Course Outline

Owner Tutor- Add Flexible Staffing

  • LESSON ONE: Introduction

    • Why blended firms are the most lucrative
    • How hiring needs of clients and lifestyles of candidates have changed
    • Major benefits of adding Flexible Staffing to your business model
  • LESSON TWO: Review Exit Plan

    • How to get the greatest ROI from this training
    • Benefits of updating your exit strategy
    • Three most common exit strategies
  • LESSON THREE: Increase Valuation and Income

    • Primary differences direct hires and flexible staffing revenues
    • Value of adding a recurring revenue model to your business
    • How flexible staffing greatly enhances the value of your business
  • LESSON FOUR: Competitive Edge

    • How to adapt your efforts based on client needs
    • How to present your competitive edge of adding flexible staffing to your clients
    • How to present your competitive edge of adding flexible staffing to your candidates
  • LESSON FIVE: Terminology

    • Learn terminology commonly use in flexible staffing
    • Utilize proper terminology when interacting with clients
    • Utilize proper terminology when interacting with candidates
  • LESSON SIX: New Business Model

    • Learn how the workforce had changed and will continue to change
    • How to benefit by the bungee retirees – the baby boomers
    • Effectively sell the benefits of the new business model to your clients and candidates
  • LESSON SEVEN: Contacts and Differentiators

    • The contact for temp or contract will be different from your direct hire clients
    • Know and promote your brand, which should reflect your track record of success
    • Understand current realities from clients who utilize temp or contract firms
  • LESSON EIGHT: Improve Retention

    • Learn how to help retain the candidates you place
    • Learn how to help your clients retain the talent they hire
    • How communication and feedback will enhance retention
  • LESSON NINE: Flourish during Economic Cycles

    • Understand why staffing and recruiting has a history of being cyclical
    • Understand the benefits of placing both temp or contract as well as direct hire
    • Learn the benefits to your company, clients, candidates, and internal team
  • LESSON TEN: Balance Direct and Temp/Contract Staffing

    • Understand the commitment it will take to add temp or contract staffing
    • Learn how to balance your current business with temp or contract staffing
    • Master five strategies to help you focus on best use of your time
  • LESSON ELEVEN: Temp or Contract

    • Description of temporary staffing
    • Description of contract staffing
    • Determine what would best compliment your direct hire business
  • LESSON TWELVE: Separate Corporate Entity

    • Temp or contract staffing is a different business model than direct hire
    • How setting up a separate entity can save you taxes and reduce risks
    • Determine how to generate the highest level of profits
  • LESSON THIRTEEN: Protect your Business and Assets

    • Why you should control everything and own nothing
    • Review reasons we recommend you create a trust
    • How estate planning protects your business and personal assets
  • LESSON FOURTEEN: Funding

    • Do you fund this business yourself, obtain financing or use a third party provider
    • How you are the employer of record in temp or contract staffing
    • The importance of your profit margin
  • LESSON FIFTEEN: Select a Niche

    • Determine if your current niche is appropriate for temp or contract staffing
    • Steps to select a lucrative niche
    • Limit the job titles you place to generate the highest profits.
  • LESSON SIXTEEN: Revise Website and LinkedIn Profiles

    • Revise your website to attract temp or contract clients
    • Revise your website to attract temp or contract candidates
    • Revise your LinkedIn profile to prove you also specialize in temp or contract staffing
  • LESSON SEVENTEEN: Overcome Objections

    • How client development for temp and contract staffing has changed
    • Sixteen steps to create an effective marketing and sales system
    • Systems most important to your success in temp or contract staffing
  • LESSON EIGHTEEN: Create a Marketing System

    • How Client Development for Temp and Contract Staffing has changed
    • Sixteen steps to create an effective Marketing/Sales System
    • Systems most important to your Success in Temp or Contract Staffing
  • LESSON NINETEEN: Create a Recruiting System

    • Create a repeatable recruiting process to recruit temporary workers or contractors
    • Systems which will have the greatest impact on your recruiting success
    • Learn candidate motivators to accept temp assignments or contracts
  • LESSON TWENTY: Design Marketing Materials

    • Review and update your marketing materials with temp or contract staffing
    • Realize most temp and contract staffing firm consistently make outside sales calls
    • Unique ways to market your services
  • LESSON TWENTY-ONE: Scripts and Effective Voice Mail

    • Effective recruiting scripts
    • Effective marketing scripts
    • Voicemail scripts that will be returned by temp or contract clients and candidates
  • LESSON TWENTY-TWO: Interview Techniques

    • Consistent interviewing questions and techniques
    • How to preclose throughout the interview process
    • Uncover real reasons candidates will make job changes
    • The benefits of courtesy interviews
  • LESSON TWENTY-THREE: Set Minimum Standards of Performance

    • Benefits of measuring activities
    • Important candidate and client ratios
    • Benefits of implementing accountability
  • LESSON TWENTY-FOUR: Internal Staff Needs and Training

    • How to set goals and objectives for temp or contract staffing
    • Determine your staffing needs which could include an outside sales rep
    • Hiring process and value of assessment tools
    • Train your new hires
  • LESSON TWENTY-FIVE: Write Fillable Business

    • Inside information from recruiting team to increase sales
    • Formula for success in this competitive candidate-driven market
    • Ten requirements for fillable business
  • LESSON TWENTY-SIX: Track Stats and Ratios

    • Critical stats to monitor
    • Activities to measure
    • Minimum results needed daily to attain or surpass goals
  • LESSON TWENTY-SEVEN: Decrease Problem Areas

    • Current candidate realities and challenges
    • Primary problem areas and solution
    • Implementation will increase sales and profits
  • LESSON TWENTY-EIGHT: Negotiate Pay and Bill Rates

    • Learn when clients will take advantage of you
    • How to effectively quote bill and pay rates
    • Twelve strategies to prove value of rates quoted
  • LESSON TWENTY-NINE: Increase Referrals

    • Steps to increase candidate referrals
    • Steps to increase client referrals
    • How reference checks can lead to referrals
  • LESSON THIRTY: Skill Selling

    • The process of skill selling candidates
    • Six Benefits of skill selling candidates
    • Master skill selling presentations
  • LESSON THIRTY-ONE: Pre-Close and Close

    • The preclose process
    • Anticipate issues
    • Closing strategies
  • LESSON THIRTY-TWO: Follow Up and Quality Control

    • Benefits of following up with clients
    • Benefits of following up with candidate
    • Effective follow up process
  • LESSON THIRTY-THREE: Temp or Contract-to-Hire

    • Learn how to sell this to clients
    • Learn how to sell this to candidates
    • How to negotiate the best conversion fees
  • LESSON THIRTY-FOUR: Nurture and Redeploy

    • Understand why your goal should be to become a lifetime career agent your candidates
    • Learn the five basic rules to follow when attempting to nurture a lifetime relationship
    • The three questions all candidates want answered
  • LESSON THIRTY-FIVE: Anticipate Trends and Embrace Change

    • Learn to anticipate change
    • Embrace change
    • Become comfortable with risk-taking
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