In recent posts I provided some advice of how to ensure your Talent Attraction process and structures maximise your potential of sourcing high calibre and the most appropriate Talent for your business or team.
Now I cover some key requirements in developing and thus retaining your Talent.
Ongoing investment through structured and personalised L&D programs to develop our people, is a key ingredient of a successful business.
For Trainees, this can best be achieved within bespoke Recruitment Academies tailored specifically to your business sector, culture and processes.
Focus on the Candidate Cycle for month 1, where your new talent will develop strong product knowledge within their target markets, learn the ‘sales process’ and how to manage the Candidate Cycle to your workflows whilst establishing their individual style.
Add the Client skills and duties across month 2, again with milestone targets each week (including sourcing candidates and new roles), for them to build revenue pipeline, before adding on the Job Cycle across month 3.
You’ll grow your new Talent and incentivise current Talent to develop and grow teams around them.
How many of your Top Billers are from your Academy?