Ed Llarena, Jr.
Owner/ Managing Partner
It Recruitments & Staffing
+1 Other

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I am in the process of opening an Executive Search Firm. I need a training manual to train my consultants.
I have read a lot of articles on citehr and I feel its a wonderful place to share knowledge on all aspects of Human Resource practices. It is a very useful site and I am sure some members would be able to help me.

Greetings !
It's a good thought. As you have already gone through all the articles about recruitment and selection, nothing to remember except very few. I open the only area where you can focus and put the thought process in place is only executive search/competency mapping/heahunting.
A smart communicator/smart thinker is required for headhunting, who feels it's help required by two parties for better quality. One is finding a good place to work and other one finding a good talent for the organization. People who can understand this well, can become the smart search executives and generate good database for the requirements. I think here only you have to focus a lot on training up headhunters for making your thoughts successful.
All the very best.
Have a nice day ahead.
Durga Gangadhar

Hi Durga,
Thanks for your suggestions. I have prepared a draft Power Point Presentation on Recruitments. I have picked a few food stuffs from citehr as well. Please have a look and see if its decent enough.
I have worked in Recruitments for quite sometime and have good knowledge about it. I have tried to incorporate that in the presentation.
Your suggestions would be valuable.

Attached Files
File Type: ppt Recruitment Training.ppt (301.5 KB, 7707 views)

Maybe a Recruitment Policy and a Training & Development Policy would be a good input to your planned manual.
My company has this but we sell it.
Please feel free to contact us should you be interested.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting

Just an additional input!
My company has also recently developed a Training & Development Guidebook and a Training & Development Work Manual.
Both these documents are also for sale.
Again, let us know if you will be interested.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting

Hi, your ppt is well structured. Just a suggestion : In your ppt if the candidate is selected, you initiate the joining formalities...you seem to have missed out on the need and the way to communicate to the candidate if he/she is not selected. This is extremely vital a component that will determine a Consultant's image in one's mind . Research would reveal that most times, most of the candidates, more so in Middle, Senior and Top management roles are annoyed or upset with many of these job consultants/headhunters ; simply coz when the consultants need to fill a requirement , they are too eager to reach out to the candidate and call as many times at odd hours. Yet when it comes to post-interview and feedback, these consultants are simply too lax in their attutude..esp so when the candidate feels that he/she has had a fantastic interview and quite positive of the outcome! Out of anxiety to know the result, if the candidate calls the consultant to hear the following excuses - * The client hasnt reverted, * we will get back to you as and when we hear from them, etc and cutting all vague excuses and just not conveying that the candidate hasnt been selected leaves candidates miffed. It should be the responsibility of a professional headhunter to be as professional in their dealings and be as courteous to promtly revert to candidates even if they are not selected and not to leave things in a limbo and cause unnecessary anxiety to candidates. Big Deal if one isnt selected!! There are tons of opps out there..yet you need to do properly what you need to... including communicating properly to the candidate that he/she hasnt been successful on this occasion to leave a healthy and positive influenece on the candidate(s). Do make sure you incorporate that point in yr ppt and train yr staff accordingly:-) Cheers.
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