You hire someone, or a few someones, and you have them attend a full time several week basic training course for recruitment before they hit the desk.
Or you don't.
Or you have a modular-based training program that teaches them A to Z in packaged sections, spread out over weeks or months.
Or you have a basic program that covers some things that someone put together, you run through it every once in a while and answer questions.
Or you have a "let them just work with candidates for a few months" type of OJT program.
And whether you have any of the above, you have nothing for senior recruiters or worse, senior managers or your business management team.
YOU REALLY CAN'T TEACH RECRUITMENT, PEOPLE JUST GET IT OR THEY DON’T, RIGHT?
Wrong, really wrong and dangerous.
There is a fundamental blind spot in these programs, new hires either get fixed training in a logical pattern: knowledge A point to knowledge B point to knowledge C point (then several weeks/months until they get to D-E-F...) or they get absolutely nothing, and just get kicked in the teeth at work everyday for a few months until they swim sink or quit.
Once at the desk, they get hit with issues that come at them from all angles, and all wacky orders, not A-B-C more like Z-M-blue-fish, wait what?
What is lacking is a:
"JUST IN TIME/RANDOM/SOLUTION CRAFTING LEARNING” TOOL THAT IS CRITICAL IN RECRUITER TRAINING.
SMARTERFASTER GAMES'S SIMULATION/STORY/INTERACTIVE ROLE-PLAY BOARD GAME CREATES THAT ENVIRONMENT.
This game can be plugged into any modular training program or added to your current training practices as the game allows players to hone these critical skills:
Crafting solutions (Candidate/Client/Internal & Wild stuff that can happen)
Managing resources (Time/Money/Attention: Yours and Clients’)
Inciting others to action (Candidates/Clients/Co-workers)
Your senior sales people & managers, can teach recruiters at the critical moment of needed input safely, not wait until after a real client calls and says they wont work with you anymore after a mistake is made at the desk.!
Your senior recruiters can play with a focus on the finer points of recruitment, influencing clients needs, role-playing closing larger deals or playing as a "player manager" inside the game.
The game can also be used as a new hire assessment center tool, where you teach a large group of potential hires the rules of the game and put them in the environment and evaluate their behaviors.
Does your current hiring assessment system mimic your post hire evaluation system at the desk?
Do you just focus on answers that they give and not behaviors that they will ultimately be judge by?
Meisters & Monsters can help you watch internal candidates in a closed environment interact with each other, see their instincts, how well they work with others, how well they take coaching and management.
For specific details about the game, please contact me.