Pirate Talk: The need to learn
15 March 2016
Training structures and establishing a sustainable framework for success was the hot topic at the latest Recruitment Directors Lunch Club
Thu, 17 Mar 2016 | By Dean Kelly & Gary Goldsmith
All the founding RDLC Pirates said they had used a trainer and most believed there was something unique about their choices at the time that would give them a competitive edge.
The reality behind their decisions, however, was probably based more on a herd mentality, a fear of missing out. The results usually didn’t live up to expectations.
Most recruitment business owners said they had learned their trade at another established recruiter with training passed down to the next generation each time. In effect, a lot of it was just repeated without any attention to its outcome.
If you toss a coin 30 times you will have 10 or more wins 98% of the time. So sharing risks and rewards with those in the same sector, or with similar objectives to you, will derive similar performance averages, diminished risk but also correspondingly reduced gains. Sound like a familiar market affair?
So, if market conditions are good and everyone employs similar trainers, is the improved outcome down to the trainer, the market or a mix of both?
How do you build a structured framework that allows you to support, track and improve the process at any stage? How do you find a unique trainer or programme to deliver the catalyst for an explosive year? Will a process work the same for a business of 15 as it would for one of 1,500?
The answers it seemed were around the table.
How does a trainer help recruiters improve?
Start with a group of successful ‘Recrupreneurs’ and industry experts. Design a malleable framework that allows for situational movement, engagement and understanding to play their parts.
…Then start with the managers
An employee who is engaged is open to learning and improvement. It is the managers’ role to ensure engagement with their team. They will need to be fully involved and committed to the team’s training, its content and substance. Then it has to be delivered.
The role of a recruiter is not hard to map
The delivery isn’t that difficult to demonstrate. It’s the execution that requires practice, effort, determination and resilience. These are skills that can’t be developed in a day, or even a week, with a consultant trainer, but they can be organised in a way that can subsequently be nurtured by a skilled manager.
What should a manager/billing managers’ training course look like?
Top tip Just like a Patek Phillipe luxury watch, you never own the recruitment process, we just need to look after it for the next generation.
FROM APRIL'S RECRUITER MAGAZINE
Training structures and establishing a sustainable framework for success was the hot topic at the latest Recruitment Directors Lunch Club
The consensus among those at the latest Recruitment Directors Lunch Club (RDLC) was that training is a necessity for today’s millennial recruiters — at all levels. The concern was that its quality and outcome were often varied.All the founding RDLC Pirates said they had used a trainer and most believed there was something unique about their choices at the time that would give them a competitive edge.
The reality behind their decisions, however, was probably based more on a herd mentality, a fear of missing out. The results usually didn’t live up to expectations.
Most recruitment business owners said they had learned their trade at another established recruiter with training passed down to the next generation each time. In effect, a lot of it was just repeated without any attention to its outcome.
If you toss a coin 30 times you will have 10 or more wins 98% of the time. So sharing risks and rewards with those in the same sector, or with similar objectives to you, will derive similar performance averages, diminished risk but also correspondingly reduced gains. Sound like a familiar market affair?
So, if market conditions are good and everyone employs similar trainers, is the improved outcome down to the trainer, the market or a mix of both?
How do you build a structured framework that allows you to support, track and improve the process at any stage? How do you find a unique trainer or programme to deliver the catalyst for an explosive year? Will a process work the same for a business of 15 as it would for one of 1,500?
The answers it seemed were around the table.
How does a trainer help recruiters improve?
Start with a group of successful ‘Recrupreneurs’ and industry experts. Design a malleable framework that allows for situational movement, engagement and understanding to play their parts.
…Then start with the managers
An employee who is engaged is open to learning and improvement. It is the managers’ role to ensure engagement with their team. They will need to be fully involved and committed to the team’s training, its content and substance. Then it has to be delivered.
The role of a recruiter is not hard to map
The delivery isn’t that difficult to demonstrate. It’s the execution that requires practice, effort, determination and resilience. These are skills that can’t be developed in a day, or even a week, with a consultant trainer, but they can be organised in a way that can subsequently be nurtured by a skilled manager.
What should a manager/billing managers’ training course look like?
- Sessions to understand the managers’ purposes and aspirations for their teams. Looking to develop inspirational leadership.
- Identify strengths and weaknesses in teams so that performance can be predicted and measured for a long-term sustainable business.
- Create new leaders, embrace change, be accountable.
- Look at vision, process, image, results and behaviour.
- Then embed behaviours, improve momentum and actions so that the process is kept alive.
- Introduce any new learnings and behaviours that arise.
- Recruit, sleep and repeat.
Top tip Just like a Patek Phillipe luxury watch, you never own the recruitment process, we just need to look after it for the next generation.
Gary Goldsmith and Dean Kelly are the founding partners of the Recruitment Directors Lunch Club (RDLC). Contact them @RDLC_PIRATES on Twitter
