Guide for In-Depth Recruitment Focus

For those on the team that are focused solely on the identification and attraction of candidates, this menu is specifically relevant. Episodes span from establishing candidate control to utilizing sophisticated search strings to source hidden candidates. This 12-meeting suggested syllabus can be implemented as frequently as you’d like – we would suggest one meeting per week for three months.

Download Syllabus Guide

Meeting 1

NLE TV Episode:  “Candidate Control”
Presenter:  Carol Wenom, Vice President of Whitaker
Episode Run Time:  56 minutes

Summary:  In this program, Carol presents ideas and processes to better manage candidates from initial conversation to the “real” closing.  She’ll show you how to make candidates work within your process, learn how to frame and ask the “tough” questions and ultimately find the perfect client fit for their career.

Possible Homework:  Revise your current Candidate Data Sheet, or create one if you do not have a form you are currently using.  Additionally, create a document that sets Mutual Expectations between the recruiter and the candidate, hopefully eliminating some of the opportunity for pitfalls down the road in the recruitment process.

 

Meeting 2

NLE TV Episode:  “Spotting Danger Signs”
Presenter:  Scott Love, Owner of Scott Love Associates
Episode Run Time:   25 minutes  (Part 1)

Summary:  Spotting the Danger Signs to detect future problems with Clients and Candidates is key to the success of your recruiting business.  In this content-rich session from industry expert and trainer Scott Love, you’ll learn to ask the right questions, the right kind of questions and how to use follow through dialogue to gain commitment from clients and candidates.

Possible Homework:  Create a document that you will use for the next week to help you better understand your Candidate’s Background, grasp a firm knowledge of his/her Uniqueness and Value, and know the Saleability of your candidate.  This could be something that you use to present your candidates to clients – it can also simply be used to help you better identify the areas you need to further explore.

 

Meeting 3

NLE TV Episode:  “Spotting Danger Signs”
Episode Run Time:   19 minutes  (Part 2)

Summary:  Above

Possible Homework:  Scott switched from the candidate side to the client side of the process, and identified some possible areas to spot some danger signs early on in the process.  The “Solid Search Assignments” in the Next Level Library has over 100 questions we can ask to take an effective Needs Analysis Profile.  After this meeting, have everyone on your team log on to the Next Level Exchange and click on the NLE Library.  Under “Search Assignments”, have each person spend time on the “Prioritizing Search Assignments” section of the Library.  There are multiple forms, client emails, and scripted dialogue that should be printed and brought to the next meeting; the group can discuss and troubleshoot different issues encountered when prioritizing search assignments.

 

Meeting 4

NLE TV Episode:  “Big Biller Secrets”
Presenter:  Christine Alan, Managing Partner at Kaye/Bassman International Corporation
Episode Run Time:   44 minutes

Summary:  Big Biller Christine Alan has built a successful career serving the pharmaceutical industry as an executive search consultant. She joined Kaye/Bassman International in 1989, and during her twenty-year tenure has placed hundreds of physician scientists from Associate Directors to Chief Medical Officers. Kaye/Bassman is the nation’s largest single-site search firm, achieving 2008 revenues in excess of $18 million, with Christine being consistently ranked as one of the top search consultants in the nation.  This Big Biller is sure to give you some immediate tips and takeaways to implement into your business – today!

Possible Homework:  Like Christine says, when someone is in a slump, it’s because they failed to work the fundamental numbers of our business.  For homework this week, find an accountability partner who can micromanage to help hold you accountable to execute the required daily and weekly activities that you know will ensure that you will have some strong success this week.  What should you measure?  Anything that you know will help keep you on track – daily connect time on the phone, number of recruiting or marketing presentations made, number of candidates recruited or fee agreements signed, or number of candidates sent out for interviews.  Make sure that you track on a daily basis and hold yourself accountable to the goals you set!

 

Meeting 5

NLE TV Episode:  “Critical Control Points”
Presenter:  Greg Doersching, Founder of The Griffin Group
Episode Run Time:  36 minutes  (Part 1)

Summary:  In this session, Greg presents his Critical Control Points, which is a set of best practices for the recruiting process.  Greg has tracked “problem” calls received over a span of 3 years and for 100 jobs.  In this presentation, Greg shares his 9 key areas of the Recruiting Cycle that become the Critical Control Points.

Possible Homework:  For some offices, planning is a ‘must’ and plans are checked every day.  For others, planning might look like a few names scribbled on a piece of paper.  Using Greg’s third Control Point, challenge yourself and your team to come in planned with at least 100 calls every single day.  You could host a special happy hour or lunch for all those who succeeded – and make sure to measure the results from the week prior (perhaps unplanned) versus this next week (planned and executed)!

 

Meeting 6

NLE TV Episode:  “Critical Control Points”
Episode Run Time:  36 minutes  (Part 2)

Summary:  Above

Possible Homework:  In Greg’s fifth Critical Control Point, he talks about the process of submitting candidates in a way that guarantees an interview.  Revamp your current method of candidate presentation over the next week.  If you think that the document Greg referenced is valuable, create something similar; if it wouldn’t be practical for your industry, devise a system that accomplishes the same mission in ensuring an interview.

 

Meeting 7

NLE TV Episode:  “Hypnosis Prognosis”
Presenter:  Neil Lebovits, President and Founder of The Dynamic Sale
Episode Run Time:  38 minutes  (Part 1)

Summary:  Neil dives into the REAL methods to close the deal by understanding the psychology of selling and human nature.  He’ll cover the power of hypnotic selling with power, persuasion techniques, conversation and exclusivity.

Possible Homework:  Based on what Neil just covered, take time to enhance your recruiting and/or marketing scripts to better emphasize the emotional facets of our opportunities.  Taking your list of the common features you sell, incorporate the emotional benefits that your audience will experience by moving forward in the process.

Meeting 8

NLE TV Episode:  “Hypnosis Prognosis”
Episode Run Time:  36 minutes  (Part 2)

Summary:  Above

Possible Homework:  Whether you committed to reaching out to past candidates you placed, clients you filled opportunities for, or candidates you didn’t place, your homework this week is to follow through on that commitment and secure some strong testimonials.

 

Meeting 9

NLE TV Episode:  “Big Biller Secrets”
Presenter:  Jeremy Sisemore, Founder of SearchPath International of Houston
Episode Run Time:   31 minutes

Summary:  Jeremy focuses on SAP Information Technology and the Oil and Gas industry.  Jeremy has been in executive search & talent acquisition for 9 years, with recognition as former Rookie of the Year with MRI in 2000.  Jeremy’s cash-in has been a mixture of consulting, staff augmentation, permanent placement, and retained fees.  Jeremy brings a unique perspective to your recruiting business. He calls the concept, “Thinking Like a CEO”.  He’ll share the 5 key aspects of “Thinking Like a CEO” to help you take your practice to the next level.

Possible Homework:  Jeremy says that Big Billers live on the phone – which is true.  So when does that leave time for research?  For homework, register on www.watchthatpage.com, www.google.com/reader, or a similar website that will notify you when changes appear on your tracked websites.  After registering, plug in at least 10 websites that you’d want to stay on top of.  This could be companies who have posted open positions, websites that have org charts or top executives listed on them, announcements on a client site, etc.

 

Meeting 10

NLE TV Episode:  “Big Biller Secrets” (continued)
Episode Run Time:   30 minutes

Summary:  Above.

Possible Homework:  Now that Jeremy has given some example scripts that he uses to set the stage for his introductory calls, create some of your own.  You can use the Quantitative Statements, Outlandish Statements, or Suggestive Statements just as Jeremy suggested.

 

Meeting 11

NLE TV Episode:  “Utilizing Today’s Technology to find A+ Candidates”
Presenter:  Mark Berger, Owner of Swat Recruiting
Episode Run Time:  41 minutes  (Part 1)

Summary:  Mark E. Berger has been in placement and staffing since 1979.  Although he still works a desk, he’s been more involved in supporting the technology-related recruitment efforts of others with books, webinars, and consulting services.  Simply put, Mark Berger IS our industry’s IT guru!  On an incredibly tough search, have you ever scoured your network list, solicited referrals from every candidate you’ve ever placed, and still had no success? Chances are your competition is utilizing more tools than you were – so make sure your toolbox has all the tools available!

Possible Homework:  This is a very technical episode that will require some outside work to fully implement the techniques that Mark covered.  Select two, just two, of the techniques from the first half of the episode that you’d like to explore further this week and research them thoroughly.

Meeting 12

NLE TV Episode:  “Utilizing Today’s Technology to find A+ Candidates”
Episode Run Time:  26 minutes  (Part 2)

Summary:  Above

Possible Homework:  Explore a couple of the distribution service sites that Mark previewed.  If this is not relevant for your area, spend some time learning how to fully maximize the search functions on social sites like LinkedIn.