Course Outline

Talent Acquisition Tutor

The 10-lesson comprehensive curriculum teaches the talent acquisition process from A to Z. Whether you need training for a rookie recruiter or a tenured talent acquisition team, there are strategies that will make them more successful.

TALENT ACQUISITION TUTOR OUTLINE

LESSON ONE:          

ATTITUDE

  • Traditional Learning Model vs. Effective Learning Model
  • Impact of your attitude
  • How to get the greatest ROI from this training

GOALS

  • Trends in your favor
  • How to set goals and attain goals set

BEST USE OF TIME

  • Your ATS or CRM
  • LinkedIn profile
  • Voicemail
  • Best use of your time

 

LESSON TWO:   

CLOSING & PRECLOSING  

  • Closing and preclosing techniques
  • Preclose from your first contact
  • Sample preclosing scripts
  • Closing techniques that alleviate details from slipping through the cracks
  • Thirteen steps that track information and fine tune your closing skills

 

LESSON THREE:               

INTAKE

  • Thirteen areas addressed during intake meetings
  • Benefits of the intake meeting for your hiring managers, candidates, and you
  • Five preparation steps for your intake meetings
  • Ten categories of intake questions
  • Sample intake questions for each category – (Library of Tutor)

ESTABLISHING RAPPORT

  • Five steps after the intake meeting to establish rapport

 

LESSON FOUR:        

SOURCING PASSIVE CANDIDATES

  • Primary functions of sourcing
  • Difference between surface and deep web
  • Exact words and quotation marks
  • Professional associations or conferences
  • Twelve most common objectives of sourcing
  • Seven step guide to create a sourcing strategy
  • #1 way to identify new sources
  • Boolean logic
  • How to use LinkedIn to source talent
  • Proactive vs. Reactive sourcing

 

LESSON FIVE: 

RECRUITING PASSIVE CANDIDATES   

  • Passive candidates represent 85% of the workforce
  • Objectives of recruiting passive candidates
  • Six steps to prepare for your recruiting presentations
  • The recruiting process
  • Recruiting presentations that attract passive candidates
  • Five basic rules of recruiting
  • Voicemail scripts
  • Overcoming candidate objections (samples and responses)

 

LESSON SIX: 

INTERVIEWING

  • Ten questions to reveal hot buttons of candidates
  • The importance of reinterviewing candidates
  • Probing questions
  • Effectively negotiate
  • Focus on the WIIFM (What’s In It For Me) of your candidate
  • Strategic interviewing
  • Quantify to Qualify

DEVELOPING CANDIDATE RAPPORT

  • Tips to develop rapport and trust
  • Three benefits in developing rapport and trust

 

LESSON SEVEN: 

MATCHING

  • Clarify your candidates’ credentials and desired next career move
  • Eight actions to fine tune your matching abilities
  • Quantify desired tasks and interest level

NEGOTIATING

  • How to prepare for negotiations
  • Negotiations are constant throughout the recruiting process
  • Successfully negotiate with candidates are determined by your abilities
  • Ten negotiation strategies
  • Considerations during the negotiation process

 

LESSON EIGHT:                

PRESENTATIONS

  • Effectively present jobs and book candidates you present
  • Use percentages to match like a pro
  • Effectively present opportunities to your candidates
  • Effectively present candidates to your hiring managers

PREP

  • Value of the candidate prep process
  • Three elements needed to conduct an effective candidate prep
  • Two kinds of preps
  • Two specific parts of a candidate prep
  • Benefits of a candidate prep
  • Elements needed to conduct an effective hiring manager prep
  • Benefits of a proper hiring manager prep

DEBRIEF

  • Strategic candidate debrief to fine tune your search efforts
  • How the debrief benefits your candidates, hiring managers, and you
  • Questions to ask during your candidate debrief
  • Questions to ask during your hiring manager debrief
  • How Information improves your prep process and closing ratio

 

LESSON NINE:  

STRATEGIC NETWORKING

  • Build your professional and personal network daily
  • Three effective networking strategies
  • Establish lifetime relationships with candidates and reference checks

EMPLOYEE REFERRALS

  • Dramatically increase employee referrals
  • Strategic candidate referral process
  • Triple referrals
  • Improve the quality of referrals

 

LESSON TEN: 

PROBLEM AREAS

  • Solutions to dramatically reduce counter offers accepted
  • Solutions to dramatically reduce no shows
  • Solutions to dramatically reduce no starts
  • How and why to keep informed of other interview activity
  • Reduce ghosting

FOLLOW UP

  • Benefits of following up
  • Candidate follow up
  • Hiring manager follow up

NURTURING

  • Nurture your new hires
  • Nurture your hiring managers
Good-as-Gold-logo-WHITE

We care about your success. You can trust that every training resource and program have provided results for our clients.

ADDRESS

Good As Gold Training
6686 Van Buren Place Merrillville IN 46410

Sales Inquiries