The Recruiter Certification Program will provide both novice and experienced Recruiters with a comprehensive set of modules that cover the necessary techniques to improve their recruiting abilities, client management skills, and overall cycle management.

Basic introduction to understand what affects the recruiting landscape including the psychology of today's candidates and the different motivation behind candidate types.

The Recruiter Certification Program will provide both novice and experienced Recruiters with a comprehensive set of modules that cover the necessary techniques to improve their recruiting abilities, client management skills, and overall cycle management. Based on proven sales techniques, RCP is an interactive program delivered through seven primary modules, with ancillary modules covering additional topics such as advanced sourcing skills and performance metrics.

Results-Based Interviewing™ takes you beyond the traditional intake session and common interview process. Based on the principals of the Core 4, you will learn how to define the real performance based objectives of each position and implement a structured, consistent, and validated approach to assessing candidates. Results-Based Interviewing™ provide you with a proven approach to understanding the entire candidate including their head, heart, and KSA’ (skills).

Recruiting continues to evolve as generations and technology change. Although the ability to develop relationships remains a critical aspect of recruiting, how we initial approach candidates continues to evolve. In the 80’s we had the phone and the fax machine. In the 90’s the job boards and email were all the rage. In the 2000’s LinkedIn came on the scene and forever changed the recruiting landscape. Although the tools were different, the one thing all of these had in common was that they focused exclusively on OUTBOUND messaging. Sure, we got faster with our ability to send potential candidates a message, but as recruiters, we still drove the messaging. Today, recruiting must include both OUTBOUND and INBOUND candidate strategies. Leveraged by marketers to drive potential buyers, funnels are a key tool that recruiters need to leverage to drive more candidate engagement, save precious time, and deliver greater results.

Recruiting continues to evolve as generations and technology change. Although the ability to develop relationships remains a critical aspect of recruiting, how we initial approach candidates continues to evolve. In the 80’s we had the phone and the fax machine. In the 90’s the job boards and email were all the rage. In the 2000’s LinkedIn came on the scene and forever changed the recruiting landscape. Although the tools were different, the one thing all of these had in common was that they focused exclusively on OUTBOUND messaging. Sure, we got faster with our ability to send potential candidates a message, but as recruiters, we still drove the messaging. Today, recruiting must include both OUTBOUND and INBOUND candidate strategies. Leveraged by marketers to drive potential buyers, funnels are a key tool that recruiters need to leverage to drive more candidate engagement, save precious time, and deliver greater results.