Course 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