The SourceBreaker Guide To Accelerating Recruiter Ramp-up Part 1

The SourceBreaker Guide To Accelerating Recruiter Ramp-up Part 1

Part One – Preparation

The latest excerpt from the SourceBreaker Guide To Accelerating Recruiter Ramp-up explores how agencies can prepare for new hire hires to give them the maximum chance of success.


Every agency has to operate within its resources, and it’s not always possible for a busy, growing business to plan out every step a new hire is going to take.

With that said, getting ready for a new recruiter’s arrival is one of the most important parts of ensuring that they get up and running quickly, and even young agencies can put strong preparation in place without breaking the bank.

As with everything in business, careful planning enables rapid execution.

Your preparation foundations should aim to cover:

  • Desk Setup
    • Is your new employee positioned to create revenue-generating activity as quickly as possible?

With new hires, everything that can be done to give them a running start helps to reduce the critical ramp-up period.

In practical terms, this may mean:

  • Passing job leads – while you won’t want your new starters getting used to being spoon fed, in the early weeks it can be helpful to share well-qualified job leads to give them an early shot at generating revenue. Be careful not to waste their time handing over dead-end roles or needle-in-a-haystack searches – remember the goal is to book sales ASAP.
  • Building prospect lists – if your new hire is going to focus on business development, giving them a helping hand by preparing lists of target companies or contacts can pay huge returns. It takes time to prepare, but do you really want an enthusiastic new team member fresh out of training sitting silently at their desk doing market research while the clock ticks?
  • Handing over accounts – to really give new recruiters the best possible boost, few things beat assigning them active client accounts to work. If your agency isn’t in a position to gift relationships freely, you might consider a business development push prior to new hire start date specifically to win a handful of new customers with them in mind.
  • IT
    • Are all the tools the new hire will use ready to go? Licenses purchased and activated? Logins and passwords accessible?

Losing time to IT troubleshooting is always a frustration – once the ramp-up period starts, the last thing you need is to waste precious hours resetting passwords, swapping monitors or sitting on the phone to customer support.

If possible, get your new hire’s desk set up several days in advance, and make sure everything is up and running from a hardware and software perspective before they arrive in the building.

  • Training
    • Do you have an effective training program that covers all the skills the new hire will need to get started?

Recruitment training comes in all shapes and sizes, from off-the-shelf e-learning packages to on-site courses delivered by professional trainers.

What’s crucial is that your new hires be equipped with the basic skills to do what’s asked of them in their first few months.

Along with training on recruitment fundamentals such as candidate searching, screening and interview management, it’s worth checking that your new starters have the right abilities in peripheral areas which are also key to strong recruiter performance, for instance:

  • Time management – recruitment is a fast-paced industry with multiple competing demands on a recruiter’s time. What guidance are you providing on how to handle this?
  • Target markets – recruitment training can overlook the importance of truly understanding the industries in which recruiters operate. Do you have e-magazines, customer case studies or other resources to help new starters really get under the skin of their sector?  
  • Business knowledge – top recruiters often out-perform the competition because they combine great sales and relationship abilities with a strong understanding of basic business structures, processes and terminology. Are you preparing your new hires to hold their own when talking to managers, directors and other senior professionals?
  • Onboarding
    • Does your new starter have a structured first few weeks to settle into your agency?

‘Onboarding’ is the umbrella phrase that covers everything included in a new starter’s initial employment period.

From a ramp-up perspective, onboarding is important for two main reasons. Firstly, because an effective process reinforces enthusiasm and excitement about working for your agency, and secondly because it eliminates wasted time down the line by delivering essential information up front.

Once again, the exact scope of your onboarding will depend on your available resources, but some points to keep in mind include:

  • Schedule – does your new hire have a clear timetable for their first few weeks of employment? Do they know what training will cover, and how long it will last?
  • Employee Handbook – are new starters provided with information on holiday schedules, commissions and bonus structures, pensions and other key employment information?
  • Org Chart – is it clear to new recruits who everyone is across your company, and what their function is?
  • Social – is anything in place to help your new hires integrate with the rest of the team, such as a lunch, drinks or other social event?
Get the full guide

SourceBreaker’s complete Guide To Accelerating Recruiter Ramp-up covers all aspects of a comprehensive recruiter onboarding program, including:

  1. Preparation – what needs to be ready for the new employee before they arrive, to give them the maximum chance of success?
  2. Tools – what technology, resources and infrastructure can accelerate the process?
  3. Goals – what are the objectives and KPIs that guide the ramp-up period, for the new hire, manager and the business?
  4. Incentives – what’s in place to motivate new hires to deliver results fast?
  5. Coaching – what input do new employees need to get off to a quick start?