Recruiter Training Content

Recruiter Knowledge Training

Because of the internet, today’s empowered candidates have a lot of information to sift through and options to consider to achieve their personal and professional goals, but they don’t necessarily have more wisdom or confidence in the decisions they must make. They need recruiters to share fresh ideas and insights including their perspective and experience in helping other like-minded candidates to think ideas through. 

Menemsha Group enables recruiters to engage candidates in this level of dialogue with recruiter knowledge training, including:

• Candidate Personas

  Recruiters learn what their ideal candidates think about, how they think, and how they make career decisions so they can align their messaging with the candidate’s context and speak like a thought leader to quickly demonstrate credibility.

• Candidate Journey

  Recruiters learn the four stages that a candidate progresses through to become aware of and evaluate recruiters, new employment opportunities, and eventually accept a new job with a new employer.  Recruiters are taught how to align their messaging and content to each stage of the candidate's journey.

• Industry Training

  Recruiters learn the fundamentals of MSP, VMS, and vendor-neutral programs, develop knowledge for effective candidate pipelining, and learn how to read and qualify job descriptions and candidate resumes.

• Candidate Interviewing

  Recruiters learn our formal candidate interviewing methodology; Contextual Use Case Scenario Interviewing including behavioral-based interviewing questions.

• Value Proposition

  Recruiters are provided with a formal value messaging framework for positioning the value of working with them in the context of what is relevant and valuable to the candidate.

• Recruiter Process

  Recruiters learn the key elements of a candidate-aligned recruitment process including candidate-driven verifiable outcomes, linkage to messaging and methodology, and how following it leads to predictable outcomes, higher fill rates, and shorter cycles.

• Disarming

  Your ability to make your candidates feel comfortable sharing information with you.

• Empathy

  Your effectiveness in making your candidates feel understood.

• Prefacing

  Your ability to communicate your intention behind your questions to get unfiltered, truthful responses.

• Checking for Feedback

  Your ability to compel candidates to state their level of commitment and agreement to the next steps.

• Flipping

  Your ability to answer a candidate’s question with a question to understand the “why” behind their question and maintain control of the conversation.

• Questioning

  Your ability to ask questions that uncover your candidate’s thoughts, feelings, and perceptions. Your ability to know what questions to ask, when to ask them, and how to ask them.

• Active Listening

  Your ability to concentrate and focus on the candidate’s point of view before giving your own point of view.

• Demonstrating Credibility

  The candidate’s perception of how believable and trustworthy you are.

• Presence

  Your effectiveness in projecting confidence, credibility, and conviction

• Intelligent Positioning

  Your ability to present information in a context that is relevant, logical, and personalized to your candidate.

• Collaboration

  Your ability to work with the candidate and other parties to co-create a solution and achieve a common goal.

• Critical Thinking

  Your ability to analyze and apply data gathered through observation, experience, and reflection to make informed decisions.