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

R E A D   M O R E

The 10 Fundamentals of Successful Full Desk Recruiting

  • 1

    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.

  • 2

    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 doors 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.

  • 3

    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.

  • 4

    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.

  • 5

    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.  

  • 6

    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.

  • 7

    Set Daily Goals

    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.

  • 8

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

    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.

  • 9

    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.

  • 10

    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.



Giles Hurst

CEO at The Tax Institute

The impact Elevate Corporate Training made is already being felt as people begin their individual journeys in the giving and receiving of feedback to one another.

Cam was an outstanding facilitator who, with the appropriate blend of humility and personal courage, has set us all on a course towards self awareness.

Thanks Cam - looking forward to working with you going forward.

Felicity Barlow

Felicity Barlow

Director at Talent Connect Australia PTY LTD

I engaged (Elevate Corporate Training) to run sales training for my team. The results exceeded my expectation and my team left being highly motivated with key skills to achieve their individual goals and targets .

Cam has been instrumental in developing consultants sales ability to contribute to overall growth. I would highly recommend Elevate Corporate Training.

Andrew Hanson

Andrew Hanson

Managing Director - NSW of Robert Walters

I engaged Elevate to construct and run a two day training course for my management team across NSW. Cam and Julia worked well together to deliver a significant amount of material over the two days in an engaging manner. I received exceptionally positive feedback from the delegates who found Cam very engaging and passionate on the subject matter. Most importantly, having surveyed the managers who attended the course, many have managed to positive influence their teams by applying the methodologies trained over the two days'

Sarah Laird

Sarah Laird

Founder/Owner at Sarah Laird & Good Company

Cam has been my coach for a little over 6 months now. He has helped me make decisions more clearly, kept me on track of my end goals and been a great resource for me to help see the forest for the trees. I always look forward to my sessions with Cam, aside from being a professional and intelligent business person he also has a great energy and is fun to be around.


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 understand not every recruitment business is the same, that each faces it’s own unique set of hurdles. That is why our recruitment training courses are not one-size fits all. We will design workshops suited specifically to your business ensuring a far more targeted and quantifiable ROI


Training of any kind works so much better with buy in from all levels of a company. This is something we pride ourselves on, our top down approach allows us to work with all the people involved in running a successful recruitment business from HR to management and the recruiters themselves.


Anyone can teach the basics but what we encourage is the movement away from transactional relationships and into partnership building with clients. Your recruiters will become subject matter experts sought out not only by clients but by candidates as well. This is not taught by other training outfits.

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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.

R E A D   M O R E

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.

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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.

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