Recruitment Training for Managers

When is Recruitment Training for Managers required?

The recruitment managers, after all, are practice leaders, motivational speakers, super coaches, corporate diplomats, training managers and top billers.

It seems an impossible task, and without the right strategy and training, it is often proven to be.

But with tailored recruitment manager training, strategy and support, all these hats start to enhance one another. In fact, they become one.

When all the hats become a burden, individual billings slip and so does the ability to manage the team profitably. Training aligns the recruitment manager’s many tasks to be singularly focussed and outcome driven.

What does the Recruitment Training for Managers look like?

Recruitment Managers are a rare breed.

It’s important to look at the traits that motivate an intelligent and talented professional into establishing a recruitment management career. It’s these very traits that make them so strong. It’s why you hired them!! Elevate recruitment management training reignites these instincts by simplifying and prioritising them. We get back to the mindset that is optimistic, opportunistic, exciting and hugely profitable.

Practice what you preach – lead by example!!

Account Management and Revenue Optimisation

This course focuses on how we can move from transactional relationships with our clients to becoming a partnership that delivers exceptional value.
How can we be seen as thought leaders in our craft and “fixers” who our clients rely on to do business. Attendees should expect to leave with detailed account plans for at least two of their top accounts and the skills to repeat for others. They will improve their communication and persuasion capabilities and learn to deliver more revenue and deeper relationships with existing accounts.

The guiding principle for successful consulting is acknowledging and believing that a desk is a business. The consultant is the MD with the ability to scale, diversify, grow without limitations. Win/Lose or Draw, their outcome is a result of the performance of their business. A business they control every factor in.

Creating Account Plans For individuals And The Practice

An account plan defines a career plan. A recruitment manager’s area of specialisation is his industry (e.g. financial services – not recruitment). Successful managers and consultants alike need a plan and scope for growth and scaling – just like any successful business.  The first line of any business plan is ‘define your audience / target market’. Account plans are the basis of a business plan. They define the audience of specialisation, identify growth opportunities and synergies between similar markets where product (candidates) are in demand.

Understanding Your Client And Your Client’s Business

This is al about moving the team’s capability far beyond transactional recruitment. That transactional relationship is of no value to your employer, the client that engages you and most of all, you are denying yourself any career longevity or long term success.

We look at how to understand your client and clients business: learn their industry, YOUR INDUSTRY. Know the industry first, then the players, then break down the divisions, the heads of practice, the key players.

Every team member should be able to explain in detail how THEIR industry breaks down. Team meetings week to week cover what has happened in their industry. Adjacent industries will be presented back by other practice members. The confidence comes from the specialised knowledge. Only at this point will the client open up and have the discussions that valued partners have. Now, you present value.

Demonstrating Thought Leadership To Clients And Team

To be seen as a subject matter expert, you must be one!! We focus on a workflow that communicates the innovation which makes your recruitment managers so valuable to clients and team alike

Team Pipeline Management

Understanding the equation that considers quality of work, quantity of pipeline, and revenue projections. We address natural fallout, scalable recruitment, reverse recruitment and other techniques to increase conversions and protect a pipeline of work that is predictable and scalable.

Presenting Benefits, Matching Needs

This is not a sales technique in recruitment. This is a guiding principle of business. Initial interviews are so important on both sides. Knowing the candidates needs is as important as matching the clients. Your ability to close a candidate is about you’re ability to coach them back through their own ‘wants/needs’. You will need to do this to ensure a stressful time for your candidate becomes an easy/exciting time.

This is also about selling yourself to the client. The benefits of working with you. This component talks about how clients will see value in your services over others. Typically around speed to market, reach of high-end candidates / and their respect and ease to work with.

Team Action Plans

How do Managers set a framework that ensures the team are collectively befitting from the Managers expertise? It comes as instinct to many managers but is often lost when managers don’t know how to guide team members through it- simply because they’ve never had to communicate it. Action plans articulate and document the framework, the plan and the checkpoints throughout a week, month, quarter and year. The action plan is the ‘how’ to the business revenue forecast.

Team Engagement

Staff retention and recognition are key to building real value and equity throughout your practice. This all comes back to ‘understanding needs’ – the business and recruitment fundamental. Engagement vs Management.

What can your recruitment company expect to receive from our Recruitment Training for Managers?

We believe that recruitment is one of the most rewarding and lucrative industries to be part of when everything is working. When it is not, it is a brutal existence. Our objective is to get the manager believing in the industry they work in, the company they work for, the vertical market they own and the personal achievements they are set to accomplish.
Recruitment companies will invest in a management team who:

Recruitment companies will invest in a management team who:

• are Career Recruitment Managers and love what they do.
• march to the beat of their own drum.
• develop, commit and believe in their own brand
• have personal expectations and team expectations that far exceed those set by the business
• believe in their team and invest in them as family
• have exceptional time management and business acumen
• don’t get stressed, they get excited. The busier they are, the more successful they are.
• are respected, trusted and valued by clients, candidates, team and bosses alike.

Our Elevated Sales Development Recruitment Training for Managers will help set the base for all the above.

When management has the respect of their teams, when the lines of communication are open and respect runs both ways profits rise, staff retention soars and the workplace blossoms.


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.