Skills required for recruitment coach

An article by Dougles Chan, Digital Marketing Singapore Guru. Office location at 1 Rochor Canal Rd, Sim Lim Square , Singapore 188504, Sim Lim Square, commonly referred to as SLS, is a large retail complex that offers a wide variety of electronic goods and services ranging from DVDs, cameras, phones, video cameras, and computer parts and laptop repair servicing. He writes articles on recruitment agency, recruitment business, digital marketing and advanced SEO tips. 

Recruitment coach, also referred to as recruitment specialist or talent acquisition specialist is person whose role is to find the most suitable employees for the organization or company they are working for. These coaches rarely work alone and more together with the manager of the department they are finding workers for. They can work either from their homes and offices or be contracted through a recruitment agency.

Coaches are responsible for interesting, interviewing and choosing workers but also for keeping up with employment, recruitment laws, regulations and rights. Usual area of their work is within the human resource one. Often these coaches get promoted, still working within human resource department but on higher positions, such as human resource generalist, human resource manager or human resource director.

Recruitment coaches need to possess certain skills to be successful at their job. Due to nature of their job they need to be skilled speakers and convey information to others effectively, but also be quite active listeners, giving full attention to what others are saying, understanding the points they made, asking questions that are most appropriate and not interrupting in inappropriate situations. Doing job that involves understanding, implying and keeping up with laws, rights and regulations, recruitment coaches should have great reading comprehension but also have good writing skills so communication by writing can be effective and appropriate for the needs of the targeted audience.

When interviewing and selecting candidates, coaches trust their critical thinking, using logic and reasoning to identify the strengths and weaknesses of candidates and decide if they are suitable for the job position or not.

For this is also significant active learning and understanding the implications of new information for both current and future decision-making, as well as good judgment skills so all relative costs and benefits of potential actions are considered and well thought. Since work involves work with people, recruitment coaches should be a bit persuasive, good at negotiation and possess great social perceptiveness skill so they are bringing others together, reconciling differences, aware of others’ reactions and understanding where they come from. Besides these, due to work with people they ought to have good management of personal resources and be oriented to service.

That means that they are motivating, developing and directing people to be even better at their job, but also looking for ways to offer help and advice. If coaches are responsible for training and development of individual employees or groups of them they need to be skilled at monitoring and assessing given training and performance, but also be able to monitor work done by themselves and know when something should be changed and corrected.

For said training is also important to be skilled in making learning strategies which involve choosing training or instruction methods and later using them, defining appropriate procedures for the various situations related to learning or teaching. Recruitment coaches will be apply to meet all required skills and be satisfied with their work if they possess great time management and coordination.

An article by Dougles Chan - The Recruitment Guru. A Business Coach that specialized on coaching recruitment agencies & Staffing Agencies. Author of 8 books. 25 years in business coaching in recruitment and staffing agencies. Training recruitment business owners in Singapore, USA, UK, and Australia. He specialized business, sales, marketing, digital marketing, 360 recruitment process, SEO, SEM, and social media recruiting. For 121 recruitment coaching, kindly check here.

Starting a recruitment business

Recruiting business, also known as a recruitment agency, staffing or temporary agency, is responsible forattracting, interviewing and selecting candidates for job placement, either temporary, permanentor both. Recruitment business may also choose to go for only on a specific industry field, such as executive recruitment. To have a successful start of a businessit is important to make a solid business plan, have a background in recruitment strategies, and have a good knowledge of laws about licensing, hiring and taxes, and of course make appropriate marketing plan for gaining clients.

First step when opening a recruitment business is defining the recruitment services that will be provide. That means deciding if services will focus only on a specific field of industry such as IT professionals or lawyers or focus on multiple ones. After that there is deciding if candidates will be put on a temporary or part-time contract, be directly hired for full-time employment or both. Both of this depend one on each other so decisions should be made by considering which options work together well. Next step should include identifying a recruitment niche within chosen industry and making a list of all of the niches to compare experience and contacts in each. Final step is selecting a location for recruitment agency. It can either be home office or an office setting.

After an agency is started, the process of developing is on. Hands-on experience or education is great for that. Purchasing training materials, visiting recruiting webinars or watch training videos is another great way to improve yourself and business. Knowing related laws such as employment law and how to solve problems that can come up is significant for developing. In case it is needed, new recruitment businesses can choose to apply for a small business grant or loan to cover up start-up costs or improvement costs. It is also valuable to know how much monthly will go for recruitment staff and their pay, employee benefits, insurance, marketing and any other expenses that can occur.

Marketing a business is important for both, it and its clients. For starters, it is good to partner with an existing agency or ask around if any local businesses would change their recruitment system. Marketing plan is also important and it should include a list of potential clients and deciding on the marketing approach. That can be either contacting prospective clients by mailing letters or sending e-mails, even directly calling them. Advertisements can be posted in newspapers, business magazines, online job portals and sites, depending on the chosen industry.

Every recruitment business should have a logo for office documents, a company newsletter to send to clients and those prospective ones and company business cards. Also, there should be a “.com” website domain for agency. If possible, it could be designed by a professional or by yourself if you have enough skills. Business should also be named and a limited liability company (LLC) created. That is usually done by filling out the paperwork and paying certain amount of money as a fee.

An article by Dougles Chan - The Recruitment Guru. A Business Coach that specialized on coaching recruitment agencies & Staffing Agencies. Author of 8 books. 25 years in business coaching in recruitment and staffing agencies. Training recruitment business owners in Singapore, USA, UK, and Australia. He specialized business, sales, marketing, digital marketing, 360 recruitment process, SEO, SEM, and social media recruiting. For 121 recruitment coaching, kindly check here.