Course Outline
Direct Hire Recruiting Tutor
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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LESSON TWENTY: Effectively Market Top Talent
- Benefits of marketing candidates
- Ask placeable candidates where they want to work and why
- Presentations to market candidates
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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
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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
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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
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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
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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
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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
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LESSON TWENTY-SEVEN: Advanced Negotiating Skills
- How to prepare for negotiations
- Successful negotiation strategies
- Considerations during the negotiation process
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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
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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
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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
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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
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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
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LESSON THIRTY-THREE: Dramatically Increase Candidate Referrals
- Learn a strategic candidate referral process
- How to triple referrals
- Improve the quality of referrals obtained
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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
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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
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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
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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
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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
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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
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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