Guide For New Hires

This syllabus is a perfect fit for those new or newer hires within your organization.  Episodes span from an overview of the entire search process to Rookie Big Biller Secrets from future superstars in the industry.  This 12-meeting suggested plan 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:  “Recruiter Attention Deficit Disorder (Recruiter ADD)”
Presenter:  Jeff Kaye, CEO of Kaye Bassman International Corporation
Episode Run Time:  26 minutes  (Part 1)

Summary: In today’s information environment, knowledge is critical and attention is the currency. Directing our attention in the right places and for the right amount of time is the key to effectiveness. In this information-packed presentation, Jeff will share 10 best practices that when implemented, will significantly increase your efficiency and effectiveness. This presentation is a must-see for anyone who wants to achieve peak performance on a consistent basis.Possible

Homework:  Take the Daily Planner Log that is provided and create a “Time Chunking” Log that you will utilize on a daily basis.  Block similar activities together to utilize efficiency, create enough blocks for admin/research activities, and stick to it!

Meeting 2

NLE TV Episode:  “Recruiter Attention Deficit Disorder (Recruiter ADD)”
Episode Run Time:  31 minutes  (Part 2)

Summary:  Above

Possible Homework:  When we talk about “Planning to Plan,” the first step Jeff covers is to create a yearly strategic business plan and revisit every quarter.  In the facilitation guide is an example that you can use to fill in your own numbers for this past year, and projecting into the current year.  Start first with what you want to accomplish, and work backwards to break down into daily measurable goals.
1.    What would you like to W2 this year?
2.    What is your average fee?
3.    How many placements would you need to make to hit your desired income?
4.    What is your sendout to placement ratio?
5.    What do you need to do on a daily basis to achieve your desired number of placements?

Meeting 3

NLE TV Episode:  “THINK 360°”
Presenter:  Ira Bershad, Managing Partner and Practice Leader at Kaye Bassman International
Episode Run Time:  30 minutes  (Part 1)

Summary:  In an ever-changing industry such as recruiting and search, new ways to gain a competitive edge are all around us. With technology and new communication tools growing in popularity, one factor is still the most critical – your ability to be aware, and manage, all of the parts of the recruiting process. This total awareness and mastery of the process is what we call THINK 360°. The THINK 360° recruiting philosophy is a Relationship Approach; based upon building business from every participant’s perspective in the process.

Possible Homework:  Ira covers several areas to explore to avoid possible problems in the future.  Take the main areas – reasons for leaving, career goals, and family, and come up with a list of probing questions for each category.  Peel back the onion – start with the most obvious question (i.e. “what is your primary purpose behind making a move?”) and create questions that allow you to peel back just a little further.  Do this for any additional categories of questions that are relevant to your recruitment process.


Meeting 4

NLE TV Episode:  “THINK 360°”
Episode Run Time:  32 minutes  (Part 2)

Summary:  Above

Possible Homework:  Ira discusses the importance of Prepping and Debriefing both your candidates and clients.  At this stage in the process, we should leave nothing to chance, and it’s critical to have a well put together form that helps you ask the right questions and not leave anything out.  Use the supplements beneath the episode to get you started in creating your own Candidate and Client Debrief Forms.


Meeting 5

NLE TV Episode:  “Rookie Big Biller Secrets”
Presenters:  Christian Claudio and Taylor Daniel
Episode Run Time:  40 minutes

Summary:  Christian and Taylor are two Rookie Standouts from Kaye/Bassman International.  Both joined the firm in mid-2008 with no relevant search experience, with Taylor billing $320,000 in his first 12 months and Christian billing $348,000 in his first full year.  Christian specialized in the Physical Therapy Practice, and Taylor specialized in Oil & Gas.

Possible Homework:  Both Christian and Taylor talk about the importance of staying accountable to metrics, especially early on in your career.  Do you have your own each week? How dedicated are you to those measurables? What happens if you forget or fall short?  For the next week, find an accountability partner who will help you meet whatever goals you set for yourself.  Just start with one week – see if you can choose not to leave each day without hitting your daily goal!


Meeting 6

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 7

NLE TV Episode:  “Managing Resistance”
Presenter:  Helene Buchanan-Dunne, Senior Director of Training at Next Level Recruiting Training
Episode Run Time:  29 minutes  (Part 1)

Summary:  One of the first lessons we learn as recruiters (and some say the hardest) is that we hear the word “no” on a daily basis. “No” comes to us in a variety of subtle and not-so-subtle ways. Here’s the big news – “no” typically does not mean “I will not work with you”. Resistance can actually be an opportunity for more business. In this session Helene will discuss the four types of resistance, setting the standards of the hiring authority/recruiter relationship, and how to uncover the “real” resistance.

Possible Homework:  What is your value proposition to clients?  What do you do that other recruiters don’t?  What can you say about the services you provide, track record, or placement statistics that other recruiters can’t use?  Create your commercial that can be used as a response to the question “why should I use you” from prospective clients.  Role play with other team members and make sure that your commercial is truly one that separates you from your competition!


Meeting 8

NLE TV Episode:  “Managing Resistance”
Episode Run Time:  32 minutes  (Part 2)

Summary:  Above

Possible Homework:  Helene covers several possible resistance statements that you might encounter while marketing.  Utilizing the “Marketing Objections and Rebuttals” section of the Next Level Exchange, re-script the top 5 marketing objections you face most often.  There are 21 marketing objections in the Library – from “we don’t have any needs” to “you need to call HR” and everything in between, use these rebuttal examples to help get you started!


Meeting 9

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 10

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 11

NLE TV Episode:  “LinkedIn for Recruiters”
Presenter:  Mike O’Neil, Founder of Integrated Alliances
Episode Run Time:   37 minutes  (Part 1)

Summary:  Mike is currently linked to over 28,000 contacts and has educated 10,000+ people, companies and groups in hundreds of public and private workshops and webinars. In this session, Mike will help you and your company be successful with LinkedIn, including an overview of social networks and social media, how to setup your LinkedIn profile, tips on building your network, and marketing tips.

Possible Homework:  Using the tips from Mike and the step-by-step guide included with the Episode, create or update and refresh your LinkedIn Profile.  Make sure to hide your contacts, include a professional photo, and secure some recommendations!


Meeting 12

NLE TV Episode:  “LinkedIn for Recruiters”
Episode Run Time:   35 minutes  (Part 2)

Summary:  Above

Possible Homework:  Now that you’ve gotten started on your LinkedIn Profile, make it your mission to invite 100 candidates or clients to join your network in the next week.  They might not all accept – but reach out to at least 100 to get your connections started.  Make sure you have a strong profile before you start your invites – people will make a quick professional judgment based on the strength of your LinkedIn page.