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