Does no one train anymore?

The recruitment market today is a tricky beast and we all know that current trading conditions are challenging.  It is for this reason that a large percentage of our clients are saying “no” to training and will only hire experienced consultants.  I challenge this approach, however, and question whether “experienced” is necessarily the only way to go?

The typical job spec from our clients asks for a candidate with “local experience + a portfolio of contacts so that they can hit the ground running.”

But is hiring experienced consultants necessarily going to guarantee you the result you are looking for?

Experienced consultants have to work harder today for less money than pre 2008 and many have not accepted this fact.  Experienced consultants are only successful today if they have adapted and changed the way they work and I would put it to you that many haven’t.

In our line of work we get a good insight across the market and I can confidently say that there are many experienced consultants out there who are struggling, so experience and knowledge does not necessarily equal success.  For me– it is all about “attitude” which a trainee can give you in spades!

Investing in the future of our industry.  From a broader industry perspective, what happens to our industry in the long term if no one is investing in the next generation of recruiters?  If your company policy is to leave all the training to the big players and then to pick up the talent in 2 years time– then I would suggest to you that your growth plans are seriously flawed.  There will simply not be enough consultants coming through the ranks to match demand.

Clients tell me that the market is just too tough for trainees to succeed but we have a couple of  clients whose business model is based purely on bringing in trainees and they are “killing it”.

When asked why they are sticking with their trainee model– they had some interesting points which I have listed below.  If nothing else, I hope this blog opens managers eyes to the long term benefits of hiring on attitude and investing in training.

•  Trainees are not burnt out, jaded recruiters who constantly refer back to the “hay days” of pre GFC.  They didn’t know the old market so have nothing to compare this market to.  They accept it for what it is and just get on with it– in short they have great “can do” attitudes.
• They are refreshing to work with– they keep you young and you have to love their enthusiasm.
• It’s much easier to get their buy into the company and it’s easier to transition people into management roles when they have come through the ranks.
• Trainees come on board at reasonable base salaries so its easier to manage, hit thresholds, etc.

If you haven’t hired a trainee before – here is a suggested ideal profile of a strong trainee recruiter: 

•  Someone who has something in their personal life which gives them a reason to be successful.
• Work experience where they took on extra responsibilities.
• Evidence of drive.
• Ability to take on constructive criticism.
• Evidence of seeing something through e.g Degree.
• Genuine reason to want to earn money.
• Honesty in the interview process about why they are interested in recruitment and an awareness of the challenges ahead.
• Ideally telesales experience of 1 year.

Don’t write off the PRC’s.  They are the future of our industry and surely worth the investment?