Training Recruiters

Recruiter Training An out of the box idea that works!

Larry Clifton Senior Vice President Recruiting, Workforce Planning, & Development

CACI Proprietary Information | 2012

Three great recruiting stories

  Todd Clifton

  Bethany Clifton

  Kendall Clifton

CACI Proprietary Information | 2012

How do you all do recruiter training?

  Attend a training course – classroom style?

  Take an on-line course?

  Go to a conference?

  Trainer comes to your work location?

  Others?

CACI Proprietary Information | 2012

A recruiter training out of the box idea

CACI Proprietary Information | 2012

CACI’s Recruiter Coach

CACI Proprietary Information | 2012

Why we have a Recruiter Coach?

  Current training approach OK, but not great

  Improve our recruiters and recruiting results

  A more targeted and cost effective approach

  Find and focus on the training gold nuggets

  Tell me and I’ll probably forget…Show me and I may remember…Involve me and I’ll understand

CACI Proprietary Information | 2012

How did we do it?

CACI Proprietary Information | 2012

Simple four step plan

Step One:

Create a baseline

Step Two: Develop

an ILP for each

recruiter

Step Three: Execute training

Step Four: Assess

results & course correct

CACI Proprietary Information | 2012

Step One – Developed Baseline

  Ask our recruiters to do a self-assement

•  What are you good at and where do you need help?

  Did a deep dive into our data

•  How many hires and offers accepted per recruiter

•  Where did their hires/offers come from?

•  Tool utilization rates – CRM, job postings, social media, etc.

  Met with recruiting management team

•  Identified specific focus areas for each recruiter

  Analyzed all the above – our Coach went to work

CACI Proprietary Information | 2012

Step Two – Individual Learning Plans

  Recruiter Coach met one-on-one with each recruiter

•  In this kickoff meeting a plan of action between the coach and recruiters was created including training priorities.

  Interesting/unexpected outcomes

•  Recruiter confessions not identified in their self-assessment

− One of top producers really didn’t know how to recruit.

− Many recruiters didn’t understand the company itself.

− Remote recruiters wanted to be more engaged.

− Some recruiters were recruiting legends in their own minds.

− LinkedIn was the most requested training topic.

CACI Proprietary Information | 2012

Step Three – Executed Training

  Since LinkedIn was the most requested training topic our Recruiter Coach tackled it first

•  Started with a small group class concept, then realized that individual attention was needed – took us longer than expected.

  Second training topic was getting referrals

•  Large session to foster collaboration and share best practices. We planted some SME’s in the audience to ensure engagement.

  Third training topic was advanced Boolean sourcing

•  Our techie recruiters volunteered and helped teach

  Followed with others topics and continue to do so

CACI Proprietary Information | 2012

Step Four – Assess Results & Course Correct

  Our Recruiter Coach started in July – beginning of our fiscal year

  Year to date results have been impressive and prove our Recruiter Coach idea is working

•  62% of recruiters increased their hires.

•  58% of recruiters increased their offer accepts.

  Now what and next steps

•  Training is a continuous journey that should never end!

•  Re-survey recruiters at the end of our fiscal year to solicit inputs on how we improve our Recruiter Coach idea.

•  We’ll always have a Recruiter Coach at CACI!

CACI Proprietary Information | 2012

Recruiter Coach Summary

  It’s a win-win for both the recruiter and CACI

•  Recruiter increases knowledge/efficiency & receives more bonus.

•  Recruiter feels more valued/developed – good for morale/retention.

•  Recruiter feels less stress because they can go to the Coach for answers.

•  Best practices uncovered from recruiters and shared with others.

•  Recruiting management gains visibility into unknown issues.

•  Increased hires good for CACI profits.

CACI Proprietary Information | 2012

Customer Feedback

  BTW .. you ROCK. Thanks for the Linkedin and Google search training. I am humbled.

  I wanted to let you know that I saw great value in the time that she spent with me.

  Great techniques and a real nuts & bolts session on how to get referrals.

  I learned some new tricks and am really looking forward to using them.

  Wanted to tell you how great the training is … She is very thorough, gives specific examples and helps us real time to try out the tools she’s showing us.

CACI Proprietary Information | 2012

Byproduct Benefits

  Catalyst for change

•  Knowledge gained anecdotally from recruiters spurred changes within our recruiting team – process and bonus plan improvements.

  Technology assessment

•  From our recruiter interviews and metrics we gained a clearer picture of our technology utilization – helps during budget process.

  Recruiting eNewsletter

•  Created to improve communication/engagement for remote recruiters.

  Recruiters started training Hiring Managers

•  Recruiters took initiative share training with their hiring managers, who in turn began to further utilize their own networks e.g. social media.

CACI Proprietary Information | 2012

Recruiter Coach has become a therapist

Recruiters ask our Coach for:

•  Organizational help

•  Complaints of all sorts

•  Suggestions of all sorts

•  Situational advice

•  How to handle a tough manager

•  How should they deal with their boss

•  Performance review advice

•  Career counseling

•  Personal issues

QUESTIONS?

Larry Clifton Senior Vice President Recruiting, Workforce Planning, & Development