One thing that makes recruiting incredibly special is that there’s no education pipeline or traditional path that would lead you to recruit. Think about it. You could be a veterinarian today and a recruiter tomorrow. You can’t be a recruiter today and a veterinarian tomorrow. I can swap “veterinarian” for a lot of traditional jobs.
Recruiting attracts people of all backgrounds and all personalities. The different style works for unique cultures. That’s a beautiful thing when you’re thinking about the variety of people you could attract.
It’s a little more complicated when you think about training your team.
What does everyone need to know and grow? What do individuals need? Those are just a few of the questions you have to figure out to write a training budget that helps you retain staff and effectively grow your people in the areas where they need to take the most leaps.
Budget Breakdown: Job Post Writing Training Every Recruiter Needs
Tis the season for writing training budgets. What’s in your budget?
I have one (very biased) recommendation: teach your team to write job postings. Everyone on your team should be an expert job post writer. It influences hiring manager trust, recruiter confidence, selection, and (big bonus) – more of the right people apply, so you’re looking at a smaller but more qualified stack of candidates.
I am biased, but it’s true. Hiring is hard because we manage a million different variables, and we work with one of the most unpredictable variables in the entire world: people. We can’t predict what they’ll do.
But the one thing that your team can control? How we ask. The primary ask we use every single day is the job posting. Your team should probably know how to write one.
After teaching over 1,000 recruiters this year alone, I’m confident that I can teach your team to create job postings they’re proud of. Job postings that describe the stories of someone’s life because that’s what someone is looking for when they look for a new job: a new (work) life.