We don’t really blow our own trumpet very often here at CSC and are a rather shy bunch when it comes to shouting about our successes. But after the last three years of committing to creating top quality and highly trained consultants through our in-depth training plan and positively changing the way consultants work within the recruitment industry we can look back and celebrate our achievements, with an eye to the future.

Our Training Manager  crafted our in-house programs to help shape our current staff and new trainees, so that we maintain and build upon the high level of CSC standards that our client’s and candidates have grown to expect. Jamie discusses about the importance of training – addressing our thorough training framework, how this can help to support staff’s work progression, how it nurtures their skills and can also create an environment built on positive energy rather than one of fear and competitiveness.

"Training at CSC is a massive part of our culture.  Recruitment can be a challenging career.  It requires long hours, difficult objectives, handling the diversities and frustrations of human nature, working to tight deadlines, high targets and a competitive field.  The staff turnover in the industry is high as a result.'

Recruitment companies often take a well-established route to compensate for this.  They push people hard, treat them with ‘tough love’ and a ‘the strong will survive’ attitude.  And in some cases this works.  Some companies have thrived and achieved huge growth with this approach. 

But the human cost can be high.  Staff turnover is high.  Consultants get burn out.  Clients can get lost in the shuffle.  Ill-prepared consultants can step up into management without being ready.

We don’t believe in this approach. Our approach is one of support.  We always take a long term view with any member of staff as each one is an investment in the business. This means that we spend a lot of time training and developing our staff so they tend to stay.  We also understand that everyone is an individual who learns and develops at their own pace.  Sometimes a one size fits all approach just doesn’t work.  Being flexible and skilled enough accommodate and assist in this way is a hallmark of our approach”.   Jamie, CSC Training Manager.

When joining the business, all trainees go through a three stage training programme:

Phase 1 is focused on the construction industry, understanding what it is, how it operates and how our clients work.  In this phase we also look at our candidates.  What do they do, how do we find them, how do we approach them, how do we interview them and always how to work in their best interests

Phase 2 focuses on developing client relationships including how to run client meetings, how to take a vacancy to a high level and how to present candidates to clients, amongst others.

Phase 3 focuses on the key parts of the recruitment process often overlooked.  This includes modules like how to prep and debrief candidates and clients and how to present the offer to a candidate.

In addition to this we understand that our Consultants are representatives of our business.  To make sure they represent us in the right way we assess each Consultant through a process known as the ‘CIA’.  We observe the Consultant interviewing a candidate and running a meeting with a client.  Being able to do both is a key criteria that all trainees have to pass in order to reach promotion. 

Each of these modules are supported through the use of tools.  We have data metrics tools to help track activity and focus (a fantastic tool called Cube 19) and call recording coaching software to assist in quality development and skill enhancements (an equally excellent tool called Refract). 

Underpinning all of this is our Super Consultant Pathway.  This model is used to implement and track some of the core fundamentals of being a successful recruiter. We feel a thorough training plan for all staff could impact the industry for the better…from recruiters to their employers, from candidates to clients.