If you have an efficient manager for your recruitment business, you are really lucky. Such a manager is a host in himself. He juggles many hats with so much ease that it feels like an art of magic that keeps your business going at a smooth pace. The managers assume a lion’s share of roles and responsibilities to help the recruiting agencies thrive in different ways, none of which is possible overnight. But it never means you should keep on piling works on your manager.
For example, let us talk about training. It is anything but easy to get the most out of each professional working at a recruitment agency. Without proper training, they will never learn the best way to recruit employees. When it comes to the entire team, just imagine the kind of planning and training invested in the entire effort. Your manager is the backbone of your recruitment agency but leaving such a time-taking and tedious task to your manager will be detrimental to his potentials.
Why you should not rely on manager-led training and development
Training an entire crew is no less tedious than working tirelessly for 8 hours. One needs to attach attention to every candidate in the team and continue pumping efforts until the expected level of excellence is achieved. A manager is hired to do a string of works and involving him in training your recruitment team will be a drain on his limited time. Manager-driven development has some serious shortcomings across several areas of your business and training is the mere beginning.
Managers Have Less Time for Other Works
Time is the most valuable and limited asset. If your manager is forced to spend hours for recruitment training, it will eat away time allotted to his other professional obligations. A burnout manager will cease to be a productive person over time. The managers with plenty of time to think, plan and execute are able to put better outputs than those who feel burnout.
Professional development is a continuous process that cannot stop with a single training session. The professionals know well that they will have to undergo this never-ending process until the time comes to hang up the boots.
Recruiters Fail to Embed Fountain of Information
We have a very volatile memory. A huge chunk (nearly 90%) of information that we receive daily is slipped away in just 48 hours.
For time-pressured and work-pressed managers, it becomes a headache to impart the same information or training for several days. This is because, unless someone gets a couple of days to assimilate information, it is impossible for the person to remember it the next week.
Guesswork Becomes Stepping Stone of Learning & Development
A part of recruitment training is sharing knowledge and skills, which make the entire effort a big success. It’s also a nuanced art to work out what the trainees need and want to know as well as make it relevant to their individual roles.
All these take time. It requires your manager to keep a constant watch on each individual in the team, assess their progress, identify the strengths to promote and weakness to mend. With luxury of time, the manager-led training is a workable approach. It will contribute to the personalized training of the recruiters. But in a world where managers are short on time, it is definitely not a path to solution.
