*(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.
