Employees are an organisation’s greatest assets, and investing in their training and development is key to growth and success. Hiring managers play a crucial role in making day-to-day decisions about which talent to hire, directly impacting the organisation’s short-term and long-term success. However, hiring managers, ranging from Operations Managers to Marketing Directors, may lack experience in the recruitment field. They may find it challenging to approach interviews, review job descriptions, and make unbiased decisions. Implementing a training programme is essential to fill these gaps in their professional knowledge, keeping them up to speed and confident throughout the hiring process.

Training programmes can help achieve various organisational goals. They offer numerous benefits, such as equipping hiring managers for interviews, maintaining a solid candidate experience, removing biases, and accurately representing your employer branding. This, in turn, enhances the quality of recruitment processes, ensuring that hiring managers are well-versed in best practices and follow more structured procedures.

Starting Point

Building a training programme for hiring managers is not a simple task, but it is a necessary one. The first step is to decide who the training is for and how in-depth it needs to be. Will it be for all hiring managers or just those who are new to the role? Will it cover the basics of hiring, or will it go into more detail about specific topics such as interviewing and selection? This analysis will also provide insight into the programme’s intended audience. Is the programme geared towards training novice managers or those with more experience?

Once you have decided who the training is for, you need to talk to managers about their perception of the need for training. What are their biggest challenges when it comes to hiring? What skills do they feel they need to develop? This will allow you to gather their perspectives on what information or knowledge they require regarding recruitment. Not only does this provide valuable insight, but involving hiring managers in the early stages also secures their support. This support is crucial for successfully launching and sustaining a valuable training programme.

It’s also important to connect the training programme to your business strategy. What are your goals for hiring? How does the training programme support those goals? Take a seat and inquire about how implementing a project like this can enhance the alignment between your talent strategy and your overall business strategy. Explain the benefits that implementing this would provide to the organisation and how it would address any current challenges in the recruitment process.

Finally, you need to establish the format of the training programme. Will it be delivered in person, online, or a combination of both? How long will it last? What materials will be used? Explore the tools currently utilised for different forms of training and review past practices. Are there any pre-existing resources that can be repurposed? How can we enhance previous methods? If you lack efficient systems or want to try new ones, here are some suggestions for live sessions, video recordings, and note-taking.

Tool Recommendations

There are many tools available that can help hiring managers build and deliver effective training programmes. Here are a few suggestions:

• Loom is a screen recording tool that allows hiring managers to create short videos to demonstrate concepts or provide instructions. These videos can be shared with trainees asynchronously, so they can learn at their own pace.
• Whereby is a video conferencing tool that can be used to host live training sessions. This can be a great option for providing real-time feedback and answering questions.
• Notion is a note-taking and collaboration tool that can be used to share notes on the training content. This can be helpful for trainees who want to review the material after the training session.

These are just a few of the many tools that can be used to support hiring manager training programmes. By choosing the right tools, hiring managers can create effective and engaging training programmes that help them develop the skills they need to be successful.

When selecting tools, it’s important to consider the specific needs of your organisation and the learning preferences of your hiring managers. Some tools may be more suitable for certain types of training, such as technical skills training or soft skills training. Additionally, some hiring managers may prefer to learn in a self-paced environment, while others may prefer live, instructor-led training. By carefully considering the needs of your organisation and the preferences of your hiring managers, you can select the tools that will best support your training programme.

Preparing for Launch

The final step in building your training programme for hiring managers is to ensure a successful launch. There are a few key tasks that you need to complete to ensure a successful launch.

First, you need to finalise the content of the training programme. This includes reviewing the material to make sure it is accurate and up-to-date, and ensuring that it is presented clearly and engagingly. You should also develop a schedule for the training programme, which should include the dates and times of the training sessions, as well as the topics that will be covered in each session.

Next, you need to recruit participants for the training programme. This can be done by sending out invitations to hiring managers or by posting announcements about the programme on your company’s intranet. You should also make sure to provide participants with all the information they need to know about the training programme, such as the location of the training sessions and the dress code.

Once you have recruited participants, you need to arrange for the logistics of the training programme. This includes finding a suitable training location and arranging for catering and materials. You should also make sure to have a backup plan in place in case of any unexpected events.

Finally, you need to communicate with participants about the training programme. This includes sending out reminders about the training sessions and providing them with any updates or changes to the programme. You should also make sure to collect feedback from participants after the training programme has been completed.

Training Do’s

To make your training programme for hiring managers as effective and engaging as possible, here are some things you should do:

• Include hands-on activities: Trainees will learn best by doing, so make sure to include plenty of hands-on activities in your training programme. This could involve role-playing, simulations, or case studies.
• Focus on practical skills: Don’t just focus on teaching hiring managers theoretical knowledge. Make sure to also teach them practical skills that they can use on the job, such as how to conduct interviews, how to evaluate candidates, and how to make hiring decisions.
• Provide opportunities for practice: Allow hiring managers to practice the skills they’ve learned. This could involve role-playing, simulations, or on-the-job training.
• Encourage collaboration and peer learning: Create opportunities for hiring managers to collaborate and learn from each other. This could involve setting up discussion groups, online forums, or mentorship programmes.
• Use a variety of training methods: Don’t just rely on one training method. Use a variety of methods, such as lectures, discussions, role-playing, simulations, and on-the-job training. This will help to keep hiring managers engaged and learning.

Training Don’ts

When building a training programme for hiring managers, there are a few things you should avoid doing. Never make assumptions about hiring managers’ technical skills. It’s important to assess their proficiency in using technology and provide training accordingly. Overloading the training with too much information is another common mistake. Keep the content concise and focused on the most essential skills and knowledge hiring managers need to be effective in their roles.

Providing ongoing support after the training programme has ended is crucial for ensuring its effectiveness. Offer resources and opportunities for hiring managers to refresh their knowledge and continue developing their skills. Regularly evaluate the training programme’s effectiveness and make necessary adjustments based on feedback and results. Finally, participation in the training programme should be mandatory for all hiring managers. This ensures that all hiring managers receive the necessary training and are held to the same standards.

Our training program for hiring managers aims to empower them with the skills and knowledge they need to drive successful recruitment outcomes. From mastering interview techniques to promoting unbiased decision-making, our program equips managers across various roles with essential tools for effective talent acquisition.

Build an effective training programme for hiring managers with our expertise. Partner with us for tailored talent solutions. Contact us today!