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Phase 3 - Recruiter Training Handbook

Recruiter Training Handbook – Phase 3 (Execution, Tools, and Daily Workflows)

Purpose of This Handbook​

This handbook defines Phase 3 of the Recruiter Training Program.
It is designed for recruiters who have completed:

  • Phase 1: Understanding the recruiter role, purpose, and process
  • Phase 2: Developing judgment, evaluation skills, and decision-making

Phase 3 focuses on execution. This is where recruiters begin operating independently using tools, workflows, and daily routines while applying the judgment developed in earlier phases.

Tools do not replace thinking. They support it.

Training Philosophy​

  • Execution without judgment creates noise.
  • Judgment without execution creates delay.
  • Phase 3 balances both.
  • Recruiters are expected to:
    • Use tools intentionally
    • Follow defined workflows
    • Maintain ownership and accountability

Speed is secondary to accuracy and clarity.

1. Recruiter Execution Model​

Recruiter execution is built on three pillars:

  1. Sourcing – Finding relevant candidates
  2. Communication – Managing outreach and conversations
  3. Organization – Tracking candidates and progress

Every task performed should support one of these pillars.

2. LinkedIn as a Recruiting Tool​

LinkedIn is a primary sourcing and outreach platform.

Purpose of LinkedIn

  • Identify relevant professional profiles
  • Review career history and role alignment
  • Initiate outbound conversations

LinkedIn is not a decision-maker. It is a discovery tool.

Core LinkedIn Activities

  • Profile searches using role and experience keywords
  • Reviewing work history and role progression
  • Sending professional outreach messages
  • Managing responses and follow-ups

What to Look for on LinkedIn Profiles

  • Role titles aligned with the open position
  • Career consistency and growth
  • Clear descriptions of responsibilities
  • Location and time-zone alignment

If a profile looks impressive but unclear, it requires validation during screening.

3. Facebook as a Recruiting Tool​

Facebook is primarily used for community-based sourcing and inbound candidates.

Purpose of Facebook

  • Posting job openings in relevant groups
  • Receiving inbound interest
  • Accessing candidates who may not be active on LinkedIn

Recruiter Responsibilities on Facebook

  • Post clear, accurate job descriptions
  • Respond professionally to inbound messages
  • Redirect qualified candidates to the next step

Facebook candidates require the same level of evaluation as any other source.

4. Outreach and Candidate Communication​

Professional communication is a core recruiter skill.

Outreach Principles

  • Be clear and respectful
  • Set expectations early
  • Avoid overselling roles
  • Maintain a professional tone

Key Communication Moments

  • Initial outreach
  • Screening scheduling
  • Interview confirmations
  • Follow-ups after interviews
  • Status updates

Silence damages trust. Follow-up is mandatory.

5. Screening Execution Workflow​

Screening Checklist

  • Confirm role understanding
  • Review candidate experience verbally
  • Assess communication clarity
  • Validate resume information
  • Confirm salary expectations
  • Confirm availability and notice period

Recruiters must document screening outcomes clearly.

6. Candidate Tracking and Organization​

Recruiters are responsible for maintaining accurate candidate records.

Candidate Records Should Include:

  • Resume / CV
  • Contact information
  • Screening notes
  • Validate resume information
  • Current status
  • Next steps

No candidate should exist without a clear status.
Organization prevents confusion and dropped candidates.

7. Follow-Up Workflow​

Follow-up is part of execution, not an afterthought.

Required Follow-Up Actions

  • Interview confirmation (before)
  • Attendance confirmation (day of)
  • Feedback request (after)
  • Status update communication

No candidate should exist without a clear status.

8. Daily Recruiter Workflow (Example)​

A typical recruiter workday may include:

  • Reviewing open roles and priorities
  • Searching for candidates
  • Reviewing resumes
  • Sending outreach messages
  • Conducting screenings
  • Following up with candidates
  • Updating candidate records

Tasks may vary, but structure must remain.

9. Quality Control and Escalation​

Recruiters are expected to escalate when:

  • A candidate does not clearly fit a role
  • Seniority is unclear
  • Multiple red flags appear
  • A candidate becomes unresponsive

Escalation is a sign of responsibility, not weakness.

10. Success Indicators for Phase 3​

A recruiter is operating successfully in Phase 3 when they:

  • Manage sourcing independently
  • Conduct structured screenings
  • Communicate clearly and consistently
  • Maintain organized candidate pipelines
  • Follow up without reminders
  • Escalate appropriately

Transition Beyond Phase 3​

Completion of Phase 3 indicates readiness for:

  • Higher-volume recruiting
  • More complex roles
  • Increased autonomy

Continued feedback and coaching remain essential.

Final Principles​

  • Tools support judgment
  • Structure enables scale
  • Communication builds trust
  • Ownership prevents failure

A strong recruiter executes with intention, not urgency.