Delivery Consultant Programme
Discover the content of the full programme here:
Getting Ready
An introduction to Jeremy who will be your Rookie’s coach and mentor throughout the Rookie2Recruiter programme.
Defining what the job really means and how important delivery is to the clients of your business and the team. This is far more than being “just” a resourcer.
Clarity on what it is going to take to succeed in recruitment. The fundamental to success is a blend of mindset, attitude and action. It’s important that rookies recognise how important energy is – the more they put into the job, the more they get out of it.
This progamme is designed to provide support to rookies as they learn on the job. To get the most out of it requires purposeful practice of the content – applying the thought processes and tactics to create good habits and behaviour.
Sharing the big picture so rookies understand what they are working towards and how important the early phases of the resourcing journey are to the achievement of successful outcomes.
The Recruitment Process – Activities
We want your rookies to be contributing early. We share how to understand a job and interpret it into a search to find and engage talent. Make sure your rookies have a job to work on (practicing on a legacy job to refine Boolean can help too).
The rookie2recruiter programme presents content for both permanent and contract recruiters. There are nuances when resourcing for permanent candidates that are refelected in this session
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As with the session on permanent, there are thought processes for resourcing contractors reflecting that you are searching for professional job seekers who can be sharper and shrewder in how they interact with recruiters.
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Finding Candidates
Categorising the candidate lifecycle across five stages – Not looking, passive, tip toe, active employed and active unemployed. Rookies will learn how to recognise how active candidates are and how to engage with them in conversation.
Given the amount of choice that exists (multiple platforms, job boards, social sites plus in person networking opportunities) it’s important your rookies know the most effective channels to use to find people for your market. Make sure your rookies know which platforms they should be prioritising to find talent.
Boolean is a simple concept that, when deployed correctly, can help recruiters find good quality candidates – sometimes hidden talent that others cannot find. Rookies will have a guide to Boolean to download, including a guide to interpreting job specs to create search strings.
Upping the level of Boolean search can help target searches better to create targeted lists of prospects. Adjusting searches to reflect the donor companies we are targeting combined with more derivatives of keywords produces better quality call lists and targets to engage with.
Linkedin is a consistent source of people for recruiters in numerous markets. Getting good at searching to find the right people requires multiple searches to be done. Searching with high levels of keywords will reduce the number of positive results as not every potential candidate has completed their profile in full.
Engaging Candidates
Getting rookies into following the right structure for a conversation creates a wireframe for them to develop skill. The shared structure is exactly that – a flow to a good conversation rather than a script. Rookies should practice this structure to develop muscle memory.
Candidate Conversation Activities
Good adverts attract talent. Learning to write an advert that speaks with the reader, like most things, requires practice and review. Get your rookie writing adverts to post on your website and job boards to help them develop the right structure.
Mailshots sent to your own CRM can increase traction, support phone campaigns and regenerate candidates into placement circulation. To help them implement this make sure that you’ve shared how to search and then mail the results using your CRM.
How to craft compelling direct messages – the structure shared in this module will help rookies to write compelling messages on Linkedin (DM and inMail), via email and other social platforms. A skill to hone that increases responses and reduces the time to attract good candidates.
Sending Direct Messages – Activities
A classic approach to the oldest form of recruiting in the world. When rookies get good at generating referrals it opens up channels to find candidates who are invisible to competitors. The golden rules combined with the exercise to craft their own top 10 questions to generate referrals will provide ample practice opportunities.
The Art of Generating Referrals – Activities
Recruiters can get over fixated on finding CVs – the right skills, qualifications and location that match the role. When recruiters start to chase and place CVs the level of buy in and relationship drops and ghosting rises. This lesson focuses rookies on getting to know the person, not just the candidate.
A great module focusing rookies on presenting opportunities with relevance. When they are well briefed on the role, the client and what makes the employer standout rookies have everything they need to get more candidates on the hook. Regular roleplays with rookies on how they will present jobs ensures you know how well they understand the jbo and its value propositions.
Selling Jobs to Candidates – Activities
Assessment and Qualification
Full qualification call structure supported with good quality qualification questions. This module is then further supported with the sessions on assessing capability, motivation and suitability.
How good are your candidates? Skills being present on the CV and 5 years’ experience does not automatically mean the candidate is good at what they do. Tenure does not equal capability. Rookies are shown how to dig deeper to understand the contribution and capability of the candidates they qualify.
We want rookies to identify motivation early in the process and to avoid hearing only what they want to hear. This module gives rookies the tactics to dig deep into why candidates are looking and what potential dealbreakers could be for each individual they talk to.
A two way process to ensure that the job is right for the candidate and the candidate is right for the job. The balance of the two creates the opportunity to create better presentations of talent and increase placement success.
When a candidate can see hear and feel that the job is right, it becomes easier to move them forward through the process. This module shares with rookies how they can showcase to candidates how strong the match is to increase commitment and anticipation.
Most recruiters write coversheets or call clients to present talent. Few know how to do this effectively and rely on passion and opinion. The real skill to develop is the ability to showcase evidence for recommendation. We recommend you get your rookies presenting talent bases upon evidence, to you, every time they find a good candidate.
The by product of good conversation is insight and leads. With a question stack to support them, rookies have big opportunities to contribute to the sales process in your business with quality leads. This is an under practiced skill in may agencies (measured by results rather than attempted conversations).
Placing People Into Jobs
A walkthrough of the entire process – from job qualification to aftercare.
A walkthrough of the entire process – from job qualification to aftercare.
A well thought out resourcing plan increases confidence, reduces time to shortlist and improves quality of qualification. Investing time to develop a resourcing plan reduces frantic search and creates a structured approach to delivery.
The magic of the recruitment journey is ensuring candidates and clients are fully prepared for the interview process. With supporting checklists to prepare and debrief candidates through the interview process.
Interview Management – Activities
Big moments for rookies include their first offer for a candidate. An insta moment that we want to make sure it falls in their favour. Getting clear on all of the components of an offer and the awareness of exactly what it will take for a candidate to commit irrevocably to an offer.
Presented to rookies as a journey rather than a transaction. Closing requires a fluent understanding of the candidate’s entire ecology and an empathic approach to predicting how they will behave in the future.
Dealing with some of the pitfalls that every recruiter faces – candidates concerns and wobbles with real tactics to get things back on track.
Pitfall Management – Activities
How to manage the process from acceptance – staying close to candidates before they start and then keeping in touch through the following weeks and months after they start.