The Original TBMG Audio Series

*(Training Note:  My training is based on "The Marshall Plan" developed and refined over a lifetime of professional recruitment training and working with many of the industry's elite.  It is available for groups, or on a "one-on-one" basis.  It is available in-person or over the telephone.  Whatever you choose, I will custom tailor the training to meet your demands.

Below, from the synopsis of my audio training series, are some of the topics I can cover with you.)


SYNOPSIS OF AUDIO SELECTIONS
 

 
1.  The Year Of The Candidate Turndown – The Process
 
Introduction to the series.  Overview – How to stop candidate turndowns
 
Short coverage of:
Indirect Recruiting (#24)
Posturing (#35)
Education of your Candidate (#35)
FABing your Candidate (#2)
Exchanges of Cooperation (#9)
Critical Information (#13)
Eight Point Candidate prep (#12)
Agenda Closing (#6)
Multiple Interviews with Multiple Candidates (#34)
Dead Horses (#14)
 
2.  The Marketing Presentation – An Evolutionary Study 

Preamble:
1.  Don’t market for openings
2.  Penetrate companies at the highest levels
3.  Be creative and listen effectively

Telesearch Canons
Evolution of the presentation
Explaining the FAB presentation
Twelve questions to ask yourself before completing your FAB
 
3.  The Qualifier Position Profile (Job Order)
 
Ways to achieve higher quality JO’s through qualifying

The six points: 
1.  Contact Information
2.  Duties and Responsibilities
3.  Salary and Fee ($ and %)
4.  Hiring Process
5.  Rifle Shot Recruiting
6.  Personalities of the Hiring Manager
 
4.  Sales Linkage – The Quick Way To Make a Quality Presentation 

Non-adversarial approach to determine if objections are real or imagined
 
5.  NLP – Elegant Communication For The Recruiter
 
Determining whether people are visual, auditory, or kinesthetic and changing “chameleonishly” to match how they process logic – through pacing and using their words - to sell more effectively
 
6.  Agenda Closing
 
Setting up the interview at the outset so that you have something to close against when the interview is ending
 
A way to train both sides on how to interview
 
7.  Negotiating Techniques 

Definition of negotiation

The three crucial elements:
1.  Information
2.  Time
3.  Power

Styles
“Psyticements”
 
8.  Motivation – The Peaks Versus The Valleys 

The Twenty Attitudinal “IF’s”
Recruiter Motivation
Stress and Stress Management
Slumps
 
9.  Exchanges Of Cooperation For Hiring Managers and Candidates 

Asking for commitments
Educating both sides
 
10.  Role Playing – Standard & Situational 

Standard:
1.  Don’t look at one another
2.  Don’t do so often that you leave your game on the practice field

Practice overcoming the standard objections

Situational:
1.  People are assigned to play the various roles so that they can better understand the other’s position
 
11.  The 30% Fee - Alternatives                                         

How much it costs to hire
Reduction for a trade-off
$ Versus % amount of fee
Different fees based on different candidate experience
The Mini-retainer
The Regular retainer
The Sales fee
 
12.  The Eight Point Candidate Prep 

For Candidate interview prep and to avoid candidate turndowns
 
13.  Critical Information To Establish Urgency 

Urgency equals success in recruiting
Counteroffers
 
14.  Dead Horses And When To Stop Beating Them 

Dead Horse employers and Dead Horse candidates
 
15.  The Resume Defrocked 

All of the reasons why resumes don’t work
1.  Mistakes of form
2.  Mistakes of substance

Ways to overcome the resume objection

16.  Monitoring Systems For Top Production 

Goals - Daily, Quarterly and Yearly
Must be written down

Hot Sheet
Daily Chip Board
100 Point Sheet
 
17.  Modularization, Blitzing and Focus 

Syndromes of failure
Compartmentalize your day
Blitz within the compartments
Don’t chase after time that has passed you by
Focus on your own desk – your own work
 
18.  Surgical Marketing and Surgical Recruiting 

The rifle shot approach for candidates and companies (what they will buy, when they will buy it and why)
1.  Marketing
2.  Recruiting

Spouse home phone call
 
19.  The Key Account and The Personal Visit 

A way to quicken the rapport building process
Reasons why we make Key Account Calls
The structure of this visit
Taking responsibility for our own desk
 
20.  Building Rapport – The Non-Adversarial Relationship 

The “double pyramid” analogy
Elements of Rapport:  Like, Believe, Trust and Understand
Being NLP-sound
Making people feel important because they are important
Recruit all of your hiring managers
 
21.  Planning & Organization 

Time management
Break your day into manageable segments
Execute your plan
 
22.  In-Office Training With The Hiring Managers 

Have your hiring managers in to see your operation and better develop your local marketplace
Hiring managers conduct structured morning meetings
 
23.  Managerial Interchanges 

Managers visit each other’s offices quarterly
1.  Structured for results
2.  Topics
3.  Working manager’s daily plan
4.  Comments from two top producing managers
 
24.  Recruiting The Candidate 

Direct
Indirect
Recruiting calls for “name gathering”
 
25.  Goals – Short, Medium and Long 

Must be written down and believable
Daily/hourly
Quarterly
Yearly
 
26.  The Concept Of The Tandem Desk 

Position description for a recruiter
Procedures
Splits
Risks
What JO’s are hot and “splitable?”
 
27.  How To Squeeze The Most Out Of Each Call 

Selling is telling the truth in an attractive manner
Questions to ask
Indirect Recruit, Direct Recruit, Indirect Marketing, Direct Marketing Presentation
How to get things done
How to get the most out of life
 
 28.  Closes and The Closing Room 

The power of risk taking
Types of closes
Structure of the closing room
 
29.  Love 101 

Potpourri of quotes from motivational people
 
30.  The Ratios and Daily Expectations 

Activity measurements from ground zero to one year
Ways to isolate problems through understanding ratios
 
31.  The Interview As A “Demo” 

Our perception of what we do and company’s perceptions of what we do
Word conversions (saying what you mean)
 
32.  The Guarantee Period – Alternatives 

Variations:
No guarantee
30-day refund
30-day refund/replacement
30-day replacement
90-day prorated refund/replacement
1 year prorated replacement chit
 
33.  Visualization 

A way to get into your mind the positive outcome of a situation before the outcome takes place
Object situations
Increasing the “on” switches in your brain
 
34.  Multiple Interviews With Multiple Companies 

Amplifying your chances for success
Creating the fear of loss scenario
 
35.  Education, Mind Set and The Presentation 

The presentation and the singles bar
Posturing and the right attitude
What it costs to hire through ads
 
36.  Knowledge Deficiencies Versus Execution Deficiencies 

A historical perspective
A short review
Recruiter self motivation
Recruiting as a career
 
37.  Questioning Techniques 

Controlling the conversation with questions
Effective listening and listening skills
 
38.  The Friday Close and White Heat 

The Buy Line and White Heat
Chicken-track sheet
Closing (Y, N, 2nd) with the right attitude based on the principle of the equilateral triangle
 
39.  80:20/20:80 or Die

Small and medium-sized companies don’t have the infrastructure in place to combat you – this is your primary target market
 
40.  Don’t Let A Higher Authority Write Your W-2 

Working backwards to establish hourly requirements
Ways to increase production
Pitfalls
 
41.  Qualities Of The Winners 

Intelligence, creativity, corporate maturity, etc.
Case studies
 
42.  Techniques Of The Super Stars 

A compendium of the top techniques
 
43.  Your Desk As A Manufacturing Plant 

Explains, through an analog, what we recruiters do for a living – emphasizing SO’s and decisions
 
44.  The Concept Of The Inverted Cones 

Energy versus Knowledge
Why we start and the natural progression to the “Powerbroker” area
 
45.  The Three Ways That We Work 

1.  Out work -- long hours and burnout
2.  Out think – how we work smart
3.  Out last – success through osmosis

Time Compression
Pre-closing and pre-qualifying
Wrap-up of this audio series
 
 
Suggestions:  Although the audios are designed for everyone to listen to, here are some ideas on groupings – keep in mind, each selection should be listened to twenty-one times for maximum benefit.
 
Primarily for Managers/Owners:  11, 23 & 32
For Managers/Owner:  10, 16, 22 & 26
For Tenured Recruiters:  1, 5, 7, 8, 12, 14, 18, 19, 25, 27, 29, 31, 33, 34, 36, 39, 40, 41 & 42
For New Recruiters:  2, 3, 4, 6, 9, 13, 15, 17, 20, 21, 24, 28, 30, 35, 37, 38, 43, 44 & 45
 
 
 
   
 

    Bob Marshall © All Rights Reserved
247 Bryans Drive ♦ Suite 100 ♦ McDonough, GA ♦ 30252-2513 ♦ (770) 898-5550