There are two polar approaches to the challenge of acquiring mission critical talent; one is Procurement-based, and the other is Sales-based.

Since the crash of the jobs market in 2001, most recruiting enterprises have migrated to the use of Procurement-based recruitment models, where the focus of the enterprise is on the evaluation and selection of candidates.

This model is both cost-effective and functionally productive when mission critical talent is available and abundant; when candidates are ready and willing to pursue you.

Sales-based recruitment places the same weight on the evaluation and selection of candidates as the Procurement-based model, but also focuses on the use of Sales techniques in the execution of all recruiting process steps. This model yields highest value when mission critical talent is not abundant, due to either a lack of candidates, or a high level of competition for their services.

Creating compelling job postings and building referral solicitation networks; devising closing strategies based on individual candidate motivators; using on-boarding methods strengthening the new hire’s relationship with the hiring manager and team. These are all activities enabled by the use of Sales-based recruitment methods and techniques.

If your recruiting enterprise uses a Procurement-based transactional model, and you’ve noticed your candidate flow has been shrinking, and your hire fill cycle times have been on the rise, you’d likely benefit from the addition of Sales-based recruitment methods and techniques to your tool set.

Because these days, when it comes to recruitment, you aren’t the only one making buying decisions.

Hiring manager performance may be the most impactful factor on recruiting success, due to their relationship with candidates, both before and after the hire.

Hiring managers and candidates have the ability to make and solicit commitments from each other, transcending the life of the recruiting process.

As a result, hiring managers are positioned to have the most meaningful conversations with candidates; whether the discussion is focused on the candidate’s qualifications and the requirements of the job, or the terms and conditions of the candidate’s employment after they’ve joined the company.

Unless hiring managers are prepared to create and leverage candidate relationships, even the best HR team may have difficulty helping them to acquire mission-critical talent.

This is especially true when hiring managers are working in the field, or are partnering with remote HR partners.

Recruitment Transaction Training from Greywolf enables hiring managers to perform at a high level in every step of the recruitment process, whether their HR partners are in the office next door, or halfway across the country.

Many HR team members who entered industry after 2001 have never experienced the challenges of acquiring mission critical talent in the most competitive environments imaginable; may have never sought Sales-based methods to improve the performance of their respective enterprises.

Other, more experienced team members, have likely seen and experienced the value Sales-based recruiting solutions deliver to an enterprise’s recruiting results, but may have fallen out of practice in their use.

Either way, we encourage Human Resources professionals, regardless of their experience level, to play an active role in the creation and roll-out of our Recruitment Transaction Training solutions. When Human Resource professionals have the opportunity to both teach and learn, side by side, with their hiring manager partners, all parties become more comfortable and confident in their ability to execute, as a team, against even the most daunting recruiting challenges.

The standard version of Greywolf’s Recruitment Transaction Training course represents the gold standard for recruitment training, delivering exceptional transactional insight and knowledge, as well as execution tools, practices, and techniques you won’t find anywhere else.

Designed for ease of understanding and use, Greywolf’s training content is applicable for Human Resource professionals and their hiring manager partners, regardless of their respective levels of education or experience.

When it comes to Recruitment Transaction Training, one size, one solution, rarely represents the optimal solution for a customer.

In fact, our customers typically have a set of tools and current best practices in play before we engage with them, and usually want to retain some portion of them. Good to Go!

Recruitment Transaction Training is customized for delivery by integrating the desired components of the standard version of the course (which are typically modified to reflect the culture and desires of the customer) to the existing tools and best practices the customer wishes to retain.

Greywolf’s customized course content represents the best of both worlds for our customers; the retention of what they already feel is working, combined with a suite of tools and best practices improving the outcomes of recruiting transactions not currently supported with training.

Once the Greywolf team has validated a training solution for a specific customer, the content can be integrated to the customer’s suite of training tools in one of two ways:

Greywolf can produce a Train the Trainer version of the course, and hand the content over to the customer’s internal Training team

The course content can be translated to an e-Learning format, producing a solution that can be delivered on any networked device.

In all use cases, the Greywolf team works with customers to assure the course content retains its integrity after hand-off.

In fact, for first time customers, we recommend a review of the content following the first 6-12 months of deployment. If we discover an opportunity to improve the course content, or its delivery, we’ll help make those changes, so the solution we deploy best meets customer needs and expectations.