The SourceBreaker Guide To Accelerating Recruiter Ramp-up Part 5

The SourceBreaker Guide To Accelerating Recruiter Ramp-up Part 5

Part Five – Coaching

The latest excerpt from the SourceBreaker Guide To Accelerating Recruiter Ramp-up looks at what input new employees need from leadership to get off to a quick start.


Coaching picks up where structured training leaves off, providing ongoing support to new employees as they grow into their roles.

In most circles, ‘training’ is understood as the transfer of knowledge – showing or teaching someone how to do something that they didn’t know how to do before.

‘Coaching’ has more focus on developing someone’s existing skills – it’s less to do with giving someone new information and more to do with enhancing how they work.

Recruitment is a fast-paced, multi-angled job, with lots of micro-decisions made at every step of a sales and interview process which can mean the difference between success and failure.

It’s also a highly emotional industry – a people-focused business with excitement, uncertainty and (sometimes) disappointment impacting recruiters’ daily lives.

A strong coaching role is vital for managers looking to get their team members up and running fast.

A key to effective coaching is balance – if you offer too little guidance, new hires may feel lost at sea. But if you impose too many rules and instructions, they could feel stifled.

To make sure your new recruiters are being coached effectively as they ramp up, it can help to keep the below in mind:

  • Focus on theory – the most effective coaching teaches recruiters to think for themselves. This means not just showing your new hires how to do something as a quick fix to a problem, but making sure they understand the theory behind the practice.

Working with your team in this way won’t just accelerate their learning curve, but will also continue to pay returns as their roles evolve.

  • Encourage questions – one important error to avoid during ramp-up is having new hires be nervous to speak out if there’s something they’re struggling with.

Coaching should leave space for new hires to feel comfortable requesting support when needed, working on weak areas and filing knowledge gaps.

  • Train the trainer – many agencies promote top recruiters into leadership roles without providing adequate training or support for these new responsibilities.

Once someone is in a management position, this becomes part of their job and a new area for performance assessment.

Ensure that the people coaching your new hires have the right support themselves, as well as giving them clear ownership of the attainment of new-hire KPIs and revenue goals.

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?