25 essential steps in a successful placement. This is 'full cycle' recruiting.
Recruiting: Exactly what to say to gain candidates’ cooperation and set yourself apart from other professional Recruiters. (Critical to your success!)
Sourcing: Discover how to ‘cherry pick’ the best candidates for your client.
Possibly the Best Secret: Less than 20% of all Recruiters know how to use third party referrals to find the best candidates- this is what true “Head Hunting" is all about (and will cut your sourcing time in half). Understanding how to approach 'passive' candidates will help you make all the placements you desire.
How to manage and control every phase of the process.
BONUS: How to get great job orders, present your fee, and how to prepare your contract.
Practical tips that will save you time and make you money.
Negotiation strategies that unite clients and candidates.
13 strategies to save a deal from a counter offer.
25 interviewing tips to keep you in charge and help close the deal.
Secrets to uncovering essential information from references.
Proven strategies and exactly what to say and do to keep candidates and clients on track toward the placement.
Interviewing questions, tactics, tips designed to keep you in control.
Exactly how to conduct a ‘send out’ and capture the key info afterward (debriefing) to make your sale!
Setting up 2nd interviews to create more solid relationships.
The Best way to convey an offer so it gets accepted!
How to prepare your candidates to resign. Make it quick and painless!
Negotiation tips that work.
Get that check!
Finally, learn how and why it’s important and worth big dollars to follow up with clients and candidates after the start date. Return to Home Page
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Important Note:
Full cycle recruiting, third party referral sourcing, traditional Head Hunting, and Executive Recruiting are all terms for the methods and strategies covered in this powerful Top Recruiter Secrets e-Manual.
In the past 10 years there have been many attempts by big and small companies to compartmentalize the various functions related to the recruiting process. Many of the efforts have hindered placement efficiency rather than enhancing the process. (A good thing for us!)
I bring this up because the title of "recruiter" has been diluted and occasionally villified. For example, recently a collegue who recruits in the pharmaceutical industry spoke to the Head of Operations for the western U.S. of a national chain and was met with a tone of hostility. Why? Because this guy was sick and tired of Recruiters who "wasted his time" by sending out candidates who didn't even come close to meeting their specified requirements.
My friend, who has many years of experience, managed him like a puppy, and got a large exclusive by demonstrating her expertise with finely honed, intelligent questions.
Why should you care about any of this?
Because when you realize what all the steps in a placement encompass, and you know how to execute each step, the mystery many have made recruiting to be, evaporates.
You'll find yourself capable of handling each step and also start to realize, (if you haven't already) what your earning potential is....and you'll be justified in doing "the Happy Dance".
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