Choose on evidence, not gut feeling.
A choice based on gut feeling costs placements, margin and the client's trust. This training turns your recruiters' judgement into a consistent method — so they put forward the right candidate first time.
30 minutes, no strings attached · you talk directly to the trainer
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 the recruiter thought were a perfect fit get rejected by the client
- A placement leaves within a few months because it just didn't work out
- Every recruiter interviews candidates in their own way
- Rejected candidates hear little or nothing back from you
What the Successful selection training delivers for your agency
More placements
Fewer mismatches, more placements
Your recruiters select on criteria agreed upfront instead of on instinct. Candidates they put forward fit better, so more of them get placed.
Faster placements
Right first time
When it's clear from the start who the client is looking for, there's no searching blind or sending candidate after candidate. Assignments get filled faster.
Higher margin
Firmer ground on fees and rates
A candidate who demonstrably meets every criterion is sold on quality. That evidence gives your recruiters a stronger position in the negotiation.
More client loyalty
A client who trusts your judgement
Candidates who fit the role, the team and the culture build trust. The client comes back with the next request.
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 Preparing the intakePin down exactly who the client is looking for
What your recruiters learn
- Prepare every intake properly, whether it's for a specific vacancy or for building a talent pool
- Explore the same six criteria with both client and candidate: culture, team, thinking level, knowledge and skills, competencies and the drive to perform
- Deliberately limit the requirements to what really matters
- Check practical conditions such as salary or rate, start date, commute, working hours and contract type on both sides, so a match doesn't fall through on the details
- Screen incoming profiles in a targeted way and prepare questions for each requirement
The result
A sharp profile agreed with the client, and recruiters who only start selecting once they know what to look for.
02 The selection interviewAn interview that reliably shows what a candidate can do
What your recruiters learn
- Structure the interview in fixed phases, with most of the time spent on targeted questioning, and match its length to the complexity of the role
- Put a candidate at ease quickly, so the conversation becomes open and honest
- Probe concrete examples from the past: what was the situation, what did the candidate do and what was the outcome
- Avoid closed and leading questions that give a distorted picture
- Sell the role honestly and record the outcomes so they're useful for future vacancies too
The result
A reliable picture of every candidate, recorded in a way that makes the next match easier as well.
03 Matching candidatesChoose who to put forward, with evidence to back it up
What your recruiters learn
- Recognise how a matching decision can go wrong, and how a consistent approach reduces that risk
- Score each candidate from 1 to 5 on the six criteria, backed by a short note
- Agree upfront with the client who will and won't be put forward
- Compare candidates fairly, leaving room for their own judgement where a score doesn't tell the whole story
The result
Recommendations the client can follow and trust, with less risk of a mismatch.
04 Feedback and introductionFrom the right choice to a conversation with the client
What your recruiters learn
- Why prompt, substantive feedback to candidates pays off commercially
- Give feedback as advice rather than judgement, backed by the outcomes of the selection
- Respond within 24 to 48 hours, through the channel that suits how far the candidate got in the process
- Write a short, specific introduction that shows why the candidate fits the client's request — including honest points of attention
- Use AI to help draft that introduction
The result
A better chance the client wants to meet the candidate, and feedback that keeps candidates connected to your agency.
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.
-
01
Job intake
Get the assignment sharp before you start
-
02
Client management
From a one-off assignment to a lasting client relationship
-
03
Candidate management
Guide candidates through the process without losing them
-
04
Writing job ads
Job ads that attract the right talent
-
05
Sourcing
Find the right candidates, effectively
-
06
Job marketing
Get your vacancies seen by the right people
-
07
Talent pooling
Keep candidates warm for the long term
-
08
Successful selection
This training