Sevenstep - Recruiter Training Research Whitepaper - FINAL

Sponsored by
The Importance of
Recruiter Training:
How to Hire the
Best Talent for Your
Organization
Table of Contents
Introduction 3
Key Themes 5
Detailed Findings 7
Value of Recruiter Training from 8

Recruitment Process Outsourcing (RPO)
Providers
Employer Managed Recruiter 15

Training Outcomes
Respondent Profile 25
Methodology 26
Sources 27
About HRO Today and Sevenstep 28
© 2020 SharedXpertise | Sevenstep | The Importance of Recruiter Training: How to Hire the Best Talent for Your Organization 2
Introduction
Every business is built by and
reflective of its people. The greatest
companies are those that foster a sense
of connection between the people and
the work that they do. When employees
feel that they are part of something
larger than themselves, they become
more than just employees; they become
ambassadors for their organization and
play a key role in further developing
and deepening that connection.
Today, recruiters are more than just recruiters. They
not only find and hire key talent but also shape the
candidate experience and promote their company’s
brand. They lay the groundwork upon which successful
business outcomes are built.
But how well they do their jobs

depends largely on their training.
In the U.S., the February 2020 Employment Situation
report by the Bureau of Labor Statistics revealed the
tightest labor market in half a century. But by April,
employment fell by 20.5 million, and the unemployment
rate rose to 14.7 percent. Post-COVID-19, many
companies will again be looking for specific skill sets
when bringing on new employees. Employers should
prepare to be inundated by candidates, many of whom
may not have the required background. For those that
do, weeding through the good to identify the best will
pose the greatest challenge.
A lack of effective recruiter both the hiring manager and candidate. Superior
recruiter training can help tailor messages and
training will make hard-to-fill approaches to candidates of all ages.
and volume hiring impossible.
Technology changes — Recruiter training can help
Providing recruiters with comprehensive, ongoing talent acquisition (TA) teams learn how to use new
training around company culture, sourcing and technology, like new HR platforms, chatbots and other
social networking while using the latest tools and artificial intelligence (AI) applications. The amount and
technologies will enable recruiters to find more complexity of technology devoted to the HR function is
qualified candidates more efficiently. As they become only going to continue to increase over the coming
better trained, they will also be able to better identify years, and detailed training on its use and application is
the best fit given hiring manager expectations and going to become more essential.
company goals and objectives.
Industry changes — Industry trends reveal which
Not surprisingly, our research found that an over- industries have the most placements from all sources.
whelming majority of the HR professionals surveyed, Recently, manufacturing, IT and healthcare were the top
nine out of ten, agreed that highly skilled recruiters are industries for placements. What will the trends be next?
key to acquiring top talent. But we also found that How will recruiting in healthcare, for example, be
lackluster recruiter training programs and a lack of different in a post-COVID-19 environment?
recruiter training is hindering organizations from hiring
the best. In fact, a 2017 study produced by Sevenstep Legal changes — The legal landscape within which
found that 42 percent of companies do not provide recruiting operates is always in a state of flux. But
recruiter training, highlighting a misalignment between companies can reduce their exposure to compliance
recruiter investment and the evolving expectations of risk with proper training. To give just two examples,
today’s recruiter. 17 states and 20 localities have enacted laws banning
recruiters from asking applicants for salary histories,
Of those expectations is the need to meet the vast array and the California Consumer Privacy Act (CCPA) and
of changes and challenges that impact the recruiting General Data Protection Regulation (GDPR) are both
industry each year head on. Recruiters must be trained designed to protect consumer and worker privacy.
to adapt in order to continue delivering top talent to
their organizations. These changes include: On top of and outside of this ever-changing landscape,
candidates have come to expect a superior experience
Workforce changes — It is important recruiters do not that starts with the initial outreach and carries
use the same approach for placing new generations of throughout the entire onboarding process. Our research
candidates as they have in the past. According to a found that working with top-tier RPOs can positively
Gallup poll, 87 percent of millennials say development impact recruiter training by facilitating the recruitment
is important in a job as opposed to 69 percent of process, including access to RPO tools and technology,
non-millennials. Knowing what candidates want is while delivering a candidate experience that is engaging
necessary to make successful placements that satisfy and generates loyalty.
Four Key Themes Emerged
Senior HR executives overwhelmingly agree that
2
comprehensive recruiter training is essential, with
9 out of 10 agreeing it is important that recruiters have a
Business Goals Must Be
required comprehensive training program. This assertion Communicated
is backed up by a willingness to invest an average of
Twice as many HR executives who are satisfied
nearly one week per year in recruiter training programs.
with their recruiting programs cited a focus on
communicating business goals as a component of
These programs have a direct impact on key recruiting
successful training to ensure a full alignment with
metrics like quality of hire, time to fill and retention, the
corporate objectives. While this is not revolutionary,
most common metrics TA uses to assess performance.
it is a reminder that better alignment more often
Study participants nearly universally agreed that candidate
than not leads to better outcomes.
satisfaction was the area most impacted by recruiter
training, with hiring manager satisfaction closely behind.
But despite its importance, satisfaction with their organi
3
zation’s recruiter training is tepid, with less than 20 percent Fundamental Elements
very satisfied with the initiative. Organizations need to
Must Be Understood
prioritize recruiter training, either through their own
initiative or their RPO’s if they have one, to better address and Accounted For
its importance in obtaining the best workforce possible. These core deliverables that must be included before
other areas can be addressed are items such as:
The following themes identify ways organizations can
improve their recruiter training: Process compliance — This was the most often cited
area (63.5 percent) addressed by training programs.
1
This would include privacy compliance like General
Training Must Be Data Protection Regulation (GDPR) in EMEA and the
California Consumer Privacy Act (CCPA), salary
Comprehensive history restrictions and diversity hiring.
Recruiter training programs can reach the
Tools and technology use — These were ranked as
next tier through comprehensive industry
the second highest (62.7 percent) area most
and company-specific training such as:
addressed by training programs. While these are the
most commonly included areas in recruiting training
In-depth knowledge of the organization’s
programs, less than two-thirds of the study’s senior
employer brand
HR executives feel they are well addressed.
Culture and values
Skills training courses — These were rated by
HR technology nearly nine out of ten respondents as the most
Understanding the business model important area of a recruiter training program.
Examples of these courses include interpersonal
Company performance
skills training, time management, sales skills and
Client knowledge
technical skills training.
4 Training Satisfaction Higher with
External Providers (RPO) than Internal TA Departments
Does an RPO impact recruiter training programs? recruiter training than those not satisfied,
In a word, yes. 4.17 versus 3.33, underscoring the connection
between RPO provider satisfaction and
To get the most from their RPO relationship, clients recruiter training.
should demand comprehensive recruiter training
55.0 percent of respondents indicated they
not only for the RPO team, but internal recruiters
are satisfied/very satisfied with how well-
as well. Our research shows training greatly impacts
trained their RPO recruiters are, resulting in
satisfaction with the RPO relationship though
an average satisfaction score of 3.55/5.00.
delivery of training is not widespread, with less than
But among those satisfied with their RPO,
one-in-five having reported receiving training from
the average score for how well-trained the
their providers.
recruiters are is 3.86 versus 2.83 for those
not satisfied with the relationship.
Those satisfied with their RPO were nearly
twice as likely to be receiving training from
Beyond increased client satisfaction, RPO providers
their provider than those who indicated they
have good reason to include recruiter training among
were not satisfied with their provider.
their deliverables. An RPO’s training program greatly
Average RPO satisfaction scores were higher impacts the likelihood they are invited into the RFP
for those clients who receive training from (Request for Proposal) process. Over two-thirds
their RPO versus those who do not — (68.8 percent) of respondents indicated they were
4.33 versus 3.75, respectively. more likely to ask an RPO provider with an extensive
Those satisfied with their RPO are also far recruiter training program to join the RFP process
more likely to agree on the importance of than one without a program.
Detailed Findings
Recruiter Confidence Drives Strong RPO Relationship

Client Satisfaction with RPO Provider
Study participants indicated if they currently use an RPO Further, in order to obtain insight into the correlation
provider. Those who did were shown a set of questions between recruiter training programs and RPO
specific to recruiter training provided by RPO firms. The satisfaction, respondents were asked about their
purpose of identifying respondents who use an RPO and overall satisfaction with their RPO provider.
those who do not was in order to make inferences about Two-thirds (66.7 percent) of those using an RPO were
recruiter training practices and satisfaction with how satisfied/very satisfied with their provider, though
well recruiters are trained between those who use an only one-quarter (25 percent) were very satisfied. This
RPO and those who do not. equates to an unremarkable average score of 3.83/5.00.
8.3%
Very satisfied
25.0%
Satisfied
25.0%
Neither satisfied
nor dissatisfied
Very dissatisfied/Dissatisfied
41.7%
Detailed Findings
Recruiter Training Drives RPO Value

Impact of Recruiter Training
Those study participants who use an RPO provider satisfied with their provider were more likely to get
were asked if their RPO provided recruiter training. training (21.4 percent) than those not satisfied with
Less than one-in-five (18.2 percent) reported receiving their RPO (12.5 percent).
training from their RPO provider. Those who were
Clients Who Receive Recruiter Training Through Their RPO Provider
Satisfied Not Satisfied

Do you receive recruiter training through your RPO provider? Total
with RPO with RPO
Yes 18.2% 21.4% 12.5%
No 81.8% 78.6% 87.5%
Average RPO Satisfaction Score

Further, the average RPO satisfaction scores were higher for TOTAL RECEIVE TRAINING NO TRAINING
3.83 4.33 3.75

those clients who receive training from their RPO versus
those who do not — 4.33 versus 3.75, respectively.
Company-Provided Recruiter Training

Respondents were then asked if their company of respondents indicated they do not provide or source
provides regular recruiter training outside of their any recruiter training. Given how few respondents
contract with their RPO provider. Despite few indicated receiving training from their RPO provider,
companies receiving recruiter training from their RPO, this suggests that nearly all of the organizations
nearly two-thirds (65.0 percent) of companies look to represented by this group of respondents has no
other sources for training. Over one third (35.0 percent) recruiter training at all.
Client Company Provides Recruiter Training
Outside of the partnership you have with your current RPO provider, does your company
Total
provide regular recruiter training?
Yes 65.0%
No 35.0%
Detailed Findings
The Dynamic Environment Faced by Recruiters

There is a vast array of changes that occur that impact complexity of technology devoted to the HR function is
the recruiting industry each year. Recruiters must be only going to continue to increase over the coming
trained to be able to adapt to those changes in order years, and detailed training on its use and application
to continue to deliver top talent to their organizations. is going to become more essential.
Four types of changes recruiters must be equipped
to handle include: Industry changes. Industry trends reveal which
industries have the most placements from all sources.
Workforce changes. It's important recruiters do not Recently, manufacturing, IT and healthcare were the
use the same approach for placing new generations of top industries for placements. What will the trends be
candidates as they have in the past. According to a next? How will recruiting in healthcare, for example,
Gallup poll, 87 percent of millennials say development be different in a post-COVID-19 environment?
is important in a job as opposed to 69 percent of
non-millennials. Knowing what candidates want is Enhanced risk management. The legal landscape
necessary to make successful placements that satisfy within which recruiting operates is always in a state
both the hiring manager and candidate. Superior of flux. But companies can reduce their exposure to
recruiter training can help tailor messages and compliance risk with proper training. To give just two
approaches to candidates of all ages.1 examples, 17 states and 20 localities have enacted
laws banning recruiters from asking applicants for
Changes in technology. Recruiter training can help salary histories, and the California Consumer Privacy
talent acquisition (TA) teams learn how to use new Act (CCPA) and General Data Protection Regulation
technology, like new HR platforms, chatbots and other (GDPR) are both designed to protect consumer
artificial intelligence (AI) applications. The amount and and worker privacy.2
Detailed Findings
Extent of Satisfaction with RPO Recruiter Training

Just over half (55.0 percent) of respondents reported RPO, the average is 3.86 versus 2.83 of those not
feeling satisfied/very satisfied with how well trained satisfied with their provider. This suggests that recruiter
their RPO recruiters are, with the average satisfaction training is likely a component of what distinguishes
score of 3.55/5.00. But, among those satisfied with their exceptional RPO providers.
How satisfied are you with how well-trained recruiters are from your current RPO provider?
5.0%
5.0%
15.0% Very satisfied
Satisfied
Neutral
35.0%
Not satisfied
40.0%
Very dissatisfied
Satisfaction Levels of How Well-Trained RPO Recruiters Are Satisfied Not Satisfied
Total
— Satisfied vs. Not Satisfied with RPO with RPO with RPO
Average Satisfaction Score 3.55 3.86 2.83
Detailed Findings
Recruiter Training Vital to RPO Clients

Respondents were asked how important it is to them indicating a training program was important/very
that their RPO provider have a comprehensive training important. Note: There were no notable differences
program that its team members are required to between those satisfied and not satisfied with their
complete. Agreement in the importance of the training provider in this area.
program was nearly universal, with 89.5 percent
How important to you is it that your RPO provider has a comprehensive training program that its team
members are required to complete?
5.3%
5.3%
Very important
Important
Neither important nor unimportant

31.6% 57.9%
Unimportant
Detailed Findings
Preference for Company-Specific Recruiter Training

vs. External Certifications
Study participants with an RPO were asked to Those satisfied with their RPO were far more likely to
indicate the extent of agreement about provider agree about the importance of recruiter training than
recruiter training on their specific account versus those not satisfied, 4.17 versus 3.33. That makes sense,
training by outside organizations. Over three-quarters given that those with a bad RPO experience are not
(77.8 percent) agreed that they preferred recruiter likely to see their service provider as having a credible
training provided by their RPO. training program.
Please indicate your extent of agreement with the following statement: I prefer a recruiter who has been
trained to support my account by my provider over someone who has received recruiting certifications
issued by outside organizations.
50.0%
27.8%
11.1%
5.6% 5.6%
Agree Agree Neither agree Disagree Disagree

completely nor disagree completely
Preference for Company-Specific Recruiter Training vs. Satisfied Not Satisfied

Total
External Certifications — Satisfied vs. Not Satisfied with RPO with RPO with RPO
Average Score 3.89 4.17 3.33
Detailed Findings
How RPO Recruiter Training Programs

Influence Inclusion in RFP Process
Those respondents using an RPO were asked how How can RPO’s differentiate themselves? Faster and
much an RPO’s extensive training program impacts the cheaper isn’t enough anymore. Offering an extensive
likelihood that they are invited into the RFP process. recruiter training program is one way an RPO provider
Over two-thirds (68.8 percent) of respondents indicated can separate themselves from the competition. Our
they were more likely/much more likely to ask an RPO survey results suggest inclusion of such a program is
provider with an extensive recruiter training program a major asset in being included in an RFP shortlist.
to join the RFP process.
How much more likely are you to ask an RPO provider with an extensive training program to participate in
the RFP process vs. one that does not have such a program?
6.3%
6.3%
Much more likely
31.3%
More likely
18.8%
No difference
Less likely
37.5% Much less likely
Detailed Findings
The Influence of Providers on Talent Acquisition

Respondents that use an RPO were asked to rank three function is a combination of the number of qualified,
areas in terms of their importance on the TA function from focused resources dedicated to the account, the
1 to 3, with 1 being the most important and 3 the least expertise they bring in recruiting and how they apply
important. “The provider’s team becomes an extension of the latest technology to the function.
our internal talent acquisition group” was ranked as the
most important of the three areas examined, with an The use of tools and technology applied to the
average rank of 1.61. This is one of the primary benefits of TA function was ranked a close third. In 2019, there
a company using an RPO. Corporate recruiters often have were nearly 300 major announcements about new HR
some HR responsibilities in addition to recruiting. RPO technology made globally, with 63 percent of them
recruiters, on the other hand, are solely focused on from North America-based companies. The worldwide
recruiting, which gives corporate HR departments a much- amount invested in funding alone was nearly $7 billion.3
needed assist in sourcing and hiring talent. Further, being Even the most robust HR departments would find it
singularly focused on talent acquisition allows RPO impossible to evaluate all of the new products being
recruiters to fully hone their skills and recruiting tech- introduced, not to mention the budgetary restrictions
niques, strengthening their capabilities and knowledge. they would face. A provider, however, brings the latest
technology to its engagements, all of which have been
“The provider performs talent acquisition programs tested and applied in other similar environments. Instead
more efficiently than my company/division could with of bolting on another organization’s technology stack,
in-house resources” was ranked second in terms of the best RPO providers are able to make technology
its impact on the TA function, though the difference recommendations based on their expertise and
between the second and third ranked items is negligible. experience with the various tools they are suggesting.
Greater efficiency in performing the talent acquisition
Please rank (1–3) the following in order of importance to you, with 1 being the most important
Total
and 3 the least important.
The provider’s team becomes an extension of our internal talent acquisition group. 1.61
The provider performs talent acquisition programs more efficiently than my company/
2.18
division could with in-house resources.
The provider uses tools and technologies in performance of talent acquisition projects that
2.22
we do not have internally.
Detailed Findings
Employer-Managed Recruiter Training Outcomes

Satisfaction with Company Recruiter Training:
Those Who Do Not Use an RPO
Respondents who do not use an RPO were asked These results show there is only moderate satisfaction,
how satisfied they are with how well their company at best, with recruiter training, regardless of the source.
recruiters are trained. Just over half (54.6 percent) Despite the stated importance by senior HR executives,
were satisfied, or an average of 3.55 of 5.00. there is a disconnect between the significance of
training and how well it’s being executed.
How satisfied are you with how well your company recruiters are trained?
18.2% 18.2% Very satisfied
Satisfied
Neutral
27.3%
36.4% Not satisfied
Detailed Findings
Recruiter Skill Training and Customized Programs

Viewed as Essential
All study participants were asked to rate the impor-
tance of four different elements of a recruiter training
program, with virtually all respondents (87.7 percent)
rating skills training courses as important or very
The best recruiters know the
important. Both those respondents with an RPO and
those without rated this as the most important area of
business for which they are
recruiter training. recruiting, including overall
Interpersonal skills are one of the most important business goals and internal
capabilities of any successful recruiter. Optimal TA
results depend on the ability of recruiters to build business operations.
relationships with candidates. In short, recruiters need
to know how to make good connections.
Time management is another key skill to great recruiting. Company-specific customized training programs were
Because of the general need to quickly fill positions, rated second most often (81.0 percent) overall, and for
recruiters are often operating under tight deadlines. both those with and without an RPO. These programs
It’s important to have superb time management skills to include training on an organization’s employer brand,
ensure the hiring timeline gets executed. culture, values, processes, legal and technology (HRIS
or ATS, for example). Further, understanding exactly
Sales skills are also essential. Recruiters need to be able
what the business does, how it’s performing, and the
to sell a job to a candidate. When it comes down to
client profile is essential. The industry the business
giving an offer, a strong recruiter needs to know how to
operates in is a vital component to a customized
be persuasive to prove to a candidate that the position is
training program, as are specific challenges in
right for them. The ability to negotiate, active listening,
recruiting. The best recruiters know the business
and objection handling are a few of the skills a recruiter
for which they are recruiting, including overall
relies on when presenting an offer to a candidate.
business goals and internal business operations.
A successful recruiter understands the nuances of
Technical skills and ability are becoming a greater
the organization, which enables them to find the best
component of recruiting each year. Ensuring that
fit for open roles and the company.
recruiters are current with the latest tools and
technology enables an organization to stay on the
forefront of productivity. For example, understanding
how AI, machine learning and block chain technology
can impact sourcing are essential for top-tier recruiters.
Detailed Findings
Please rate how important each element of a recruiter training

Total RPO No RPO
program is to you. — Important/Very Important
Skills training courses 87.7% 97.0% 82.1%
Company-specific customized training programs 81.0% 88.9% 77.5%
Role-specific recruitment certifications 50.9% 77.8% 38.5%
20 hours of training completed annually 43.9% 55.6% 38.5%
“There are many areas of recruiter training essential to us,

including: Diversity and inclusion, sourcing and recruitment
marketing, pipeline management/sourcing tools, data analytics
and leveraging social media. Further, there needs to be a solid
understanding of the business, i.e. business acumen, labor
market expertise, and relationship management.”
— Senior HR Executive
Finance, Insurance & Real Estate, 25,000-49,999, North America
Detailed Findings
Training Program Essentials

Respondents were asked to indicate how well their searching on social sites like LinkedIn. Another example
training program addressed seven key areas. The table is Hiretual, which helps recruiters obtain email and
on the next page looks at those who considered other contact information. HireVue is an AI solution
themselves satisfied versus not satisfied with their that helps with initial assessments as well as offers
training programs, combining responses of those with video interview solutions.
an RPO provider with those without.
Effective communication was indicated as the third
Process compliance was the most often cited area area (56.9 percent) most addressed by training
(63.5 percent) most addressed by training programs. programs. Communicating with candidates should be
Discrimination during the recruiting process is typically comfortable and convenient for them. The share of
not intentional; it’s often due to a lack of training or Americans who now own smartphones stands at a
policy. Inadvertent industry stereotypes can be a staggering 77 percent.5 Email and text messages
challenge, however. As the number of violations and are all accessible from a smartphone, along with social
lawsuits continue to rise, it’s critical that recruiters are media and targeted ads. But millennials and Gen Z
educated on proper interview procedures.4 may be more receptive to text messages than older
candidates, who prefer phone calls and email.
Tools and the use of technology were ranked as the Regardless of the mode of communication, recruiters
second highest (62.7 percent) area most completely should be consistently communicating throughout the
addressed by training programs. Keeping up to date with hiring process, from the application, through status
technology is a constant battle, as the rate of technology updates and after the offer.6
introduction is staggering. HRO Today estimates that in
2019, there was nearly $7 billion in investments in HR Industry-specific training and best practices was
technology in 2019; these investments were spread indicated as the area least addressed by recruitment
across almost 300 major announcements. training programs. In fact, those most dissatisfied with
their training program feel that industry-specific
Better recruiting tools can lead to reduced training and best practices are not well addressed
time-to-fill and recruiting cost. The most discussed by training — with only 9.1 percent of respondents
forms of automation right now are AI and chatbots. indicating it was well addressed. It’s an area of great
A recruitment chatbot uses messaging services to importance to recruiters. Industry data can lead to the
respond to potential hires at any time of day, and establishment of realistic industry benchmarks against
can answer questions outside of normal operating which recruiting plans can be made. Questions during
hours. AI-powered chatbots can even help screen the recruiting process can be refined so that they
potential new hires. specifically address qualifications and industry
expertise, so that hiring managers can choose from
Other tools used for recruiting automate the search a more qualified candidate base.
process, such as SourceHub, which automates
Detailed Findings
“Business goals to ensure full alignment” was selected team can work as “enablers” towards these goals. For
by 36.5 percent of respondents, and only 16.7 percent example, if the organization wants to establish itself as
of those not satisfied with recruiter training. An a diverse, technology-enabled company, it’s the
effective talent acquisition program needs to under- recruiting team’s responsibility to find candidates that
stand the ultimate goals of the organization so that the reflect that goal.7
How well does your training program address each of Satisfied With Not Satisfied
Total
the areas below? — Addresses Completely/Great Deal Training With Training
Process compliance 63.5% 78.6% 50.0%
Tools and technology use 62.7% 77.2% 54.5%
Effective communication 56.9% 57.1% 53.8%
Etiquette and recruiting best practices 46.2% 50.0% 33.3%
Techniques to ensure brand stewardship 36.5% 57.1% 16.7%
Business goals to ensure full alignment 36.5% 43.9% 16.7%
Industry-specific training and best practices 29.4% 42.9% 9.1%
Detailed Findings
Training Effectiveness Higher for RPO Clients

than Non-Clients
The extent of how well an area is addressed by a use was better addressed by those with an RPO
training program was largely rated the same by both provider, while etiquette and recruiting best practices
RPO buyers and those who are not currently using an along with business goals to ensure full alignment were
RPO provider. However, there were three areas that better addressed by those not using an RPO.
differed. RPO consumers felt that tools and technology
Extent of How Well an Area Is Addressed by Training Program

RPO Non RPO
— Addresses Completely/Great Deal
Tools and technology use 73.3% 58.3%
Etiquette and recruiting best practices 31.3% 52.8%
Business goals to ensure full alignment 18.8% 44.4%
“The most important part of a “A good recruiter training

recruiter training program is the program needs to focus on
ability to assess [the] potential adaptability, technology,
of a candidate and fit within sales & marketing skills,
the culture of the company. employment compliance,
I would recommend a very and focus on using data for
company-specific training to be decision making.”
able to understand the needs
— CHRO, Engineering, 100,000+, North America
of the company and liaise with
all levels to present the best
candidates and build trust.”
— VP TA, Consumer Goods, Electronics,
3,000 – 9,999, EMEA
Detailed Findings
Annual Time Investment in Recruiting

Respondents were asked to indicate the number nearly just as many respondents (43.3 percent)
of hours of training per year they felt is appropriate indicated 25 hours or more is appropriate.
for recruiters. Every respondent (100 percent) felt
there should be some amount of time devoted to The average amount of time respondents felt was
training recruiters. Nearly half (46.7 percent) of appropriate for recruiters was 29.8 hours, which is the
respondents reported feeling that 10–24 hours of equivalent of three-quarters of a 40-hour workweek.
recruiter training per year is appropriate, while
How many hours of training per year do you think is appropriate for recruiters?
46.7%
26.7%
10.0% 10.0%
6.7%
1–9 hours 10–24 hours 25–49 hours 50–74 hours 75 hours

or more
Detailed Findings
The Impact of Training on Recruiting Metrics

Study participants were asked how much of an impact measure the value an employee has brought to an
comprehensive training had on four key recruiting organization.8
metrics: cost per hire, quality of hire, time to fill and
retention. It’s important to measure the impact training Employee retention was ranked second in terms of
has on these recruitment metrices examined because the impact recruiting has on it, with an average
they are the most commonly used ways to track the score of 4.18. Employee retention is a set of tactics
success of a company’s recruiting efforts. and strategies aimed at optimizing your workplace to
ensure employees are satisfied, qualified and prepared
Quality of hire was rated by respondents as being the to excel in their current job rather than leave for
most impacted by recruiter training, with an average another position.9
score of 4.54/5.00. Further, it was the only metric
examined that showed a significant difference Time to fill is the number of days between when a job
between those satisfied with their recruiter training requisition is approved by a hiring manager and the
program and those not satisfied. Quality of hire is one day an offer is accepted by a candidate. It was ranked
of the most sought-after, though elusive, metrics a close third (4.16) in terms of how comprehensive
employed by recruiters. There is regular confusion training impacts it as a critical TA metric. Time to fill
over what quality of hire means exactly, and how to is a measurement of how efficient an organization’s
measure it. It is commonly believed within TA that the recruiting process is. SHRM’s latest survey finds the
goal of quality of hire as a metric is to be able to average time to fill is 41 days.10
How much do you believe comprehensive training impacts each of the following recruiting metrics?
Training Impact on Recruiting Metrics — Average Scores Total
Quality of hire 4.54
Retention 4.18
Time to fill 4.16
Cost per hire 3.96
Training Impact on Quality of Hire

Satisfied Not Satisfied
— Satisfied vs. Not Satisfied with Recruiter Training
Quality of Hire 4.75 4.40
Detailed Findings
The Positive Influence of Recruiter Training on HR Metrics

Respondents were asked about the impact knows what skills are needed, while the recruiter brings
comprehensive training has on four other areas expertise about the recruiting process, setting realistic
HR measures beyond the recruiting stage: Candidate time-to-fill expectations and ensuring a smooth
satisfaction, hiring manager satisfaction, employer candidate process and experience.
brand reputation and onboarding. Respondents felt
training programs had a particularly large impact on Despite the importance, the relationship hiring
the first three in this analysis. managers and recruiters have is not ideal. In fact, over
half (57 percent) of recruiters feel that hiring managers
Study participants indicated that candidate satisfac- do not understand recruiting, while nearly two-thirds
tion was impacted the most by comprehensive (63 percent) of hiring managers feel that recruiters do
training of any area examined, cited by 92.2 percent, not understand the jobs they are filling.11
who indicated the area had either a “Great” or
“Significant” impact. Candidate satisfaction is a A big part of recruiter training is setting expectations
measurement of a candidate’s perception of a —for all stakeholders—including sharing time to fill
company’s hiring process. It is measured by using a rates and the average number of interviews it will take
survey completed by candidates after the interview to fill the position. It is important for recruiters to keep
process. Typically, companies focus on areas like managers informed about the status of the position,
clarity and frequency of communication, how help them with the interview process and share what is
informed candidates felt about the company’s culture expected of them as part of the onboarding process.
and benefits, and if the candidate felt valued by the Close collaboration and strong communication align
organization. Even the onboarding experience can be both parties and enables success.
included as it is a part of the candidate journey. This
data can then be compiled, weighted, analyzed and Employer brand and company reputation is also
tracked over time to look for the impact of changes in considered to be highly impacted by comprehensive
policies and procedures. Training in this area can training (90.2 percent). Employer branding also happens
refine the metrics being employed as well as provide to be among the most talked about areas of HR right
benchmarking statistics. now. According to a recent study by LinkedIn, nearly
three-quarters (72 percent) of recruiting leaders
Hiring manager satisfaction was ranked as second most worldwide agreed that employer brand has a significant
impactful, with 90.6 percent of respondents rating it as impact on hiring.12 The study goes on to say that the
either having a great or significant impact. The strong number one obstacle candidates experience when
relationship between hiring managers and recruiters is searching for a job is not knowing what it’s like to work
vital to making the recruitment process a success. at an organization. Optimizing the employer brand is
These two groups must work closely together to essential for organizations, and it’s a relatively new area
successfully source, engage, interview and hire to HR. It often has joint responsibility with marketing,
employees who are fit for the organization. The hiring and involves social marketing, recruiting and employee
manager brings expertise about the job being filled and satisfaction. There is a myriad of ways a company can
Detailed Findings
invest in its employer brand, including expanding brand ambassadors, elevating the candidate
internal communications, promoting the brand to experience and dedicating budget towards employer
existing employees, adopting a strategy to increase branding activities.
followers on social media, leveraging employees as
How much do you believe comprehensive training impacts each of the following areas?
92.2% 90.6% 90.2%
66.6%
62.7% 56.9%
65.1%
33.3%
29.4% 33.3% 33.3%

25.5%
Candidate Hiring manager Employer brand Onboarding

satisfaction satisfaction reputation
Significant impact Great impact
Respondent Profile
Industry Total
Aerospace/Aviation 4.4%
Automotive 4.4%
Biotech/Medical Equipment 5.6%
Business Services 2.2%
Construction 2.2%
Consumer Goods, Electronics 2.2%
Education 4.4%
Engineering 2.2%
Finance, Insurance & Real Estate 17.8%
Health Care/Health Sciences 19.0%
IT, Technology, Software 2.2%
Manufacturing 5.4%
Media/Entertainment/Hospitality 6.7%
Non-Profit 4.4%
Pharmaceuticals 4.4%
Professional services 5.6%
Property Management/Maintenance 4.4%
Retail/Wholesale 2.2%
Number or FTE’s Deployed Globally

Fewer than 500 25.5%
500 – 2,999 19.6%
3,000 – 9,999 19.6%
10,000 – 24,999 7.8%
25,000 – 49,999 5.9%
50,000 – 99,999 9.8%
100,000+ 11.8%
Region of Respondent
Asia Pacific (APAC) 4.0%
Europe, Middle East, Africa (EMEA) 4.0%
North America 92.0%
Methodology
In order to determine the
importance of and satisfaction
with recruiter training initiatives,
as well as reveal any gaps in
practices, Sevenstep partnered
with HRO Today to conduct a
survey of executive HR professionals.
Survey respondents were invited to participate in the
study via an email invitation between January 8 and
March 13, 2020. Respondents were divided between
those who use an RPO provider where training is included
as part of the program, and those who do not use an RPO.
Overall respondents were senior-level HR professionals
within their organizations, with 73 percent indicating
titles of director or above.
In total, 100 respondents participated in the survey from

the HRO Today magazine subscriber list, e-newsletter
mailing list and HRO Today Association. Sevenstep was
not identified as a partner in this study, nor did the
respondent list necessarily contain sponsor clients.
Sources
1. Blakely-Gray, Rachel. “Recruitment Training and Its Impact on Your Recruiting Career,” Top Echelon, February 2, 2018
topechelon.com/blog/recruiter-training/recruitment-training-impact-career/
2. “Recruiting Compliance In 2020: What You Need To Know,” Paycor, January 31, 2020
paycor.com/resource-center/recruiting-compliance-in-2019-what-you-need-to-know
3. Basinait, Laurence. ”4Q 2019 HR Technology Report,” HRO Today, March 2020,
hrotoday.com/hro-today-marketing-services/research-and-strategy/
4. “Recruiting Compliance In 2020: What You Need To Know,” Paycor, January 31, 2020
paycor.com/resource-center/recruiting-compliance-in-2019-what-you-need-to-know
5. “How Many People Have Smartphones?” New Media Institute, March 6, 2018
newmedia.org/post/how-many-people-have-smartphones
6. “The Golden Rule of Recruiting: Communication & Transparency That Make Your Candidates Say Hallelujah!” ConveyIQ
by Entelo, Acccessed March 17, 2020 conveyiq.com/blog/the-golden-rule-of-recruiting-communication-transparency
7. Dashiell, Steven. “Stop! Does Your Talent Acquisition Program Align with Your Business Strategy?” RPO Association,
June 19, 2018 rpoassociation.org/blog/does-your-talent-acquisition-program-align-with-your-business-strategy
8. “The easiest way to calculate quality of hire,” The Hire Team, August 5, 2019 hire.google.com/articles/quality-of-hire/
9. Brownlee, Mark. “Employee retention metrics: The 5 metrics you should be measuring,” Klipfolio Accessed March 17, 2020
klipfolio.com/blog/employee-retention-metrics
10. “Recruiting Metrics: A How-To Guide for Showing The Business Value Of Your Recruiting,” Ideal Accessed March 17, 2020
ideal.com/recruiting-metrics/
11. “How Talent Leaders Can Improve the Hiring Manager-Recruiter Relationship,” HR Daily Advisor, August 7, 2019
hrdailyadvisor.blr.com/2019/08/07/how-talent-leaders-can-improve-the-hiring-manager-recruiter-relationship/
12. “The Ultimate List of Employer Brand Statistics,” LinkedIn Talent Solutions, 2017
business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf
About HRO Today About Sevenstep
HRO Today magazine and newsletters are read Sevenstep is a global leader in total talent
by more than 140,000 HR executives and leaders outsourcing and solutions. Annually ranked as a
worldwide and cover the latest industry trends top enterprise recruitment process outsourcing
in HR outsourcing, services, shared services, (RPO) provider on HRO Today’s Baker’s Dozen list
and operations. HRO Today magazine is the and a leading managed service provider (MSP),
publication of choice for the most senior Sevenstep provides services in nearly 50 countries
executives facing the strategic decisions about spanning six continents. A bespoke suite of total
operational excellence. HRO Today magazine talent services and solutions includes enterprise
and www.hrotoday.com offer the best content RPO, project RPO, MSP solutions, data analytics,
choices for the HR leaders seeking online employer branding and talent attraction capabili-
information in the form of newsletters, webinar ties. Sevenstep’s solutions are all powered by
series, and online video content. HRO Today is Sevayo, a comprehensive talent and business
a product of SharedXpertise. intelligence technology platform and service
designed to provide stakeholder visibility into
talent acquisition and business performance.
Sevenstep’s unrivaled partnership-driven approach

and unbounded vision to total talent means talent
acquisition wins and business performance gains.
Learn more at sevensteprpo.com.

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Value of Recruiter Training from 8

Employer Managed Recruiter 15

About HRO Today and Sevenstep 28

But how well they do their jobs

But despite its importance, satisfaction with their organi­

Recruiter Confidence Drives Strong RPO Relationship

Recruiter Training Drives RPO Value

Clients Who Receive Recruiter Training Through Their RPO Provider

Satisfied Not Satisfied

Yes 18.2% 21.4% 12.5%

No 81.8% 78.6% 87.5%

Average RPO Satisfaction Score

3.83 4.33 3.75

Company-Provided Recruiter Training

Client Company Provides Recruiter Training

The Dynamic Environment Faced by Recruiters

Extent of Satisfaction with RPO Recruiter Training

15.0% Very satisfied

Average Satisfaction Score 3.55 3.86 2.83

Recruiter Training Vital to RPO Clients

Neither important nor unimportant

Preference for Company-Specific Recruiter Training

Agree Agree Neither agree Disagree Disagree

Preference for Company-Specific Recruiter Training vs. Satisfied Not Satisfied

Average Score 3.89 4.17 3.33

How RPO Recruiter Training Programs

Much more likely

37.5% Much less likely

The Influence of Providers on Talent Acquisition

Employer-Managed Recruiter Training Outcomes

18.2% 18.2% Very satisfied

Recruiter Skill Training and Customized Programs

Please rate how important each element of a recruiter training

Skills training courses 87.7% 97.0% 82.1%

Company-specific customized training programs 81.0% 88.9% 77.5%

Role-specific recruitment certifications 50.9% 77.8% 38.5%

20 hours of training completed annually 43.9% 55.6% 38.5%

“There are many areas of recruiter training essential to us,

Training Program Essentials

Process compliance 63.5% 78.6% 50.0%

Tools and technology use 62.7% 77.2% 54.5%

Effective communication 56.9% 57.1% 53.8%

Etiquette and recruiting best practices 46.2% 50.0% 33.3%

Techniques to ensure brand stewardship 36.5% 57.1% 16.7%

Business goals to ensure full alignment 36.5% 43.9% 16.7%

Industry-specific training and best practices 29.4% 42.9% 9.1%

Training Effectiveness Higher for RPO Clients

Extent of How Well an Area Is Addressed by Training Program

Tools and technology use 73.3% 58.3%

Etiquette and recruiting best practices 31.3% 52.8%

Business goals to ensure full alignment 18.8% 44.4%

“The most important part of a “A good recruiter training

Annual Time Investment in Recruiting

1–9 hours 10–24 hours 25–49 hours 50–74 hours 75 hours

The Impact of Training on Recruiting Metrics

Training Impact on Recruiting Metrics — Average Scores Total

Quality of hire 4.54

Value of Recruiter Training from 8

Employer Managed Recruiter 15

But despite its importance, satisfaction with their organi

“There are many areas of recruiter training essential to us,

“The most important part of a “A good recruiter training