Stop losing candidates along the way.
A vacancy is only filled when the candidate turns up on day one. This training teaches your recruiters to keep candidates motivated and on track — from first contact to first day at work.
30 minutes, no strings attached · you talk directly to the trainer
Do you recognise this in your team?
Then this training pays off for your team straight away.
Recognise this, but not sure how big it is for you? The Development Scan shows where the biggest growth opportunity is, and what it delivers. Take the Development Scan →
- Candidates drop out halfway through the process, for no clear reason
- After the final interview it goes quiet for too long, and the candidate chooses another employer
- A candidate says yes, then doesn't show up on the first day
- Recruiters don't know afterwards what went wrong
What the Candidate management training delivers for your team
Better quality of hire
The best candidate stays on board
Your recruiters see where candidates are likely to drop out and step in on time. You hire the candidate you wanted, not the one who was left.
Shorter time to hire
Candidates keep moving
No more days of silence between interview and offer, but a process that keeps going. Time to hire per vacancy goes down.
Satisfied hiring managers
The hiring manager can count on it
A hiring manager who sees that candidates do turn up on day one learns to rely on your team. The next vacancy comes to recruitment with confidence.
Better candidate experience
A process that feels right
Candidates know where they stand, hear back quickly and feel taken seriously. Even those who don't get the job leave with a good impression of the organisation.
Lower cost per hire
Less starting over
Every candidate who drops out or doesn't start means recruiting all over again. Actually hiring the candidates you already had lowers the cost per hire.
Every vacancy filled faster and right first time saves money straight away: less lost productivity, less overtime in the team and less replacement hiring. About the investment →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own vacancies and hiring managers: in a workshop with the team, or in a personal coaching session.
01 The candidate journeyGuiding a person, not pushing a CV through a process
What your recruiters learn
- See the process through the candidate's eyes instead of through the CV
- Map the whole journey: from the moment someone sees the vacancy to their first day at work
- Identify every point of contact they can influence — including those on the hiring manager's side
- Spot, stage by stage, where a candidate is likely to drop out or stall
The result
A clear picture of where you lose candidates, so recruiters see risks coming instead of being surprised afterwards.
02 Living up to expectationsClosing the gap between what candidates expect and what they experience
What your recruiters learn
- Recognise where the candidate's expectations and reality drift apart
- Tell which expectations they can meet and which they need to reset honestly
- Use five behaviours that make the difference: responding quickly, working efficiently, being fair, keeping people informed and showing empathy
- Steer not only their own behaviour, but the hiring manager's as well
The result
A process that feels to the candidate the way it was promised — and fewer candidates dropping out along the way.
03 Keeping candidates movingInfluencing candidate behaviour, fairly
What your recruiters learn
- Understand why what a candidate does — and how fast — decides whether the vacancy is filled on time
- Five ways to keep a candidate moving, such as removing obstacles, keeping up momentum and offering certainty
- Choose the approach that fits the candidate and the stage they're in
- Hold the line between persuasion and manipulation: always in the candidate's interest
The result
Candidates who stay motivated and move through the process faster, in a way they feel good about afterwards.
04 Learning from candidatesGetting better after every process
What your recruiters learn
- Understand why evaluation pays off: stronger engagement, less risk, ambassadors and candidates for a next vacancy
- Choose between adjusting along the way and evaluating at the end
- Ask for feedback from the candidate who withdrew — they tell you the most
- Build a short question list of their own to use on every vacancy
The result
A way of working that improves with every hire, and candidates who recommend the organisation or apply again later.
With the whole team, or per recruiter
The whole team stronger, together
Intake, online learning and a tailor-made workshop with up to eight recruiters, at your office.
A good fit if
- Your team has four or more recruiters
- You want the whole team to work the same way
- Recruiters learn from each other's real vacancies and hiring managers
- Knowledge stays in the team, even when someone leaves
Help one recruiter move forward
Online learning at their own pace plus two hours of personal coaching on their own practice. Fully online.
A good fit if
- A new recruiter needs to become productive quickly
- One recruiter has a specific development need
- Recruiters in your team differ a lot in level
- 1
Intake
We look at your vacancies, your hiring managers and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own vacancies as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most on the table
- What you can do about it tomorrow, even without training
- If it fits: what a programme would look like for your team
For corporate recruitment teams, discussed with the recruitment manager.
You talk directly to Sandor Snoeren, founder and lead trainer — not an account manager.
Prefer to call or message? 06 36 19 85 17 · WhatsApp
Pick a time yourself
A 30-minute online sparring session at a time that suits you.
Team Track: if the first training doesn't work for you, we stop and the rest is cancelled.
The calendar opens via Calendly, only when you click the button.
Prefer me to call you?
One of eight trainings
Together they cover the entire chain from vacancy to first working day. Take them individually, or as a complete programme.
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01
Job intake
Get the vacancy sharp with the hiring manager before you start
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02
Working with hiring managers
From order-taker to sparring partner for the hiring manager
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03
Candidate management
This training
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04
Writing job ads
Job ads that attract the right talent
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05
Sourcing
Actively find the right candidates yourself
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06
Job marketing
Get your vacancies seen by the right people
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07
Talent pooling
Keep candidates warm for the next vacancy
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08
Successful selection
Better assessment, better hires