THE ONE THING YOU NEED TO DO FOR MORE SUCCESSFUL ONBOARDING

onboarding recruiters

Onboarding your recruiters successfully

Many recruitment business owners often expect new recruiters to be completely self-motivated, setting and meeting their own goals. What they don’t realise is how completely unrealistic this is. Few other industries have these expectations when onboarding.

New employees will be looking to you for leadership and it’s your job to provide it through coaching and mentoring. When you invest the time in them and help them get to a level where they are billing well and feeling confident everyone wins. Mentoring is one of the best investments you can make in your recruitment business onboarding.

I’d like to share some of the ways that you can go about successfully onboarding and mentoring new recruiters.

Mentoring agreement

– First of all you need to draw up an agreement so that they know what’s expected of them and what they can expect from you. This agreement will outline the amount of time you will spend with them one-on-one and what aspects of the job you will cover. They may have the passion and drive, but it’s up to you to harness that and direct it in a positive way. You need to find out what they need from you and how you can help them to grow into the role of being a successful recruiter.

Keep your word

– Once you have the agreement drawn up it’s vital that you stick to it. You cannot expect them to achieve goals and meet their end of the bargain if you put off your mentoring meeting with them because you have other more pressing issues to attend to. You need to lead by example on this one.

Activity plan

– Help them to plan their days and weeks with daily activities that are aligned with helping them achieve their goals. A 3 month plan will give you are good overview of what they are setting out to achieve, but then help them break this down into more bite sized chunks so that it becomes achievable. Include in this an outline of the skill sets that they will learn each week so that they have something to keep them motivated.

Short & simple

– Keep your mentoring meetings focused and short. For example spend 10 minutes with them in the morning helping them outline their daily tasks and then follow up with them again in the evening to find out how it went and if they experienced any problems that you could help with. Make sure that they know that they are accountable for what they have or have not achieved during the day.

Standby

– During the day take time to listen to their calls and coach them through what to say and how to handle objections. This will help them gain a level of confidence on the phone. This is something that doesn’t always come naturally to many new recruiters.

KPI’s

– When starting out set KPI’s initially that are really simple and achievable. You want to give them something that they can build on and that will build their confidence right from the start. Make sure that the KPI’s you set for them are aligned with their own goals. Finding out what their personal goals are is a great opportunity to get to know more about them right from the start. You may be pleasantly surprised at what some of their goals are and it may open up new opportunities in the business. As their skills develop so their KPI’s will evolve so that they grow into the role of being a top recruiter. Starting out that daily activity that is linked to their KPI’s will give them a sense of accomplishment and help them build confidence as they learn the industry and their role.

The role of mentoring should never be underestimated. It is crucial if you want to grow your business and especially if you want to be successful at onboarding new recruiters.