I have been repeatedly asked who is responsible for adoption of training when hiring via Solis, which got me thinking, who is really at fault when employees try to shortcut the system?

Imagine setting up a training program, expecting your team to learn and improve, but instead, they’re either skipping it, rushing through it, or complaining it’s a waste of time.

A recent HR Grapevine Article highlighted once again the common pitfall in corporate learning and development: training for the sake of training. EY tried to do something big with their “Ignite Learning Week”—40 hours of training to help their employees grow. But instead of boosting skills, it turned into a tick-box exercise where staff cut corners just to say it was done. The issue? The training didn’t feel useful or connected to their day-to-day work.

For recruitment agency leaders—especially those without an L&D team—there’s a lesson here. If the training isn’t practical and engaging, your team won’t buy into it. Worse, they’ll see it as a distraction, not an opportunity.

Keep Training Simple and Useful

If you’re running training in-house, without an L&D department, keep it straightforward. Focus on what works:

• Start with the “Why”: Don’t just train for the sake of it. Make sure it solves real problems, like helping your consultants get better at sourcing candidates or cold calling.
• Don’t Overcomplicate It, Ditch the PowerPoints: You don’t need loads of sessions. A couple of well-thought-out ones that hit the right skills are more effective than bombarding your team with too much info.
• Give Them a Say: Let your team pick what they want to learn and when. If it feels like they’re in control, they’ll actually engage with it.
• Measure What Matters: Forget about tracking attendance—watch for improvements in things like client relationships, placements, or revenue. That’s the real win.

Talk About Training Properly

If you don’t have a dedicated training team, how you talk about learning makes all the difference. Clear, practical communication can stop training from feeling like a chore.

• Show your team how the training connects to what they care about—hitting targets, earning more, or working smarter.
• Get billing managers involved—they know how to frame things so consultants listen.
• Keep reminders regular and simple. Whether it’s through meetings or quick Slack messages, make the “why” clear every time.

Training Should Help, Not Hinder

If your consultants see training as a time-waster, they won’t engage, and that’ll show in their performance. But with the right focus and a straightforward approach, even without a fancy L&D setup, you can run training that actually helps them succeed.

When learning feels useful—like something that genuinely helps them place candidates or build better client relationships—they’ll stick with it. That’s the kind of training nobody tries to cheat.

Get in touch to see how Solis can help you engage and develop your rookies.