How will investing in the recruitment training of your in-house recruiters help reduce employee turnover and improve employee retention?
Investing in the recruitment training of your in-house recruiters will help reduce employee turnover and improve employee retention by equipping them with the tools necessary for recruiting the perfect candidate for any given position. Good recruitment training polishes your in-house recruiters’ recruitment skills and enhances their abilities to find individuals who are not only perfect for their respective positions, but who also fit perfectly into your company’s unique culture and work environment. Such employees are more likely to stay with your company for long periods of time.
Good recruitment training equips your in-house recruiters with superior recruitment skills that enable them to find and recruit individuals that are most likely to stay with your company. Good recruitment training inculcates in them a keen ability to identify, during the pre-employment screening process and other initial recruitment processes, candidates who are more likely to have problems adjusting to the unique work environment of your company. This saves you from employing potential troublemakers and the hassle that comes with dealing with such employees and ultimately finding their replacements.
What recruitment skills good recruitment training equips your in-house recruiters with?
Good recruitment training equips your in-house recruiters with some of the following recruitment skills that help them recruit individuals who stay with your company for longer periods of time and positively contribute to the success of your company.
Effective Sales Skills
Good recruitment training equips your in-house recruiters with effective sales skills—the most important recruitment skill. It may sound a bit strange but recruiting a person for a given position is quite similar to selling a product or service to a person. Anybody who knows a thing or two about recruitment will tell you that in-house recruiters need to be good salespersons. That’s so because in-house recruiters need to sell candidates most likely to fit into their company’s work environment and culture on the opportunities their company or is offering. In-house recruiters ought to be able to make candidates most likely to stay with their company for long periods of time understand why their company is an employer of choice and why the position their company is offering is the opportunity of a lifetime.
Ability to Build and Maintain a Relationship with Candidates
As mentioned earlier, good recruitment training inculcates in in-house recruiters the ability to identify candidates that are most likely to fit into their company’s unique culture and work environment. But that’s not all that counts. In-house recruiters should also be able to convince such candidates that their company is the best place to work. They need to be able to cultivate and develop a relationship with candidates if they are to accomplish that.
Cultivating and developing a relationship with the candidates is not as easy as it appears on the surface. In-house recruiters need to pay attention to a lot of things and do a lot of things that may seem small, insignificant, unnecessary and, at times, burdensome, but that play a significant role in the formation of such a relationship. It takes extensive recruitment training and a lot of experience to pay attention to and do such things. These are things like paying close attention to the likes and dislikes of a candidate, noting what makes a candidate tick, etc.
Excellent Consultation Skills
Good recruitment training equips your company’s in-house recruiters with excellent consultation skills. Your in-house recruiters need to possess good consultation skills in order to be able to recruit employees who will easily fit into your company and stay with your company for long periods of time. That’s because In-house recruiters need to thoroughly consult with you or the hiring managers regarding the recruitment procedures and processes to be followed while recruiting an individual for any given position. Doing so helps in maintaining proper process flow and ensures long-lasting success. On the other hand, recruitments made without properly consulting with you or the hiring manager increases the chances of individuals being recruited that are not suitable for their positions or are not suitable for working in the unique culture and work environment of your company, which will naturally increase employee turnover.