Course Outline

Direct Hire Recruiting Tutor

  • LESSON ONE: Introduction, Attitude & Goals

    • Intro – How to benefit the most from this training
    • The impact Attitude has on the success you will enjoy
    • How to set and attain goals set
    • The importance of KPI’s and knowing your stats and ratios

  • LESSON TWO: Closing and Pre-Closing

    • How to effectively close and pre-close from your first contact
    • Benefits of pre-closing throughout the entire Sales Process
    • Closing techniques that alleviate details from slipping through the cracks

  • LESSON THREE: Branding and Thirty Second Pitch

    • Learn WHY someone should utilize YOUR services vs. your Competition
    • Understand your firm’s branding, track record and reputation
    • Make a great first impression and master your 30 second pitch

  • LESSON FOUR: Effective Recruiting Presentations & Scripts

    • Presentations that will help you attract passive candidates
    • The Six most Powerful Words that result in recruiting “hits!”
    • Several Objectives when Recruiting

  • LESSON FIVE: Characteristics, Habits and Priorities of Top Producers

    • Characteristics and Habits of Top Producers
    • Where to Prioritize and Focus to obtain the highest ROI
    • Weekly Review to continually Improve Results

  • LESSON SIX: Planning, Time Management and Standards of Performance

    • Why Planning is the #1 Common Denominator of all Top Producers
    • Learn how to make Best Use of Your Time and eliminate Time Wasters
    • Standards of Performance for Average, Above Average and Great Recruiters

  • LESSON SEVEN: Repeatable Marketing Process – Part 1

    • Learn a step-by-step process to obtain better results
    • Follow a process that will prevent things from falling thru the cracks
    • Sounds better than your competition, regardless of your level of experience

  • LESSON EIGHT: Repeatable Marketing Process – Part 2

    • Position yourself as a workforce/workplace expert
    • Become the “recruiter of choice” in your niche
    • Measure results and make subtle changes to consistently improve results

  • LESSON NINE: Alleviate confusion by Sharing Expectations with Candidates

    • Share written expectations with every candidate
    • What each client can expect from you – adding your personal brand
    • What you need from them to find them their next career opportunity
    • How this helps you differentiate from competition and alleviates confusion

  • LESSON TEN: Voicemail and Email that Generate Responses

    • 82% of all email are NOT opened, learn what to writ so your email ARE opened
    • 90% of voice mail are not returned, learn a voice mail that is returned most of the time
    • Learn the importance of using all means of communication when recruiting
    • Understand WHEN to answer incoming email

  • LESSON ELEVEN: Get past even the most Challenging Gatekeepers

    • Gatekeepers screen out sales people, learn how to get your call transferred
    • Learn to make calls that are ALWAYS transferred
    • Techniques to align Gatekeepers

  • LESSON TWELVE: Overcome Client Objections

    • Learn why objections are buying signs or requests for more information
    • Understand the four categories of objections
    • Effectively overcome the most common client objections

  • LESSON THIRTEEN: Sourcing Top Talent and Passive Candidates

    • Understand why FREE sources are often better than PAID resources
    • Learn the number one way to identify new sources in your niche
    • Utilize technology to source top talent

  • LESSON FOURTEEN: Embrace Technology and Social Media

    • Write a LinkedIn Profile that is a mini sales presentation
    • Master your ATS or CRM System and utilize it 100% of the time
    • Become proficient in the technology being used by your candidates
    • Use Social Media to promote your expertise

  • LESSON FIFTEEN: Interview & Courtesy Interviews – Part 1

    • How the interview is the Foundation for the Recruiting Process
    • The importance of re-interviewing candidates
    • Why your interview must focus on the WIIFM of your candidates
    • How percentages impact your interview

  • LESSON SIXTEEN: Strategic Interview Questions

    • Reveal the real reasons for job changes
    • Uncover red flags and candidates who are “window shopping”
    • The importance of conducting a “general” vs. “specific” interview
    • Understand short and long-term career goals

  • LESSON SEVENTEEN: Improve the Candidate Experience (100% of candidates you attract)

    • Determine who had skills, stability and experience and who you won’t place
    • Provide Resources for these candidates, giving them something to do
    • Prevent incoming calls from least placeable candidates (90 minutes daily)
    • Increase referrals, improve social media posts and word of mouth advertising

  • LESSON EIGHTEEN: Master the Art of Matching Candidates to Opportunities

    • Clarify your candidates’ credentials and desired next career move
    • Understand your job orders, company, advancement potential, culture and benefits
    • Quantifying desired tasks and interest level

  • LESSON NINETEEN: The Art of Reference Checking

    • Effectively check business and personal references
    • Provide reference data to sell in your candidates to clients
    • Convert your reference checks into marketing presentations or leads

  • LESSON TWENTY: Effectively Market Top Talent

    • Benefits of marketing candidates
    • Ask placeable candidates where they want to work and why
    • Presentations to market candidates

  • LESSON TWENTY-ONE: Close to the “NO” on Money

    • Adhere to laws preventing you from asking current salary in some States
    • Know what offer your candidates will accept without hesitation
    • Pre-close on money after each step of the placement process

  • LESSON TWENTY-TWO: Effectively Present Jobs and Book the Candidate you Present

    • Use percentages to match like a Top Producer
    • Ask tough questions and hit red flags head on
    • Expect to book 100% of the candidates you present

  • LESSON TWENTY-THREE: Twelve Steps to Increase Send-Outs

    • Why Send-outs are the key to your success
    • Twelve steps to increase send-outs
    • The importance of knowing your send out to placement ratio

  • LESSON TWENTY-FOUR: Candidate Prep that helps Ace Out Competition

    • The value of the prep process
    • Candidate Prep – Part 1 and the most important question to ask before Part 2
    • Candidate Prep – Part 2

  • LESSON TWENTY-FIVE: Strategic Candidate De-Brief to fine Tune Search Efforts

    • How the Debrief benefits your candidate, you and your client
    • Questions to ask during your De-Brief
    • How sharing information improves your Prep Process and closing ratio

  • LESSON TWENTY-SIX: Extend a Comprehensive Job Offer

    • Clarify compensation offered, including possible incentives and bonuses
    • Understand value of benefits and other perks
    • Know timing of first review and raise

  • LESSON TWENTY-SEVEN: Advanced Negotiating Skills

    • How to prepare for negotiations
    • Successful negotiation strategies
    • Considerations during the negotiation process

  • LESSON TWENTY-EIGHT:Strategic Networking

    • Build your professional and personal network daily
    • Establish lifetime time relationships with candidates and reference checks
    • Provide information and benefits to your network

  • LESSON TWENTY-NINE: Handle Problems: Counter-Offers, No Shows, No Starts, Offer Turndowns

    • Reasons these problems areas are on the increase
    • Strategies to reduce counter-offers, no-shows, no-starts and offer turndowns
    • The importance of the 3 & 3 = 3 Formula
    • How and why to keep informed of other interview activity

  • LESSON THIRTY: Candidate Rapport and Trust

    • When and Why to develop candidate rapport and trust
    • How to develop candidate rapport and trustli>
    • Benefits of establishing candidate rapport and trust

  • LESSON THIRTY-ONE: Uncover and Share Client Leads with Sales Team

    • Learn how candidates obtained their last places of employment
    • Obtain inside information and company culture of all past employers
    • Ask what offers candidates have turned down and why

  • LESSON THIRTY-TWO: React faster by Pipelining “best business” candidates in advance

    • Benefits of knowing your best business
    • The Value of recruiting at least 90 minutes on all new Job Orders
    • TWhy you need to present the best talent FASTER than your competitors

  • LESSON THIRTY-THREE: Dramatically Increase Candidate Referrals

    • Learn a strategic candidate referral process
    • How to triple referrals
    • Improve the quality of referrals obtained

  • LESSON THIRTY-FOUR: Create Urgency with Candidates

    • The importance of TIMING in the Recruiting Process
    • Ten strategies to create urgency with candidates
    • Steps to improve the urgency in your recruiting efforts

  • LESSON THIRTY-FIVE: Use technology to create and maintain TOMA (top of mind awareness)

    • Automate steps in your recruiting process
    • Create top of mind awareness
    • Enhance your exposure online

  • LESSON THIRTY-SIX: The Value of a Consistent Follow Up Process

    • Critical follow up points throughout your Recruiting Process
    • Increase referrals of Top Talents
    • Improve retention of the candidate you place

  • LESSON THIRTY-SEVEN: Candidate Pet Peeves to Avoid

    • Seven habits to avoid
    • How to lose credibility and limit your success
    • Prove you treat recruiting as a Career NOT a job

  • LESSON THIRTY-EIGHT: Position yourself as a Lifetime Career Agent

    • Differentiate yourself from other Recruiters
    • Under-promise, over-deliver
    • Prove to Candidates you care, can be trusted and deliver what you Promise

  • LESSON THIRTY-NINE: Become the BEST LISTENER in the life of your Candidates

    • Why it’s not your job to agree or disagree with your candidates
    • Listen to Understand
    • Develop an outside/in approach to Recruiting

  • LESSON FORTY: Consistently Hit or Surpass Goals and Track your Ratios

    • Review your individual ratios and production
    • Determine your strengths and weaknesses
    • Commit to achieving daily results needed to hit or surpass goals set

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