Building Your Recruiting Team: Train Up or Let Go

Building Your Recruiting Team: Train Up or Let Go

When budget is an issue and you can not pay for the most experienced recruiters. What are some ways to train your team and when do you know when to let go?

Listen in on what our panelists have to say.

This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.

Our Panelists…

Name & LinkedIn Profile Group Title Company
Brandon Diehm TA Leaders Director of Talent Acquisition?Tax & Audit Heidrick & Struggles
Brenda Tern TA Leaders Head of Sales Recruiting, NAMER + LATAM Region Udemy
Matthew Liptak TA Leaders Director, Talent Acquisition Aura
Melisa Medrano Recruiting SFBA Manager, Talent Acquisition NGM Biopharmaceuticals

Some of the attendees…

Name & LinkedIn Profile Group Title Company
Rose Nolen Election Judge, HR Corporate Recruitment ManpowerGroup Talent Solutions
Dan Baker Recruiting Atlanta Senior Corporate Recruiter Healthstat
JENNIFER ONEIL Recruiting Boston Talent Acquisition Manager Forward Financing (previous)
Jessica Marotta Recruiting Boston Principal, Talent Acquisition Forrester
Stella Mereves-Carolan Recruiting Boston Corporate Senior Human Resources Specialist - Recruiting Simpson Gumpertz & Heger
Koli Donohue Recruiting Chicago Manager Stillwater Architecture, LLC
Sarah Greenberg Recruiting Chicago Talent Acquisition Manager Press Ganey
Katie Stevens Recruiting Chicago Talent Acquisition Leader GE Healthcare
Lisa Wrezel Recruiting Chicago Talent Acquisition Lead Centric Consulting
Herlinda Martinez Recruiting Dallas Regional Recruiter Pacific Retirement Services
Sheridan King Recruiting DCBmore Talent Acquisition Manager RSM US LLP
Krystan Silva Recruiting DCBmore Talent Acquisition Manager Looking for Work
Naveed Agha Recruiting Houston Sr. Talent Acquisition Manager, North America BAKER HUGHES
Taylor Seltz Recruiting Houston Corporate Recruiter Richdale Apartments
Christine Doane Recruiting LA Director, TA On the market
Mike Crosby Recruiting LA Talent Acquisition Partner Age of Learning /
Gillian Diamond Recruiting LA Senior Manager Talent Acquisition Entertainment Partners
Theresa Dobson Recruiting LA Manager, Global Recruiting Strategy & Operations BCG Digital Ventures
Rawson Leavitt Recruiting LA Lead Technical Recruiter TigerConnect
Seam Lat Recruiting Minneapolis Director of Talent Acquisition Recover Health, Inc
Roseanne Donohue Recruiting NYC Senior Talent Acquisition Manager, North America Radware
Yasmin Alberto Recruiting Philly Manager, Talent Acquisition Operations Broadridge
Jessika Filus Recruiting Phoenix Recruiting Manager Mosaic North America
Kevin Francis TA Leaders Director of Talent Acquisition Lark Technologies
William Uranga TA Leaders Director of Talent Acquisition Spokeo
Michelle Sickles TA Leaders Director of Talent Acquisition IFM Restoration
Jim McMillin TA Leaders Vice President of Talent Acquisition Optum
Stephanie St. Peter TA Leaders Director Of Recruiting Zenetex
Khursheed Irani TA Leaders Head of Talent Acquisition cPrime
David Baker TA Leaders Sr. Director of Growth & Development/Brokerage Services One Homecare Solutions
Diane Mariuzza TA Leaders VP, Senior Recruiter SitusAMC
Gina Gotsill TA Leaders Director Of Recruiting SAGE Veterinary Centers
Destiny Quinn TA Leaders Assistant Vice President, Talent Acquisition Corvee
Sherrie Epstein TA Leaders Senior Manager, Talent Acquisition PulteGroup
Jay Barrow TA Leaders Head of Talent Acquisition Southern States Cooperative
Pilar Brady TA Leaders Director, Talent Acquisition Enterprise Products
Chawn Jackson TA Leaders Senior Director, Talent Acquisition AvalonBay Communities
Will Mhrir TA Leaders Director Talent Acquisition Topcon Positioning Group

We asked our attendees, “What do you think is a great way to bring a recruiter “up” in their ablities as a recruiter?”

Here are their answers:

  • Ask them what they want to do
  • Challenge them constantly, provide consistent feedback, allow for them to fail, give some ownership.
  • communication and transparency
  • Continuing Education and Training
  • Development plans using multiple modalities for learning, training and demonstration some level of understanding/mastery
  • Ensuring they understand the business. In general, teaching business acumen.
  • give them a chance to do build a strategy
  • Give them strategic and leadership projects
  • Hands on development and shadowing successful recruiters in similar roles
  • Have a great mentor that can provide direct & specific training.
  • have them shadow a good recruiter
  • Have them train someone, explaining not just what to do but wby we do it
  • Job Shaddowing
  • Keep them involved with hiring teams outside of the recruiting process & encourage time to learn!
  • listen to each other interview, listen to other skilled interviews - in media, analyze them together, rapport, transitions, etc
  • Motivation
  • n/a - I'm new to TA.
  • Pairing with a great mentor to help understand customers and industry
  • projects
  • provide a strong system with KPI's but give them some autonomy within this structure
  • Push them to have the tough conversations and have a seat at the table. Strengthen their passive recruiting abilities
  • Resource them, but they must drive it
  • setting goals
  • Shadowing
  • Shadowing and hands on work
  • shadowing more experienced recruiters
  • Sourcing tools
  • Spend time recruiting with them so you can understand how they operate and coach as needed
  • teach them basic fundamentals of proactice candidate sourcing, requisition management and client/account management
  • Teach them to think and act ahead of their candidates, hiring managers and market trends
  • Train them on becoming a consultative strategic business partner to the hiring managers, rather than just being an "order-taker"
  • Training
  • Training on how to sell
  • Watching and practicing - have them join intake meetings or offer negotiations and then let them do the next one.
  • When to redeploy a recruiter into different responsibilities if they are failing.

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