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Rising Health Care

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Training is what we feel is needed for these recruiter’s but after being trained there needs to be some measurable means. Recruiting is a job that depends on if the company is in need to fill jobs, so the measurement needs to be based on attainability. If an employee stays with the company for six months it can be used as a measurement to say that the recruiter gave the manager a good candidate for the job they needed to fill.
There is also the measurement of performance, did the training the recruiter received help build their numbers up, did they have more candidates say with the company then they had before? Did they find people for those hard to fill positions or find people in a short period of time to feel jobs that came up quickly and needed to be filled in a short period of time.
If this plan of training does not work it may be time to search for new recruiters, people who are using the many tools available to them to find candidates. If the people they are bringing in to the company are leaving in a few weeks then they are most likely not searching out the right fit for the company culture.
Since there is no degree in talent acquisition if we can get the recruiter on track right away it increase their credibility and when candidates are called by these recruiters they will know that the job they are applying for is in their realm, and there is no misfortunate miscommunication when the interview comes up.
Recruiters need to have the confidence in themselves to get the candidates on board, to talk to them with confidence, and that they really know the company. If the recruiter is unsure of themselves then the candidate is not going to trust them and the company will suffer as good talent is going to find another company to go to.

Reference: http://recruitingdaily.com/budget-impossible-case-recruiter-training/

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