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HR Staffing | Skills as a recruiter – Training and development strategies

Training and development for recruiters helps to ensure consistency in screening applicants and the message they communicate about the job and the company. Further, when different recruiters are involved, the screening process is uniform so that potential applicants are not missed out.  Many surveys indicate that recruiter’s receive very little training and they concentrate more on administrative and procedural paperwork. Through research conducted to understand effective recruiting practices the following training areas are identified for recruiters. The training for recruiters include,

• Enhancing Recruiting Knowledge
• Interpersonal and presentation skills
• Orientation on the organization’s goals and recruiting objectives
• Legal issues
• Multiple assessments
• Applicant attraction

7.4 Recruiting Metrics

Recruiting metrics include efficiency, number of hires achieved per recruiter, and the average cost per hire. In an organization some positions have greater impact as compared to other positions. The key positions are given a priority and weight age in the overall assessment of how well the individual recruiters have performed in managing the talent. Recruiting is measured strategically using the following metrics.

• On the job performance for the new hire for the initial 6-12 months.
• The percentage of new hires in key jobs who were asked to leave, or the failure rate of new hire.
• The percentage of employees who quit voluntarily within the first year of their joining the turnover rate of new hires.
• The line managers’ satisfaction on the hiring process and the performance of new hires.
• The new hires’ time to productivity or the time taken by a new hire to fulfill minimum job requirements and output.
• The new hires training success during the initial training and induction.

 

By tracking the above outcomes recruiters can be identified for the areas that require improvements. The best recruiters are identified on what makes them successful and they can be used the train other recruiters.

 

The recruiters’ goals have to be consistent with the staffing strategy and the company’s objectives. The recruiters are also given feed back to overcome their short coming in performance. Monitoring a recruiters’ behavior is a difficult task, more so when the recruiter is located offsite. Hence, it is important to ensure the recruiting goals are aligned with the goals of the organizations.

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