Microlearning is on everyone’s radar as the latest training and development craze. But is it just a load of hype that’s become temporarily embedded into the corporate psyche? Or is it a genuine ‘here to stay’ phenomenon that you need to get up to speed with, and fast?
A recruiter career path is certainly rewarding when you are connecting clients to their ideal candidates. In the beginning, it can be intimidating to pick up the phone and speak with professionals.
Here are 4 strategies a rookie recruiter can try to feel confident and comfortable in their new role.
No matter the size or stage your recruitment business is currently at, having recruiters, especially your top performers leave you, is just bad for business. If you want to improve the sale value of your recruitment business, retaining your top performing staff is essential.
Research shows that a high staff turnover rate can cost you at least “twice an employee’s salary to find and train a replacement.” Not only are there financial repercussions, but losing your best performers can also lower the knowledge base in your company as well as decrease team performance and morale, including your own.
Retaining good employees is crucial to the success of any recruitment business.
Sure, but how do you actually do that?
Akin to marketing, recruiting is also a complex and multifaceted activity that involves selling. Whereas marketers need to be successful at selling products and services, recruiters’ job entails “selling” job positions to candidates and jobseekers.
Correspondingly, in order to be a good recruiter, you need to start thinking like a marketer. This involves “stealing” some successful marketers’ habits. Let see what some of those are!
At the moment, we are living through a major shift in the way we define the workplace and behave in the work ecosystem. New technological advances and the various changes that they have brought in the way people see their careers have created a new kind of workplace.
One very noticeable aspect of this new workplace is that more and more companies operate almost exclusively remotely, with employees putting in their work from cities, counties and even continents away.
Recruitment is a dynamic and changing sector that must adapt to keep up with the ever-changing working culture. Over recent years, with the boom in online recruitment and the power this has given the candidate, the industry has had to become smarter and prove its worth over automated job boards and social media platforms. With this, we’ve seen a rise in niche recruitment services.
So what are the benefits of being a niche provider, and how can the extra cost be justified to clients?
When it comes to the employee recognition rewards, most companies tend to reward the five years of loyal service. According to a recent report by the Bureau of Labor Statistics, the median tenure of workers aged 55 to 64 is somewhere around 10.1 years and when it comes to workers aged 25 to 34, the number drops significantly, to around 2.8. This means that a vast majority of the today’s young workers (in particularly millennials) is unrecognised for their contributions.
Push V Pull management, which one are you?
Some managers need to be constantly pushing and driving their team to ensure sales activity is completed and targets met. Other managers inspire, positively lead by example and assertively empower their teams so they drive themselves when the manager is absent.
Do any of these styles ring a bell?
The problem of how to make training fun, especially for adults, isn’t just specific to the recruitment industry — workplace learnings biggest pain point is training engagement. This is what we class as an employees positive or negative emotional attachment to their training and this profoundly influences their willingness to learn and perform at work.
For the owner of a small agency, it’s a difficult decision that could take your business to the moon, or send it crashing into the landfill.
For the manager or director of a recruitment giant, it is also what your reputation and future promotions may hang on.
When to hire, who to hire and whether to hire at all?