In the words of The Savage Recruitment Academy founder and primary recruitment video coach, Greg Savage “Training is good. Coaching is better!”

Watching a video and using that to acquire knowledge or learn skills is much better than no training, but the real learning comes through discussion, debate, feedback, and role play.

Here are several ways users of the Academy have reported excellent outcomes.

POST-VIDEO TEAM LEARNING

With this learning mode, we set a team of recruiters at a similar stage of development or in similar roles, a specific module, a set of modules or even a masterclass, to view by a particular date and time.

As an example, the session on ‘Conducting a Sales Visit’ is set as a learning module, and the team agrees to meet on Friday at 10 am to review and discuss. The Team Leader or trainer will then facilitate a discussion where each person is encouraged to articulate the learnings that resonated with them. This is powerful because the discussion reinforces the knowledge, and the trainer can adapt the video lesson to the market at that time and place and relate it to how the team works and the ethos of the business. Remember to agree tactics that all attendees commit to.

LIVE TEAM LEARNING

The team, or a group of two or more learners, watch a video together with a facilitator present. The trainer stops the video at key points and calls for discussion, questions, and debate. The team agrees to try new ideas and implement fresh strategies in real-time. This is a compelling way to learn.

Possibly finish the session with role plays of relevant situations. There is amplified learning through team members’ input, and this approach is team building and morale-enhancing.

INDIVIDUAL VIDEO LEARNING

Selecting appropriate training modules for individuals at a particular career stage or with a specific need, is efficient and time effective. It can be done at the learners’ pace and weaved into their schedule. If you choose to use this method, we encourage there to be a feedback loop. For example, ask the learner to prepare a bullet-point summary of the key learnings from the session. Or ask the learner to present their session overview to the team. Perhaps even design a brief multiple-choice test for each learner once completed. The point here is not to ‘check they have done it’ but rather to provide focus and promote concentration and understanding. If you chose individual video learning as your method, we strongly recommend some component of the ‘feedback loop.’

PAUSE. REWIND REWATCH

No matter which learning mode you use, rewatching key sections and planning how you will implement the new tactics is powerful. Whether you do it as a team and debate each section, or just rewatch on your own, repetition, thinking, planning, and then implementing will lead to behaviour change and much better learning outcomes

SET TANGIBLE, MEASURABLE, AND DOCUMENTED GOALS

Again, as a team or on your own, it’s imperative to agree on the action steps as a result of the training modules and set goals that can be measured. For example, having reviewed the training module ‘How to sell exclusivity to clients’, set a goal for each team member to implement the learnings and try to implement the learned tactics on the next two job orders taken, with a goal of securing one exclusive order. If attendees lack confidence, acknowledge that, and run a role-playing session to refine the skills and build confidence.

HAVE A PLAN

Any video training is better than none, but you will get better outcomes if you tailor the module viewing schedule according to the learners’ specific needs. Where appropriate, do the modules in the logical order and ensure the learner has been tested and reviewed on an understanding of each module before moving on to the next.