What Recruiters Want from Training Programs

Here’s a concept that shouldn’t come as a shock: In order to perform better, people need on-the-job-training. They need the knowledge, tools and resources to be more effective and skilled at their jobs. And this rule applies to any position – especially recruiters.

 

Being a recruiter isn’t easy. Talent acquisition is hard work. It’s their job to nurture, source and recruit the best possible candidates for your organization’s open positions. And while most businesses have a talent acquisition function, they don’t always have training specific to recruiting.

 

Luckily, last week we sat down with our friends from Fistful of Talent, Kris Dunn, CHRO of Kinetix, and Tim Sackett, President of HRU Technical Resources, who were able to tell us a thing or two about creating training programs for recruiters. During the 20-minute hangout, we chatted about:

 

  • Why your training strategy depends on the type of recruiter you’re hiring and the specialization of your recruiting function
  • The most important components of a training platform for recruiters
  • Ways to link training to ongoing coaching and performance management efforts, and
  • Why the right training approach can be viewed as an investment in career development for your recruiters

 

Check out the recording for some candid stories and great advice on how to develop a solid training program for recruiters.

 

 

What Employees Want from On-boarding

Starting a new job feels like drinking out of a firehose. There’s a whole lot of new being thrown at you all at once. New information, technologies and processes to learn, not to mention all the new names and faces to remember!

 

New employees can feel overwhelmed and lost during their first few days, especially if you don’t have a solid on-boarding strategy in place to make them feel comfortable and a part of the team. A study by Aberdeen Group found that effective on-boarding increased retention by 52% and productivity by 60%. Yet, only 32% of organizations have a formal on-boarding program in place.

 

If you’re interested in implementing an on-boarding program, or just looking for some tips to strengthen your existing one, you’re in the right place. Here’s a list of what people want within their first few months at a new job!

 

  • Not to be buried in new-hire paperwork. Honestly, no one wants to spend their first day buried in 1,000 pages of new-hire paperwork. It’s 2016, there are some awesome technology providers out there that can help you get the required paperwork and forms squared away before they even start!
  • An office tour and overview. It isn’t easy being the new guy or gal. The first day of work brings back anxious memories from the first day at school. Give your new hires a lay of the land. Show new people around the office and introduce them to individuals outside their department or team. If the employee is virtual, set up a conference call with your department on their first day to introduce them to the team and give everyone a chance to get to know them. Showing new hires that you are excited for them to be part of your organization is so important, yet often glazed over. Can’t stress that enough.
  • On-the-job training. Here’s a hard pill to swallow: 40% of employees who receive poor job training leave within the first year. And, according to Aberdeen Research, 9% of new hires say they do not have the optimum level of knowledge and tools necessary to do their job. With that in mind, it’s safe to say offering on-the-job training as part of the on-boarding process is extremely important. You need to give employees the skills they need to hit the ground running on their first day. Which means it’s vital that you have a formal training program in place to get them up-to-speed with the necessary skills and competences to perform their job. Set them up for success, not failure.
  • Clear understanding of company culture and values. People want to understand your organization’s underlying values and mission. It helps them identify with your business goals and feel like a contributing member of the team. Don’t forget to include an overview of your mission and values in your new-hire orientation.
  • Continuous development and mentorship opportunities. Learning, development and mentorship opportunities are no longer a nice-to-have, they’re an expectation. Employees are demanding opportunities to learn new skills to help them be more productive contributors and advance their careers. They want to be mentored and coached by leaders who are invested in their future. They are committed to their ongoing professional development, and want you to be too.

 

Improving and automating on-boarding programs and processes isn’t as hard as it looks. Almost all of your on-boarding efforts can be automated, tracked, managed and delivered using a learning management system (LMS). A flexible, scalable LMS makes it easy for you to schedule and deliver targeted learning and training courses, offer ongoing professional development paths, and continue on-the-job training. If you’re interested in investing in an LMS, check out our whitepaper “7 Steps to Selecting the Right LMS.” If you want more insights on how to improve your on-boarding efforts, check out one of our recent L&D Hangouts with Fistful of Talent, “On-boarding 101: It’s more than 1,000 pages of new-hire paperwork.”

 

What do you think? Is there anything else you think employees want from on-boarding? Leave a comment below.