Recruiter Training
While the visibility of candidates may have improved, the ability of the typical corporate recruiter to acquire said candidates has not. Most corporate recruiters are phone averse, and seem to think that proactively contacting any potential candidate before they have applied to you is an ethics violation!
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As such, a number of contingent search firms have started offering training seminars and certification programs that help prepare recruiters to be successful in the role of corporate recruiter. Some aspects of these training programs focus on sourcing techniques, while others focus on how to engage candidates and deal with the all too common objections. A number of Fortune 200 companies now rely heavily on recruiters who have undergone said training.! U! b P; ^. a! k2 W
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Under this service, contingent search providers: 6 x6 }5 p c o0 z9 J& K; O& v, X
! H" L; n3 Y) h6 Z! m8 hRecruit entry-level recruiters onto their payroll.
( X4 [( q# p$ i& yTrain the recruiters in full life-cycle recruiting or a life-cycle specialty, depending on client needs.0 N/ _) B$ K& t' V# ~* h
Provide the newly trained recruiters with on-the-job experience for a minimum period of time.
2 @% b$ K! o% ^" ], X4 o- hContract out or place the new recruiters with client organizations and guarantee their on-the-job performances for a set period of time.
/ l c: ~- d! w& qVendor Management M. h+ T1 B0 X& I
Another service that is growing in popularity among traditional contingent agencies is vendor management. Many corporations are horrible at managing the multitude of services that support the staffing function and could not optimize the deployment of searches or resources if the future of their staffing function depended on it.
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. \- V. S4 U. g4 q1 m! {Despite years of challenges and a host of software products that have sprung up to do the job, most companies still need help. Because agencies are generally better at using metrics internally and have a profit incentive to use resources wisely, outsourcing vendor management to a contingent staffing vendor again makes sense. They can leverage the same metrics that they use internally for assigning recruiters to job orders to assign subcontractors to accounts. Because their profits are tied to helping you maximize both the efficiency and effectiveness of your staffing efforts, you build in accountability to a corporate function that traditionally hasn't been held accountable.
