What Does The First Month Look Like For A Recruiter Joining We Are Revolution?

What Does The First Month Look Like For A Recruiter Joining We Are Revolution?

This week, Marcy completed her first week with us and it's been fantastic to see her progress.

Many recruitment companies throw new hires straight into the deep end.

We take a different approach.

We believe success comes from combining structured training, coaching, activity and repetition.

The objective isn't to overwhelm people.

The objective is to build strong foundations.

Week One

During Week 1, our recruiters spend the majority of their time learning.

That includes:

• Recruitment fundamentals

• Candidate qualification

• Telephone outreach

• Objection handling

• AI-powered roleplay

• Live roleplay with recruiters

• Systems and process training

Alongside that training, recruiters spend almost four hours a day speaking to candidates and developing real-world recruitment skills.

Our goal is simple.

By the end of Week 1, we want recruiters to have qualified and submitted their first candidate.

Week Two

Week 2 follows a similar structure but with slightly less training and more execution.

Recruiters begin learning:

• LinkedIn outreach

• Candidate attraction

• Advertising

• Shortlisting

• Lead management

• Salesforce

• Managing opportunities

• Building pipelines

Training remains a major part of the day.

So does phone activity.

By the end of Week 2, our objective is for recruiters to have qualified and submitted two candidates.

Week Three

Week 3 is about building confidence and consistency.

Recruiters continue developing the skills they learned during the first two weeks while increasing activity levels and taking on greater responsibility.

At this stage we expect recruiters to be:

• Managing more candidate conversations

• Running better qualification calls

• Building stronger pipelines

• Becoming more comfortable discussing opportunities

Our target is three qualified and submitted candidates during Week 3.

Week Four

By Week 4 we expect recruiters to be operating much more independently.

This includes:

• Running interview processes

• Managing vacancies

• Pitching opportunities

• Handling candidate objections

• Managing client and candidate expectations

Our minimum target is four qualified and submitted candidates.

In reality, many recruiters achieve significantly more than that.

The Long-Term Goal

The first month is only the beginning.

Our long-term objective is to develop recruiters capable of consistently producing outstanding results.

For many of our recruiters, that means getting to a stage where they are qualifying and submitting 10 candidates per week to live opportunities.

That doesn't happen overnight.

It happens through repetition, coaching, activity and continuous improvement.

The Training Never Stops

The most important thing to understand about our business is that training never stops.

It doesn't matter whether somebody is in their first week or their tenth year.

Everyone trains.

Every day.

Training is part of our culture.

It's one of the reasons we have always invested heavily in roleplay, coaching, systems training and development.

We believe great recruiters are built.

And building great recruiters requires continuous learning.

Why We Do It

Could we reduce training?

Probably.

Would it save time?

Definitely.

Would it improve results?

We don't think so.

The best recruiters in our business are usually the people who embrace training the most.

The people who continuously improve.

The people who seek feedback.

The people who are committed to mastering their craft.

That's the environment we're trying to create.

An environment where ambitious people can develop quickly, perform at a high level and build exceptional careers.

Reading Marcy's feedback about her first week reminded us why we invest so heavily in people.

We're excited to see her progress over the coming months.

And we're excited to continue building a business where learning never stops.