Recruiter Training – 8 tips for finding the best Talent

Introduction - 8 key training topics

Recruiters are the lifeblood of any organization, and it is important to utilize recruiter training to ensure that they are equipped to find the best talent for their current employer. From defining the job to making and successfully closing the job offer. Recruiting professionals need to understand each step of the recruitment process to be successful in hiring the best candidates.

The best recruitment courses include online training. These courses should include topics for training recruiters that are proven to prepare recruiters and their human resource colleagues to become trusted advisors to their hiring teams.

Key Recruiter Training Topics

The best online recruitment training includes the following:

  1. Online recruitment courses available 24x7 tailored for HR professionals
  2. How to create success-based job descriptions
  3. How to create a compelling value proposition to attract top performers
  4. How to identify top talent and convince them to consider their opportunity
  5. How to assess candidates' skills and avoid biases
  6. How to conduct phone and in-person interviews using talent scorecards
  7. How to set up successful job offers and get more 'yeses' to job offers
  8. A certification program recognized professional human resources organizations

Advantages of Online Training

1 Online recruiting courses Must be Available 24 x 7

There are several advantages of online learning vs. real-time training.

One advantage is that online continuous learning courses are available 24x7. This means that you can study and work at your own pace and convenience. Another advantage is these courses are typically more affordable than real-time courses.

Finally, online courses offer a more flexible learning schedule since you can study and work around your other commitments.

If you are looking for the best online recruitment courses, there are a few things to keep in mind. First, make sure that a reputable company offers recruiting courses. Second, check to see if the course is accredited by a credible organization. Finally, make sure that the course is updated regularly to keep up with the latest trends in recruiting.

2 Switch to Performance Descriptions

Recruiter Training courses should teach success-based job descriptions!

This is the first step in recruiting, and it is important to be clear about what the job entails and what is required. This begins with defining the recruiting job description. The best learning for recruiting teams focuses on defining success on the job, not a list of skills and experiences. When defining success, you get the necessary skills by default. Learning the correct method allows a recruiter to do this regardless of industry.

See why this is at the 'hub of the recruiters wheel'.

3 Develop Compelling EVPs

Learn to create a compelling value proposition to attract top performers!

When creating a job post, LinkedIn InMail, or email message that will attract top performers, it is important to keep the following in mind:

  • You'll be able to focus more on what and why the job opportunity would benefit the candidate, not why it benefits the company
  • Your message will become clear and concise, outlining the main challenges and responsibilities of the role.
  • Your message will then help the top performers achieve their career goals.
  • You will become more knowledgeable about the company and its role.
  • You will be able to effectively sell the company and the role to a top performer.

4 Identifying Top People

Well trained recruiters excel at Identifying top people and convince them to consider their opportunity.

A recruiter must be able to articulate the job challenges and how the job will help the potential employee in their career growth goals. Top performers want to know about the job and how it can help them in their careers. The recruiter must be able to paint a clear picture of the job for the potential employee and explain why this is a terrific opportunity.

5 How to Assess Candidates’ Skills

The ability to identify the best candidates is a skill that takes practice and experience. A robust recruiter course will help a recruiter grow professionally by teaching them the following traits.

1. Look for people who have a clear career vision and goal. These individuals know what they want and are focused on achieving it.

2. Look for people who have demonstrated success in their past roles. This may include things like promotions, awards, or other recognition.

3. Look for people who are not afraid of challenges. These individuals are willing to take on new challenges and see them as an opportunity to learn and grow.

4. Look for people who are continuously learning. These individuals are always looking for new ways to improve their skills and knowledge.

5. Look for adaptable people. These individuals can adjust to change easily and are open to new ideas.

6. Look for people who have a positive attitude. These individuals see the glass as half full and are optimistic about the future.

7. Look for coachable people. These individuals are open to feedback and willing to make changes based on that feedback.

Biases to be Avoided

Avoiding these biases will prevent you from hiring the best people.

Recruiting professionals need to be aware of their own biases when assessing candidates. We all have biases, but it is important to try to identify them and set them aside when making hiring decisions. Some common biases include:

1. Gender bias – preferring one gender over another

2. Age bias – preferring younger or older candidates

3. Racial bias – preferring candidates of a certain race or ethnicity

4. Religious bias – preferring candidates of a certain religion

5. Nationality bias – preferring candidates of a certain nationality

6. Sexual orientation bias – preferring candidates of a certain sexual orientation

7. Appearance bias – preferring candidates who are considered to be more attractive

8. Geographic bias – preferring candidates who live in a certain geographic region

By being aware of these biases, recruiters can make an effort to set them aside and assess all candidates objectively.

6 Talent Scorecards

Recruiters must learn how to conduct phone and in-person interviews using talent scorecards.

A talent scorecard can be an extremely useful tool for assessing job candidates. Having set criteria that all candidates are assessed against helps to ensure that biases do not creep into the assessment process. This can help to provide a more accurate picture of each candidate's strengths and weaknesses. Additionally, it can help to identify the best candidates more easily.

There are a few things that should be included in a talent scorecard to make it most effective. First, all the criteria should be relevant to the job that the candidate is applying for. This will help to ensure that only relevant information is being considered.

Second, the criteria should be clear and concise. This will help to ensure that all candidates are assessed against the same standards.

Third, the scorecard should be easy to use. This will help to ensure that it does not take up too much time during the assessment process.

Fourth, the scores given to each candidate should be objective. This will help to ensure that personal biases do not influence the assessment. Finally, the scorecard should be regularly updated. This will help to ensure that it remains relevant and accurate.

By following these guidelines, talent scorecards can be an extremely helpful tool for conducting phone and in-person interviews. By using a talent scorecard, employers can more easily avoid letting personal biases creep into the assessment process.

7 Gaining Offer Acceptances

Successful recruiters get more job offers accepted. There's a better way to make your offers.

It is important to test a potential job offer before making it official to ensure that the candidate is genuinely interested in the position and will not back out after accepting the offer.

Additionally, testing the job offer allows you to uncover potential objections and concerns. By taking the time to test the job offer, you can increase the chances of the candidate accepting your offer and reduce the risk of them backing out after accepting.

There are a few separate ways that you can test a job offer before making it official.

This topic must be covered in your recruitment training. When choosing a recruitment training program be sure this is included. You do not want to waste taking this step only to have your offer declined for invalid reasons.

Counteroffers are most likely to occur with top performers. Testing your job offers the right way, as taught in the best training for recruiters will cover this vital topic.

It can be difficult to prevent a counter job offer from stealing your opportunity to hire a great person, but there are some things you can do to increase your chances.

Some valuable tips to prevent a successful counteroffer include the following.

Checking back with them shortly after they resign will ensure things are still on track to join your company. During the notice period, it is a good idea to have preplanned touchpoints with the new hiring manager and team. Finally, stay in close communication with the candidate throughout the process to ensure they remain committed to joining your company.

Following these steps, and others taught in a robust human resources training course will show you how to increase your chances of hiring your next top performer.

8 Becoming Certified is Important

Performance-based Hiring certification turns average recruiters into great recruiters.

Recruiter certification is a key part of their professional development and can be extremely valuable for talent acquisition and human resource management professionals' job performance. Certification can improve learning and retention and help ensure that biases do not creep into the assessment process. Additionally, a good certification program can help to identify the best candidates more easily.

The value of recruiter training being recognized by respected industry groups cannot be overstated. When it comes to identifying and attracting high achievers, having certified professionals in your organization is key. Given the competitive landscape of today's workplace, it's essential that your talent management team has the best resources available to them to be successful. Recruiting Industry-recognized certification programs provide talent acquisition and HR management professionals with the skills and knowledge necessary to be successful in today's marketplace.


It is important to have a well-rounded professional development training program for your talent management recruiters. I will introduce you to a training program that covers the entire lifecycle of recruiting, from identifying top performers to assessing candidates and onboarding new employees.  

Call to find out how recruiter's performance improved after training

Let's talk about recruiter training for your organization. I’ve helped certify over 2,000 recruiters worldwide, so I know what excellent recruiter training looks like, what works and what doesn’t. Contact me today to learn more about my recommended in-person or online recruiter training course. – I would be happy to share my lessons learned with you in an informal no-obligation phone call. 

-Carl Bradford

Recruiter training topics designed to turn good Recruiters into Great Recruiters. 8 training topics every training program must have.

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