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 Techniques

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

  • LESSON THREE: Branding, Thirty Second Pitch and Differentiators

    • 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: Repeatable Recruiting 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
    • Sound better than your competition, regardless of your level of experience

  • LESSON FIVE: Repeatable Recruiting 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 SIX: 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 SEVEN: Proactively Recruit Passive Candidates and Scripts

    • Presentations that will help you attract passive candidates
    • The six most powerful words that result in recruiting hits
    • Several objectives when recruiting

  • LESSON EIGHT: Overcome Candidate Objections

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

  • LESSON NINE: Interviews and Courtesy Interviews

    • 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 TEN: Strategic Interviewing

    • 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 ELEVEN: Alleviate Confusion by Sharing Expectations with Candidates

    • Share written expectations with every candidate
    • What each candidate 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 TWELVE: 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 THIRTEEN: Uncover Client Leads

    • 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 FOURTEEN: Get Past Even the Most Challenging Gatekeepers

    • Gatekeepers screen out salespeople, learn how to get your call transferred
    • Learn to make calls that are always transferred
    • Techniques to align gatekeepers

  • LESSON FIFTEEN: Voicemail and Email that Generate Responses

    • 82% of all email are NOT opened, learn what to write 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 SIXTEEN: 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 SEVENTEEN: Master the Art of Matching

    • 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 EIGHTEEN: 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 NINETEEN: Effectively Market Top Talent

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

  • LESSON TWENTY: 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-ONE: Effectively Present Jobs and Book the Candidates 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-TWO: 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-THREE: 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-FOUR: Strategic Candidate Debrief to Fine Tune Search Efforts

    • How the debrief benefits your candidate, you, and your client
    • Questions to ask during your debrief
    • How sharing information improves your prep process and closing ratio

  • LESSON TWENTY-FIVE: 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-SIX: Advanced Negotiating Skills

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

  • LESSON TWENTY-SEVEN: 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-EIGHT: Handle Problem Areas

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

  • LESSON TWENTY-NINE: Candidate Rapport and Trust

    • When and why to develop candidate rapport and trust
    • How to develop candidate rapport and trust
    • Benefits of establishing candidate rapport and trust

  • LESSON THIRTY: Planning, Time Management, 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 THIRTY-ONE: React Faster by Pipelining Candidates

    • Benefits of knowing your best business
    • The value of recruiting at least 90 minutes on all new job orders
    • Why you need to present the best talent FASTER than your competitors

  • LESSON THIRTY-TWO: Dramatically Increase Candidate Referrals

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

  • LESSON THIRTY-THREE: 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-FOUR: 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-FIVE: The Value of a Consistent Follow Up Process

    • Critical follow up points throughout your recruiting process
    • Increase referrals of top talent
    • Improve retention of the candidate you place

  • LESSON THIRTY-SIX: 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-SEVEN: 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-EIGHT: Become the Best Listener in the Life of Your Candidate

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

  • LESSON THIRTY-NINE: 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

  • LESSON FORTY: 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

PRODUCTS

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