Post on 31-Oct-2014
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Recruiter Training An out of the box idea that works!
Larry Clifton Senior Vice President Recruiting, Workforce Planning, & Development
CACI Proprietary Information | 2012
Three great recruiting stories
Todd Clifton
Bethany Clifton
Kendall Clifton
CACI Proprietary Information | 2012
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
A recruiter training out of the box idea
CACI Proprietary Information | 2012
CACI’s Recruiter Coach
CACI Proprietary Information | 2012
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
How did we do it?
CACI Proprietary Information | 2012
Simple four step plan
Step One:
Create a baseline
Step Two: Develop
an ILP for each
recruiter
Step Three: Execute training
Step Four: Assess
results & course correct
CACI Proprietary Information | 2012
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
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
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
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
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
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
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
Recruiter Coach has become a therapist
Recruiters 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
QUESTIONS?
Larry Clifton Senior Vice President Recruiting, Workforce Planning, & Development