Recruitment Training

The true path to new clients and increased job placements

10 Fundamentals of Successful Full Desk Recruiting

When you’re a full-desk recruiting company, it means you’re trying to find the best talent on the market while soliciting businesses to engage you to fill their jobs. You’re selling all the time. Whether it’s selling employers on your skills and what you can do for them or finding and recruiting job candidates, it takes a solid recruitment strategy (and recruitment training) to succeed.

Here’s the 10 Fundamentals of Successful Full Desk Recruiting

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The 10 Fundamentals of Successful Full Desk Recruiting

Building Relationships

Full-desk recruiting is a long-term process. It starts by building relationships. Building your contact list both online and offline means investing the time to network and nurture these relationships.

For candidates, LinkedIn is a great resource to get started. Searching by specific job titles and industries can help you find regional candidates. An engaging invitation on LinkedIn can interest the people you’re really trying to reach: those who aren’t active job seekers but have the skills you need.  Another good source is Facebook groups which you can target by industry. An advantage you have over in-house recruiters is that candidates can reach out to you privately without jeopardizing their current positions.

For company solicitations, industry events and business conferences can help to make a personal connection.  Offer to make presentations at conferences and event to establish yourself as an expert. While you will show your skills and share your expertise, this should not be a sales pitch. Provide valuable information that the audience can use. It’s okay to dangle an offer at the end, such as a free evaluation or analysis.

Contributing articles to industry websites with your byline (and your company name) can help establish your credibility. It demonstrates your expertise and it also showcases your thought leadership when people do an online search for you and your business.

Referrals Are Gold

Whether you’re hunting for companies or candidates, your best source is referrals. If you have placed a candidate or filled a job, always ask for a referral. This endorsement can open doorDs you might never be able to get through otherwise. If possible, see if they are willing to make a call or email introduction to start the conversation. It’s easy for people to say no to your inquiry, but hard for them to ignore a colleague.

Target Specific Categories Of Business

When you’re targeting employers, it’s helpful to focus on categories of business. Start by searching category industry listings to get a sense of the jobs companies are trying to fill. Taking a look at job sites in specific industries can show you the jobs similar companies are trying to fill. If you see a lot of listings for a specific job, you can bet most companies are always on the lookout for talent in these areas. This helps when you make the initial contact.

Focus on specific industries at times. The more calls you make in a niche, the better you will understand that industry. You’ll start to hear the same concerns and issues. This helps you find the pain point that you can solve. This goes for employers and job candidates as well.

No More Cold Calls

With the ease of getting information online, you should never have to make a cold call again. Doing a Google search, looking at a company’s website, public filings, or financial statements, can give you the relevant business context that justifies the call for the for personnel requirements. This will better prepare you to have a VBR (Valid Business Reason) for making a call.

Just a tiny bit of research can turn a cold call into a warm one. Calling and saying you have a pool of candidates for that exact opening they have listed will get their attention more than just a standard solicitation.

Keep Them Warm

Once you identify a hot prospect, make sure you have regular touches. Whether it’s calling one more time, drip-feeding industry information or job-specific information, you need to make sure you remain top-of-mind for when they are in the decision-making phase.  

Don’t Sweat The No

No matter how good you are, you are going to hear a lot of “no thanks” from both businesses and candidates. If you can’t handle the rejection, being a full-deck recruiter is going to be tough going.

Set Daily Goals

Email marketing campaigns can be efficient, but only if highly targeted and personalized. The average person deletes nearly half of all emails they get each day and they do that in less than 5 minutes. Anything that sounds or looks like a generic solicitation for job candidates or employers will hit the trash can before being opened.

Be careful how much you write. After all, the job of an email is to evoke interest and get them to engage. Your instinct may be to tell them a lot about what you can do, but research shows the more you write, the less likely you are to get a response. A 2,000-word email is actually less effective than a 25-word email. Emails of roughly one paragraph (50-125) do the best. If you can’t get their attention in a couple of sentences, they probably are hitting that delete button anyway.

Email Can Work (But Only If You Do It Right)

When you do get a no, take a breath, then jump right back in. If you’re using the phone, don’t put the receiver back on the hook. It’s too easy to take a break. Keep it in your hand and dial the next number on your list. After all, every call you make gets you closer to a yes.  No matter how busy you are, set aside time to prospect candidates and businesses every day. There is a direct relationship between the number of opportunities in your pipeline and the number of deals you close.

Your recruitment strategy needs to be disciplined.  This means setting goals as well as regular recruitment training and coaching.

When You Get An Inquiry, Respond Quickly

When they reach out to you, that’s a hot lead. Don’t let it cool off. A Harvard Business Review study showed that 47% of companies contacted didn’t respond for 24 hours or never responded at all! Call back within an hour and your closing rates will increase. The study showed that companies calling within 60 minutes were 7 times more likely to have a meaningful conversation within a decision maker.

Always Ask For Two Things

No matter what you do, when you get an employer or candidate on the phone always do these two things:

  1. Ask for the Business
  2. Ask for Referrals

You have already invested the time in hunting them down and getting them on the phone.  Asking for the business will help you gauge where they are in the decision process.  That’s important information for you to know as it helps you qualify prospects and importance. Even if they have no interest, asking them if they know anybody else that could use your service might yield a lead that comes with an implied endorsement.

A solid recruitment strategy, including recruitment training, coaching, and goal setting, can yield strong results.




The Best Recruitment Training Plan


Our clients mean everything to us. We get a rush watching you improve and learn. And seeing as the owners of Elevate Corporate Training are also the trainers we are fully committed to each project and providing the personalised service we have become known for.


With a combined 30 years experience in sales, recruitment and mentoring we know what we are talking about. We have taken our real life knowledge, learned in the trenches, and put them into our training courses. These are not theoretical learnings, they are authentic and practical.


This is no ‘love you and leave you’ style relationship. We get buzzed watching what we have taught transform teams and get results. So our training is not finished once the initial workshop is done. No, the best results come with the ongoing coaching we can also provide your teams.


We don’t just improve the skills of mangers who have been leading for years. We want to target your emerging talent, those earmarked to be managers, and make sure they hit the ground running.


One of the benefits of leadership training with Elevate is that nothing is off the shelf. Our workshops will be designed specifically for your business and your leaders. This is not a one-size fits all operation. 


This may sound a bit fluffy for the hardcore business world but it does wonders for your bottom line. We will train managers to empower their teams. Happy workers earn you the big dollars and watch staff retention go through the roof.

Want to know more about how Elevate can help your team improve performance, create better outcomes and find more fulfilment in their roles


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Our Recruitment Training Services

Our Recruitment Training course aims to move your recruiters away from transactional relationships with clients and move into valued partnerships with them instead.

In fact your recruiters will stop thinking of themselves as recruiters and will instead become consultants.

Changing Mindsets

See, at Elevate Corporate Training we push your team to run their desks as if it was a business of their own.

They are the managing director of the business, their clients are the companies they work with and the product is the people they offering to those clients.

So success is dictated by how well they are able to run that business. The consultant is the MD with the ability to scale, diversify and grow without limitations.

Win, lose or draw their outcome is a result of the performance of their business, a business they control every facet of.
That’s why it is so important for your recruiters to embrace the idea they are consultants, because a consultant should become an industry expert in their field.

That’s what we foster in your team when they undertake Recruitment Training.

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The Core Learnings

They come away with key learnings in a number of areas, all of which make them sought after by both clients and candidates. We create a number of different workshops which can be utilised:

Creating Account Plans

Account plans are the basis of business plans, and the first line of any business plan is define your audience/target market. They define the audience of specialization, identify growth opportunities and synergies between similar markets where product (candidates) are in demand.

Understanding Your Client And Their Business Needs

We teach and encourage consultants to learn their client’s industry. We will teach your consultants how to become experts in their chosen field. They need to know how the industry is affected by local factors, by overseas factors, by mergers and bad press. They need to know who are the big players, who is looking for candidates and what calibre they are after. Once they are seen as an authority in their industry clients will begin coming to them and eventually so will candidates.

Advanced Questioning Techniques

Providing the necessary tools to find out exactly what it is your client is after and in the process again exhibiting that you are an authority in your client’s industry.

Assertive Communication

This is an important part of recruitment, sales, and  leadership training. The skill of assertive communication will allow your team to express positive and negative ideas honestly and directly. Not aggressively, and without passive aggressiveness. This is how you develop key relationships.

Demonstrating Thought Leadership

We provide sound guidelines on how to become thought leaders within the consultant’s industry, another piece of the industry authority puzzle that will have clients seeking them out, not the other way round.

Productive Meetings

There are few things that will annoy a client more than wasting his precious time in a meeting with a recruiter who is ill-prepared. There are several key components we will teach your consultants that will have them impress any client they face-to-face. Both parties will feel like they have plans of action at the conclusion of any meeting.

Presenting Benefits, Matching Needs

This is not a sales training technique in recruitment. This is a guiding principle of recruitment. Knowing the candidate’s needs is as important as matching the clients. A consultant’s ability to close a candidate is about their ability to coach them back through their own ‘wants/needs’. We will help them do that.

Creating Desire

This is about selling yourself to the client. Consultants trained by us will present in a way that will have a client seeing value in them over others. Their speed to market, their ability to reach high-end candidates and their respect and ease to work with. All these will be obvious to clients they approach.

Our recruitment training is run in Melbourne, Sydney, Perth, Adelaide, Brisbane and Canberra but we can travel to any part of Australia to run our workshops so please do not hesitate to get in touch.

Customised Workshops to Suit Your Unique Business Needs

Coaching for Performance

Objective: For Managers and Team Leaders to learn how to effectively coach and develop team members. This drives performance and helps motivate and retain employees.

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Coaching is about empowering our staff to create a culture of performance.

Manager and Leader as Coach
How coaching can drive improved performance and results
What is coaching?
The coaching mindset
Uncovering potential
The GROW coaching structure
Mentoring and coaching
Technology and coaching
Feedback, reviews and coaching
Practical coaching exercises and simulations

High Performing Teams

Objective: For recruitment teams to identify what high performance is to them and agree set of goals and a strategy to get there. Focus on improving performance and measuring success.

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Defining High Performance – what do you want to achieve?
What is high performance to this team?
Why teams matter, why we work in teams
The role of culture and its impact on high performance
The team brand – how we are perceived
What this means to us as individuals
What this means to us as individuals
Where are we now? How can we move to the next stage?
Measuring progression from stage to stage
Incorporating the strategy
The importance of role clarity
Candid and constructive communication
Action planning and next steps

Giving and Receiving Feedback

Objective: Developing a culture of feedback is the ultimate gift to any team. A team who openly and regularly seeks out feedback from one another and from external…

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sources enjoys greater performance, respect and deeper, more meaningful relationships that last. We explore the best way to give and receive feedback as well as set goals to help encourage the process.

Why feedback is important
The role of self awareness
Perspective and ego
Receiving feedback
Giving feedback
Giving negative feedback
Practical Exercises

Time and Self Management

Objective: Improving effectiveness and reducing stress associated with running a desk and managing other consultants. This course can be run for new managers but is developed…

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from another course designed for anyone looking to become more effective.

Defining our work
Creating a default diary
Developing a time management system
The role of delegation
Getting in the zone

Resiliency Training

Objective: In this workshop we explore techniques to build resilience. We understand the “why” of what we do and how it helps us to stay the course when times are tough.

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We explore the mindset required to develop hardiness and achieve our collective goals. This course is suitable for anyone who faces challenges in their roles.

What is resilience
Begin with the end in mind
Accepting the past
Developing a sense of purpose
Keeping perspective
Your support network
Resilience case studies

Management Essentials

Objective: To provide the basic essentials required to manage and lead others. This course is specifically targeted at new and upcoming leaders. We focus on how we communicate, motivate and work as a team

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Developing a Team Vision
Difficult Conversations
Assertive Communication Techniques
Motivational Drivers

Building a Robust Culture

Objective: In this workshop we explore what makes a good company culture, how to assess your existing company culture and explore ways to implement a robust, collaborative and inspiring company culture.

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This course is suitable for anyone managing teams and small to medium sized business owners.

Assessing company culture
Defining ideal company culture
Contributing factors
Culture strategies
Implementing a positive culture

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What is Recruitment Training?

At Elevate we believe each consultant’s desk is like its own business. They have their own clients and they have their own product (their candidates). The success of that business is completely dependent on the effectiveness of the person running that business. At Elevate we believe in creating ‘career consultants’: Individuals driven to be the ‘go to’ person in their industry for both candidates and clients alike.

Why is Recruitment Training important?

Motivating and retaining staff can be difficult in any industry. The more you are able to invest in the development of your people the more return you will see and the more likely they are to feel fulfilled in their roles.

Does Recruitment Training work?

Absolutely. We have worked with many recruitment companies and in every case have received incredible stories of success from techniques and behaviors we have implemented.

How long does Recruitment Training last?

We try to keep our workshops to a half day maximum to provide effective, high impact learning opportunities without taking leaders or consultants off the floor for too long. The number of workshops required could range from two to five, depending on requirements.

Who should undertake the training?

We have courses targeted at resourcers, recruitment consultants and recruitment managers. We recommend all levels be developed where possible.

Can the training be tailored for different recruitment companies?

All of our training is tailored to the needs of each business because no two companies have the same needs. Nothing off the shelf!

What key learning will recruiters come away with?

Building relationships is key. Our focus is on helping consultants find their niche, become famous in that niche and grow a desk that becomes extremely profitable for themselves and the business. We train an array of techniques and behaviors to achieve this outcome.

What does an ROI look like after Recruitment Training?

We see dramatic improvements in new client numbers, job placements made, PSAs signed and reductions in staff turnover as a result of our recruitment training programs.

Want to know more about how Elevate can help your team improve performance, create better outcomes and find more fulfilment in their roles

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