The L&D Investment Dilemma

By: Russell Webb, Operations Director, Evolution Australia , APSCo Director

So the recruitment market is tight and for some, it seems to be tightening further by the day. So what are the options for medium-sized recruitment companies when considering the continuous development of their employees?

There are a few options to consider, dependent on your willingness to invest, the level of experience in the team or of course, who you know

For many, the company owners and directors are the driving force of the business and take full responsibility for backing their investments and giving constant direction, classroom-based training and share valuable tips and tricks on how to solve every day problems that might occur… but is this sustainable? Is this a case of working IN the business, rather than working ON the business?

There are numerous external training companies or individual recruitment specialist trainers that offer their services at reasonable rates on a regular basis or sometimes even in an ad hoc needsbased situation A needs-analysis investigation, culminating in group insights and one-to-one coaching sessions can give any individual or team a real boost

Again, it’s invaluable to have these contacts in your network and even more important to see them as an asset

Then there is the braver, initially costlier decision to directly employ a specialist trainer, who can create, develop and deliver existing and brand-new training material to the consultants and can of course, be in the thick of it, coaching people through a challenging situation, helping them to make educated decisions or just help people to take ownership and accountability for their actions.

So what is the best option for you? What needs to be considered?

How much experience do you have in the team that can help others who need it?

What internal leadership capability is present? Can some L&D responsibilities be encompassed into their role?

If the owner/Directors want to take responsibility for L&D, how can they ensure that enough time is allocated per week/month?

What budget can be allocated for L&D? If the investment is available, maybe employing a passionate individual with a remit of creating higher yield on top of higher retention, is what’s right for you?

Who do you know? If you know and trust someone who can offer employees personal skills growth, confidence and encourage accountability for implementation, maybe consider this?

But overall, the consideration of time over outcome needs to be at the forefront of the decision. Over what time frame do you need the ‘fix’?

My advice? Speak to multiple people who have done one or all of the above educate yourself, before educating others