Stop losing candidates along the way.
An agency only earns when the candidate actually 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
Watch as a participant: this is the introduction your recruiters see when they start the training. You'll see what it covers, which parts are included and what it delivers.
Do you recognise this in your team?
Then this training pays off 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 accepts another offer
- 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 agency
More placements
Fewer drop-outs, more placements
Your recruiters see where candidates are likely to drop out and step in on time. Candidates you have already secured actually get placed.
Faster placements
Candidates keep moving
No more days of silence between interview and offer, but a process that keeps going. Time to hire goes down.
Higher margin
More from every placement
Candidates who start well supported stay longer and make for a stronger placement. You see it in fees and in the length of the assignment.
More client loyalty
The client comes back
A client who sees that your candidates do turn up on day one learns to rely on you. The next request comes back to you.
One Team Track training pays for itself with a third of one permanent placement, less than one extra temp or a sixth of one secondment. See the calculation →
The content, tailored to your vacancies
Your recruiters follow the theory online, at their own pace. Then we translate it to your own assignments and clients: 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 client'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 client'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 — drives the agency's results
- 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 relationships, less risk, ambassadors and chances to place someone again
- 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 assignment
The result
A way of working that improves with every placement, and candidates who recommend your agency or come back for their next role.
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 assignments and clients
- 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 clients and each recruiter's challenges.
- 2
Training
An online foundation, then a workshop using your own assignments as practice material.
- 3
Embedding
Commitment cards per recruiter and a learning KPI, so the difference becomes visible.
“TalentCraft's recruitment trainings make you take an honest look at your own approach. Confronting at times, but exactly what's needed. They brought us not only knowledge but also new energy: the team is motivated to approach recruitment smarter and differently, with more ownership and sharpness.”
Joris HuijerjansTeam lead recruitment · Projective Talent
Discuss in 30 minutes what this training can do for your team.
- The two or three places where your team leaves the most placements 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 staffing, secondment and recruitment agencies with five or more recruiters.
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
“TalentCraft's recruitment trainings make you take an honest look at your own approach. Confronting at times, but exactly what's needed. They brought us not only knowledge but also new energy: the team is motivated to approach recruitment smarter and differently, with more ownership and sharpness.”
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 assignment to placement. Take them individually, or as a complete programme.
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01
Job intake
Get the assignment sharp before you start
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02
Client management
From a one-off assignment to a lasting client relationship
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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
Find the right candidates, effectively
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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 long term
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08
Successful selection
Better assessment, better matches