Within The Brand, Recruiters will understand the importance of building an internal recruiting brand and not relying on the traditional definition of the term “brand.” Recruiters will develop a strategy throughout the recruiting cycle that aids in the development of a positive recruiting brand with both Hiring Managers and candidates. Recruiters will learn and apply six key principals that they must follow to develop an internal recruitment brand as the subject expert.
Understand the employment value proposition
Understand why there is often a mismatch between Recruiters and Hiring Managers
Understand the necessary steps to building strong relationships with Hiring Managers
Develop and implement key communication strategies proven to increase your credibility with each Hiring Manager
Within The Job, Recruiters will learn to go beyond the traditional job descriptions to understand what Hiring Managers really need. Recruiters will learn the necessary techniques to challenge Hiring Managers in order to aid them in developing a true understanding of the importance of skills versus years of experience. They will understand how to create raving fans from Hiring Managers by serving as the expert talent acquisition person that Recruiters were hired to be. Recruiters will learn to apply the proper questioning techniques necessary to lead each Hiring Manager in clearly defining and prioritizing position requirements in terms of specific skills, increasing Hiring Manager and Recruiter accountability in proper candidate selection.
Understand job description cautions and pitfalls
Utilization of key needs process and documentation
How to ask Hiring Managers the right questions to get the right profile
How to avoid common mistakes when taking the job order
Understand how to “lead” the Hiring Manager when taking the job order
Within The Hunt, Recruiters will learn how to develop a comprehensive sourcing strategy that further aids in developing an internal reputation with your Hiring Manager. Recruiters will learn the basics steps in leading managers. Recruiters will review the most common sourcing tools, their individual limitations, and their proper application. They will learn to apply the proper sourcing tools and learn how to leverage each properly to identify potential candidates. Recruiters will learn how to apply telephone sourcing techniques to improve effectiveness of traditional and web 2.0 sourcing tools.
Traditional networking vs. social networking and when to utilize each medium
Offline supporters vs. online supporters and their reasoning
Understand why so many sourcing strategies fail
How to create and effectively utilize sourcing strategy documentation
Building a library of sourcing tools/techniques/strings
Learn how to measure source of hire success
Within The Sell, Recruiters will learn common recruiting mistakes made at all levels of experience. They will identify and commit to memory the five basic sales steps that are the foundation of every successful Recruiter. Recruiters will apply each of the five sales steps in the recruitment process through extensive role playing and interactive situational examples. Recruiters will learn how to apply sales techniques and develop a strategy to identify the motivational drivers of each potential candidate without conducting an “interview”. Recruiters will learn how to leverage objections to turn not interested contacts into interested and engaged candidates.
How to write a compelling and concise message as a Recruiter
Understand your target audience: Why they quit
Understand the sales process
Using communication that works – how to be an atypical Recruiter
Overcoming objections – speed bumps vs. road blocks
Filling the need & presenting the opportunity
Within The Deal, Recruiters will learn the common mistakes made when presenting offers to final candidates. Recruiters will develop a road map to present compelling, emotionally based employment offers. Recruiters will understand the key phrase – “Candidates buy emotionally and justify rationally”. They will be able to apply the proper offer presentation techniques through role playing exercises that will increase candidate acceptance rates and decrease the candidate focus on compensation.
Understand the importance of emotional drivers of each candidate
Gaining commitment: Preparing for and presenting the offer
Sample pre-close scripts
Within The Quit, Recruiters will understand how to counsel each candidate on the common responses experienced during a candidate’s resignation. Recruiters will learn how to apply simple relationship-building techniques designed to encourage each candidate’s emotional attachment. They will apply proper communication techniques through role playing exercises to address the two primary post offer objections – “buyer’s remorse” and counter-offers.
Creating a counter-offer strategy
Effectively deal with potential counter offers from the candidate’s current employer
How to deal with buyer’s remorse and the 70/12 rule
Within The Start, Recruiters will understand the importance of the onboarding experience: Proving what you promised. Recruiters will learn steps to take for the new employee’s first day: preparations, paperwork, and technology. They will understand the importance of mentoring and creating emotional connections with co-workers upon entering an organization.
Understand the domino effect of onboarding: Boosting an organization’s future likelihood of success
Importance of emotional engagement, follow-up, paperwork and technology preparation