Apr 28
Recently while I was responding to posts, twitters, and emails, I came across someone who asked what are the types of trainings that a “black-belt recruiter” would take. What makes someone a “black-belt recruiter” or “ninja recruiter”? Would there be separate programs for sourcing, employment & HR law, phone sourcing, and technical training? My answer is that if it is possible, and it is, the best scenario would be to take a course that encompasses every component and successfully ties them together. I, myself along with James Duran have developed a training program that produces top-level sourcers and recruiters. Now by “ninja recruiter” what do I mean? Well that should always include the following: |
 |
• Recruiters that contact any candidate whether by phone or internet. They are required to do good amount of role-playing on the phone to get their telephone sourcing skills up to par. They must also be able to manage expectations of potential candidates. • Recruiters will sometimes work for companies that cannot afford the luxury of a dedicated sourcer. In today’s recruiting environment, that means the recruiter has to generate their own source data and have search skills on par with Name-Gen Researchers. • An understanding of technology on a basic level. This is one place where I see many people in staffing fail. It’s not just a matter of copy ‘n paste technical acronyms from job req into candidate search. With every job req, their is an underlying technology that average people cannot discern. Our job as technical recruiters is not to program a C++ API or know how to create a CAD layout for a ASIC chip. But we should know the basics that are involved. By doing this, you gain credibility with not only your candidates, but the engineering hiring managers as well. • Being able to handle the hiring process is a huge deal, especially if you are a recruiter. We train in every aspect of it, from initial candidate contact, phone interviewing, onsite interviewing, managing candidate & hiring manager expectations (again!), the correct components of an offer, what parts of an offer that can be flexible, and how to successfully close a candidate. • Understanding all legal aspects of searching for potential candidates and hiring them: EEOC, Visas, terms of employment, HR hiring issues, etc… • I know I mentioned it before, but internet sourcing a must. It’s not just job boards or even personally posted resumes anymore. The perfect candidate could be a Facebook friend or someone who you find by search Twitter, or someone who belongs to a specific association. Someone who is a ninja sourcer should be able to find any candidate by any means available to them. And if the means are not there, then they should be able to create them. It’s not about memorizing search strings, it’s about being able to be creative and come up with new techniques on-the-fly. These are all must-haves for the types of recruiters/sourcers that we have trained. And in my opinion, for any “black-belt” or “ninja recruiter”. - Mark For more information, please contact me at: 408-540-0076 or markt (at) duranhcp (dot) com (the ninja way to write your email so you do not get spammed!) |
|