Course Aims

The art of recruitment excellence revisited. This is a practical and interactive day designed to send consultants and resourcers back to their desks with the tools, techniques and passion needed to excel once more.

If you have new starters who need a complete grounding in all the good practices within recruitment, or just need to re-inject existing colleagues with a fresh charge of soul-cleansing - this is the course you need. 

As always, this intense day is fun-packed and includes group exercises and interaction all the way.   

Course Summary

· The Optimum Mental Attitude for a Recruitment Consultant

The module is primarily about attitude preparation, and how to picture the successful sales call so intensely that it comes across in your vocal communication. This session focuses on the importance of understanding that preparation is everything. Rather than taking years to identify and filter out bad habits, why not systematically analyse your weaknesses and strengths now. Why not also identify what makes a super-league recruiter, and mirror them.

· Sourcing Potential Candidates 

  Having taken a full Job Order, the recruiter must now concentrate on sourcing  potential andidates for the opportunity. One method of sourcing suitable candidates is  the direct search or ‘head-hunt’ approach.

· Taking and Qualifying the Job Order

In order to succeed in the recruitment industry it is essential for us as recruiters to obtain thorough job descriptions from our clients – the more thorough and detailed the information we obtain, the greater our chances of successfully completing the assignment. In fact success within recruitment often comes down to knowing which job spec' is worth pursuing and which one we can leave as a complete non-runner.

· Effective Interviewing Skills    

It is essential that recruiters follow a carefully planned structure when interviewing candidates. This structure should enable you to obtain all the necessary information you require from the candidate and ensure that you maintain control and establish the criteria for measuring the candidate’s commitment.
 

· Managing the Process: Candidate Profiling

In order to avoid spending time on unnecessary interviews with candidates who do not, for one reason or another, come up to the specifications required, it is essential that the recruiter spend time properly profiling candidates prior to any face-to-face interview. As well as this, there is the matter of managing candidate expectations and getting to understand their possible response to potential forthcoming scenarios i.e "What would you do if your current employer counter-offered." Candidates send you their CVs for many more reasons other than looking for work!

· Managing the Process: Preparing the Candidate for Interview

One thing that a recruiter should never do is to assume that our candidates are fully ‘au fait’ with interview behaviour and techniques. Seasoned recruiters will have learned from experience how ignorant your candidates can be when it comes to many of the etiquettes of the interview process. With this in mind a very important part of the recruitment process, is ensuring that you have equipped the candidate with all of the techniques and motivation to give 110% at the interview.

· Managing the Process: Preparing the Client for Interview

That's right. As a recruitment consultant, this also falls under your remit. It sounds strange to suggest that the client will require preparation. However, just as many candidates are unaware as to how to act and react in interview situations, many interviewers have not been trained in correct interview techniques and are unaware of how to get the best from the candidate. It is a part of your role to smooth the way for both parties with a few tips and techniques at this stage.

· Handling the Resignation  

For the vast majority of recruiters the recruitment process is over once the candidate has officially accepted the offer from the client and has resigned from his/her present employer. Surely that’s the time to celebrate. WRONG!! Just because your candidate has accepted an offer from your client it does not mean that you should now relax and assume that the deal is done. Too many recruitment assignments fail because the recruiter thinks that he/she has now completed the assignment. The candidate resignation is one of the most dangerous stages in the whole process in so far as the recruiter is concerned and to control what happens at this stage we must address

the potential pitfalls much earlier in the process. As experienced consultants know, resignation and counter-offer scenarios should be addressed with the candidate at interview stage. It is too  late to address them for the first time at the resignation stage. 
 

· Telephone Skills: Setting Objectives for the Call

How much can I extract from any call? This session makes consultants realise that something valuable can be extracted from nearly every call, if approached in the right way.  The level of this ‘something’ will depend on many factors. The recipient of your call may just not be susceptible to a cold call today. However, with pre-planning and intelligent questioning, we can show that no call  has to be cold. A ‘research’ call or a ‘reference gathering’ call can be just as important in the sales cycle – and very often the same conversation turns very quickly to how you can help them with your services. We'll show you how to never make a 'cold' call again.

· Telephone Skills: Basic Research

This session highlights how research is an essential part of any successful call or client meeting.  We cover the basic aspects such as studying an annual report or going onto clients’ web sites before making the call. We also look into other areas such as search-engine analysis and looking at the archives of information sites like FT.com.  More sophisticated methods of researching are also looked into such as using Helpdesks and switchboards to build up an organogram of the company.

· CV Mirroring Exercise

Each CV is a treasure trove of information waiting to be discovered. We look at how CV mirroring techniques can help tremendously in extracting information about client’s infrastructure and technologies. Through a team workshop we show how much information can be extracted from a properly executed candidate interview or CV analysis.

· Closing Skills and Handling Objections

This very important module ensures that consultants are made aware of all of the classic mistakes during the sales process. Topics include ' Closing takes place throughout the sales cycle', ‘Hold back and Ask back’, and ‘Handling Rate/margin Objections’.

Exercise throughout the day 

End

       "Sheer inspiration and knowledge! I never expected to experience          

         recruitment skills training that could keep me focused and engrossed 

         throughout; Thanks in full to a passionate and entertaining presenter, and 

         great content.

Effective Sales Skills