RECRUITMENT TRAINING FOR IN-HOUSE TEAMS
Practical recruitment training for your internal team, so you build a hiring process you keep instead of paying a placement fee for every role you fill.
Taught by a working recruiter
Day rate, not a placement fee
Scoped to your team
THE COST OF GETTING IT WRONG
01 · THE GAP
02 · THE FRUSTRATION
03 · THE PRINCIPLE
of HR decision-makers say their organisation has made a bad hire.
Source: REC, Perfect Match, 2017.
the cost of a poor hire at mid-manager level on a £42,000 salary.
Source: REC, Perfect Match, 2017.
Structured interviews ranked as the strongest single predictor of job performance.
Source: Sackett et al., Journal of Applied Psychology, 2022.
Becki Jones
Founder, Westmoore Recruitment
WHO TEACHES IT
This isn’t classroom theory. It’s the same process Westmoore uses to place people across Hull and East Yorkshire, taught by the recruiter doing it, not a trainer who once read about it.
A working permanent recruiter across Hull, Beverley and East Yorkshire
Thomas International certified practitioner
Built around the live process she uses to place people, not a generic syllabus
"Becki has provided me with in-house recruitment training over the past two months, which has been an incredibly valuable experience. Her knowledge and experience was evident throughout the training and she has given me the platform to recruit effectively, with a clear process now in place. Would highly recommend Becki to anyone looking for professional training in recruitment."
Kian Allan
via Google Reviews
HOW IT WORKS
1
Scope it together
Tell me what your team is hiring for this year. I’ll show you exactly where training would make the biggest difference, with no obligation.
2
Train your team
Practical training on the process your team actually runs, in a format we agree when we scope it.
3
Hire with your own process
Your team runs a structured, repeatable process. And for candidate profiling, developing your managers or the hard-to-fill roles, I’m still here.
WHAT WE COVER
Six stages. The actual decisions your team makes at every stage of a hire, and how to make each one deliberately, so the result isn’t down to luck.
YOUR TEAM WALKS AWAY WITH
A structured hiring process, start to finish
A scored interview framework
A clear approach to offers and counter-offers
Managers who know what good onboarding looks like
01
Defining the role
A competent job description is where good hiring starts. We get specific about the top three things this person actually needs, whether that’s skill set, cultural fit within the team and the wider organisation, or something your team is currently missing.
02
Advertising & reach
Where to advertise the role so it reaches the right people, and how to write it so the right people actually respond, rather than casting wide and hoping.
03
Screening & candidate experience
A clear screening process gets you a usable shortlist fast, and keeps every candidate warm, because the people you reject today are the people you want applying again next year.
04
The interview, scored
A structured, scored interview beats a gut feeling every time. We build a consistent framework with scoring criteria, so you’re comparing like for like instead of remembering whoever interviewed last.
05
Offers & counter-offers
How to frame and structure an offer, understand a counter-offer before it lands, and close a candidate you actually want without panic-bidding.
06
Managers & onboarding
The hire doesn’t end at “yes”. We work with your managers on what great onboarding looks like, and build the capability to run the process themselves over time.
HOW IT’S PRICED
You’re paying for the capability to hire well, not a percentage of every salary, forever. The skill stays in your team.
You can do both: training for the everyday roles, and a recruiter for the ones that warrant it. That door stays open.
See recruitment services
WHO IT’S FOR
HR managers
You own the process but rely on managers to run it. Give them a shared, scored way of hiring.
Hiring managers
You interview because you have to, not because anyone showed you how. Turn guesswork into a process.
Owner-operators
You run your own recruitment alongside everything else. Make every hire count without a fee each time.
KEEP HIRING THE SAME WAY
Every interviewer judges candidates differently
Good candidates drift away mid-process
A placement fee every time you hire
GET THE PROCESS RIGHT
Sharper, faster briefs
Stronger shortlists and a better candidate experience
Smoother onboarding, and a process you keep
COMMON QUESTIONS
Can’t see your question? Ask Becki directly on 07817 984571.
What does recruitment training cost?
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Training is charged at a day or hourly rate, not as a percentage of every salary. You pay for the training, not a fee on each hire. The best starting point is a quick conversation about what your team needs.
How long does the training take?
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Does this replace having a recruiter?
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Why train internally instead of just using an agency?
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Who delivers the training?
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Which areas do you cover?
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Hiring is about to get busier? Get the process right first.
Tell me what your team is hiring for this year and I’ll show you exactly where training would make the biggest difference, with no obligation.