Training Recruiters


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Presentation from the ERE Expo Spring 2012, presented by Larry Clifton.

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Training Recruiters

  1. 1. Recruiter TrainingAn out of the box idea that works! Larry Clifton Senior Vice President Recruiting, Workforce Planning, & Development
  2. 2. Three great recruiting stories   Todd Clifton   Bethany Clifton   Kendall Clifton CACI Proprietary Information | 2012
  3. 3. How do you all do recruiter training?   Attend a training course – classroom style?   Take an on-line course?   Go to a conference?   Trainer comes to your work location?   Others? CACI Proprietary Information | 2012
  4. 4. A recruiter training out of the box idea CACI Proprietary Information | 2012
  5. 5. CACI’s Recruiter Coach CACI Proprietary Information | 2012
  6. 6. Why we have a Recruiter Coach?  Current training approach OK, but not great  Improve our recruiters and recruiting results  A more targeted and cost effective approach  Find and focus on the training gold nuggets  Tell me and I’ll probably forget…Show me and I may remember…Involve me and I’ll understand CACI Proprietary Information | 2012
  7. 7. How did we do it? CACI Proprietary Information | 2012
  8. 8. Simple four step plan Step Step Step Two: Step Four: One: Three: Develop Assess Create a an ILP for Execute results & baseline each training course recruiter correct CACI Proprietary Information | 2012
  9. 9. Step One – Developed Baseline   Ask our recruiters to do a self-assement •  What are you good at and where do you need help?   Did a deep dive into our data •  How many hires and offers accepted per recruiter •  Where did their hires/offers come from? •  Tool utilization rates – CRM, job postings, social media, etc.   Met with recruiting management team •  Identified specific focus areas for each recruiter   Analyzed all the above – our Coach went to work CACI Proprietary Information | 2012
  10. 10. Step Two – Individual Learning Plans  Recruiter Coach met one-on-one with each recruiter •  In this kickoff meeting a plan of action between the coach and recruiters was created including training priorities.  Interesting/unexpected outcomes •  Recruiter confessions not identified in their self-assessment − One of top producers really didn’t know how to recruit. − Many recruiters didn’t understand the company itself. − Remote recruiters wanted to be more engaged. − Some recruiters were recruiting legends in their own minds. − LinkedIn was the most requested training topic. CACI Proprietary Information | 2012
  11. 11. Step Three – Executed Training  Since LinkedIn was the most requested training topic our Recruiter Coach tackled it first •  Started with a small group class concept, then realized that individual attention was needed – took us longer than expected.  Second training topic was getting referrals •  Large session to foster collaboration and share best practices. We planted some SME’s in the audience to ensure engagement.  Third training topic was advanced Boolean sourcing •  Our techie recruiters volunteered and helped teach  Followed with others topics and continue to do so CACI Proprietary Information | 2012
  12. 12. Step Four – Assess Results & Course Correct   Our Recruiter Coach started in July – beginning of our fiscal year   Year to date results have been impressive and prove our Recruiter Coach idea is working •  62% of recruiters increased their hires. •  58% of recruiters increased their offer accepts.   Now what and next steps •  Training is a continuous journey that should never end! •  Re-survey recruiters at the end of our fiscal year to solicit inputs on how we improve our Recruiter Coach idea. •  We’ll always have a Recruiter Coach at CACI! CACI Proprietary Information | 2012
  13. 13. Recruiter Coach Summary  It’s a win-win for both the recruiter and CACI •  Recruiter increases knowledge/efficiency & receives more bonus. •  Recruiter feels more valued/developed – good for morale/retention. •  Recruiter feels less stress because they can go to the Coach for answers. •  Best practices uncovered from recruiters and shared with others. •  Recruiting management gains visibility into unknown issues. •  Increased hires good for CACI profits. CACI Proprietary Information | 2012
  14. 14. Customer Feedback   BTW .. you ROCK. Thanks for the Linkedin and Google search training. I am humbled.   I wanted to let you know that I saw great value in the time that she spent with me.   Great techniques and a real nuts & bolts session on how to get referrals.   I learned some new tricks and am really looking forward to using them.   Wanted to tell you how great the training is … She is very thorough, gives specific examples and helps us real time to try out the tools she’s showing us. CACI Proprietary Information | 2012
  15. 15. Byproduct Benefits  Catalyst for change •  Knowledge gained anecdotally from recruiters spurred changes within our recruiting team – process and bonus plan improvements.  Technology assessment •  From our recruiter interviews and metrics we gained a clearer picture of our technology utilization – helps during budget process.  Recruiting eNewsletter •  Created to improve communication/engagement for remote recruiters.  Recruiters started training Hiring Managers •  Recruiters took initiative share training with their hiring managers, who in turn began to further utilize their own networks e.g. social media. CACI Proprietary Information | 2012
  16. 16. Recruiter Coach has become a therapistRecruiters ask our Coach for:•  Organizational help•  Complaints of all sorts•  Suggestions of all sorts•  Situational advice•  How to handle a tough manager•  How should they deal with their boss•  Performance review advice•  Career counseling•  Personal issues CACI Proprietary Information | 2012
  17. 17. QUESTIONS? Larry Clifton Senior Vice President Recruiting, Workforce Planning, & Development