeholders or senior hiring managers. 

It's important for new recruiters to understand how their behaviors are perceived by others, and to never forget that their actions are a reflection of their work ethic and values, as well as their personal and employer brands. Always being mindful can help prevent any awkward exchanges, whether they be internally with colleagues or externally with candidates.

7. Sourcing initiatives for diverse, veteran and disabled candidates

Every client attached to RPO has a different sourcing initiative in place to attract diverse candidates, veterans or those with disabilities. We provide recruiters with extensive training on understanding and implementing these initiatives to ensure diverse recruitment targets are met.

8. Business and product line overview

In the same way that new hires in the recruitment world need to be fluent in your EVP and brand values, it is also essential that they have a sound understanding of your business models and product lines. Without this knowledge, it is unlikely they will be able to source the best candidate for a role. Top talent isn’t attracted to a job title alone; they want to know how success is measured, how they will impact your business, and how the group they will work within interacts with customers and other elements of the organization.

9. Compensation benefits, relocation, immigration and visas

Understanding a client's compensation benefits, relocation allowances and stance on immigration and visas are key areas that recruiters need to be well-versed in. Training in this space is usually provided by experts in each field, enabling the recruiter to provide a high standard of knowledge to every candidate.

10. Policy, procedure, data security and confidentiality

Again, recently onboarded recruitment staff should receive training in understanding clients' different policies and procedures, with data security currently a particularly hot topic. While this is especially important in the banking and healthcare industries, a growing focus is being placed on data security across all sectors as files are increasingly digitized.

11. End-to-end process review

Finally, recruiters need to understand the end-to-end lifecycle of recruitment, which begins with a hiring manager identifying a lead, followed by a series of steps until the candidate is fully onboarded.

The AGS Way ensures that every time a candidate gets in touch with the recruiter, they know exactly where they are in the process and their next steps. While the recruiter may not be responsible for handling every step themselves, they need to be aware of them to make sure the lifecycle runs seamlessly. This saves hiring managers’ time in the long term and helps attract and retain top talent. 

We believe that all of this training should happen before a recruiter ever picks up the phone to speak to their first prospective candidate. Contact our team if you want to learn how AGS can apply these techniques to your talent acquisition strategy and start making your business more productive and cost-effective.

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