Candidates ready before the client calls.
An agency that starts from scratch on every request loses to the one that already has candidates lined up. This training teaches your recruiters to build a warm pipeline and deliver within days.
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 →
- Every new request means starting the search all over again
- The database is full of CVs, but nobody knows who is still available
- Strong runners-up are never heard from again
- Clients keep asking for the same profile, yet delivery still takes weeks
What the Talent pooling training delivers for your agency
More placements
More placements on scarce profiles
For each in-demand profile, your recruiters keep a group of already screened candidates warm. So you fill requests even where the market is tight.
Faster placements
Deliver in days, not weeks
When the request comes in, the first candidates are already lined up. No cold start, just immediate shortlists.
Higher margin
Reliable delivery, stronger fees
An agency that reliably delivers the profiles clients struggle to find negotiates from strength. You see it in fees and rates.
More client loyalty
The next request comes to you
Delivering the right candidate quickly, time after time, makes you the go-to partner. The client calls you first.
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 Filling the talent poolGather candidates for the profile clients keep asking for
What your recruiters learn
- Choose which profile is worth a talent pool: high client demand, scarce candidates
- Define the pool clearly by education, experience and location
- Bring in candidates from seven sources, from active search and referrals to events and open registration
- Make fresh use of candidates who were narrowly rejected or previously placed
- Choose the sources that deliver most for each pool, within privacy rules
The result
A focused pool for a profile that is genuinely in demand, filled from sources your agency already has.
02 Only placeable candidatesKeep the pool clean and reliable
What your recruiters learn
- Screen candidates on hard requirements as well as motivation and personality before they join the pool
- Check regularly whether candidates still fit and are still available
- Record candidates in the recruitment system so they can be found the moment a request comes in
- Handle candidate consent properly, so the pool complies with data protection rules (GDPR)
The result
A pool in which every candidate is placeable and easy to find, instead of a full but unusable database.
03 Keeping candidates warmStay in touch so candidates remain available
What your recruiters learn
- Set up a contact plan that keeps candidates engaged and available
- Share content that gives candidates real value: information, advice and personal attention, not just vacancies
- Choose per candidate between one-to-one contact and messages to the whole group
- Match how often to get in touch to how actively a candidate is looking
- Automate smartly without making the relationship impersonal
The result
Candidates who know and trust your agency, and say yes as soon as the right assignment comes along.
04 Placing from the poolFrom warm pipeline to signed placements
What your recruiters learn
- Decide each week which candidates are ready to put forward
- Market those candidates in three ways: on open assignments, proactively to existing and new clients, and through online visibility
- Sort out paperwork that can hold up a placement, such as diplomas and certificates, in advance
- Agree who in the team does what, and measure how many placements come from the pool
The result
A pool that demonstrably produces placements, including with clients who hadn't yet placed a request.
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
This training
-
08
Successful selection
Better assessment, better matches