Foundation Training Program · what they are looking for, and what they are offering. Although I’m not assuming that you are looking to make an immediate change, I can promise you

Copyright © 2010 Next Level Exchange - All rights reserved. Unauthorized duplication prohibited. 1 of 29

Foundation

Training Program

Module 9

Approaches to Recruiting

Training Workbook

Produced by:

Next Level Exchange

214.556.8000 - www.nextlevelexchange.com


Module 9: Approaches to Recruiting

Chapter 1: Crafting your Introduction

Types of Candidates

Keep in mind the “why” behind your recruiting efforts; clients pay

you to identify, attract, and evaluate those candidates they wouldn’t necessarily be introduced to on their own. Develop a discerning nature as you evaluate each candidate you speak with in order to ensure you are bringing the value your clients pay you to bring!

Benefits of the Active Candidate Market

1.______________ and have a high sense of urgency

Cooperative with working with your process

Less up-front 2.______________ involved

Typically open to a wider range of opportunities

Easier market to identify

Challenges of the Active Candidate Market

High sense of urgency might force the candidate to take a

short term fix while still searching for a long term solution

Higher likelihood of candidate receiving multiple job offers

Be aware of all resume or 3.______________ activity with

other recruiters

“The only person you are destined to

become is the person you decide to be.”

-Ralph Waldo Emerson




Benefits of the Passive Candidate Market

These candidates are performing well, compensated fairly,

and relatively satisfied – which are exactly the types of

candidates your client want to hire!

These candidates don’t talk with every recruiter out there,

but they do 1.______________ with a select few

Challenges of the Passive Candidate Market

Because these candidates are relatively content, you must

have a great 2.______________ to catch their interest

You must truly understand the motivating factors behind

what they are looking to 3.______________ from making

a career move

May have a higher likelihood of individuals backing out

during the interviewing process




Recruiting Objectives:

Objectives must be VMA:

Valuable

Measurable

Achievable

Objective #1: 1.______________ the candidate!

Either for your top priority search, or perhaps for other

searches on your plate or the plates of others on your

team

Recruiting the candidate does not mean that you have

convinced them to resign tomorrow – it simply means

that they are open to the possibility of considering a new

opportunity

Objective #2: Learn enough to know with what and

2.______________ you should call in the future

If not this opportunity, what opportunity? If not now,

when?

What insightful information can you bring to the next call

(industry insights, salary survey information, competitive

intelligence, etc)?




Objective #3: Solicit direct referrals or name gather

indirectly

Possibly gather information on the structure of the

department, recent hires, or new promotions

Objective #4: 1.______________ client development

opportunities

Even if you are not speaking with the decision maker,

others within the department or team may give you some

inside information about current or upcoming hiring needs

Objective #5: Gather information that will make you smarter

for your next call

Discover new products, projects, or offerings

Learn about industry announcements, mergers, or trends

Better understand terminology, roles, and responsibilities

Gather any and all information that will help you become

a market master!

Objective #6: Send an 2.______________ or mail business

cards

Maximize the chances that if and when this individual

wants to reach you in the future, your information is

within reach!




Why Script your Presentation?

1. Through 1.______________, you will have a more

compelling and differentiating approach than other

recruiters

2. You will sound more confident and more professional

Your prospects will decide in 15 seconds or less if they

want to continue to invest time with you

3. It will ensure that you don’t leave out any important

details or critical information

4. You can select sophisticated 2.______________ that sell

and paint a picture

Four C’s Model:

Increase the probability for establishing trust and legitimacy

early in the conversation:

Concise Introduction

Clear Purpose

Compelling 3.______________

Call to Action




Concise Introduction Examples:

“Jim, Karen Schmidt with Next Level. I’m an executive

recruiter specializing in the placement of Biochemists and

R&D Scientists within the biotech industry, specifically

within clinical research.”

“Good morning, Jim – Karen with Next Level. I lead the

Private Wealth Management Practice which exclusively

places advisors whose revenue production is over $1

million annually.”

“Jim, Karen Schmidt with Next Level, an executive search

firm based locally in Ottawa. I’m the director over our

consumer products practice specializing in Category and

Trade Marketing Managers and Directors, specifically in

the province of Ontario.”

Use the Backpack Theory to test the concise nature of your

introduction!




Clear Purpose Examples:

“My purpose is two-fold – first, I have a senior level

opportunity I am working on for one of my top clients,

and second, I wanted to learn enough about your

situation to know when and about what I should be

giving you a call about in the future.”

“I understand you manage one of largest books of

business that ABC Wealth Management Fund has, is that

accurate?”

“I have several opportunities that I’ve been engaged to fill

here in our own backyard, but that is not the primary

purpose of my call today.”

Make sure that your candidate understands what’s in it for

them to invest some time with you.

Remember that in general, candidates are looking for

professional development, competitive insights,

compensation or salary information, or tips on how to

increase their 1.______________ within their organization.




Compelling Connect Examples:

“I’d like to share with you the details of specifically who

I’m working with, what they are looking for, and what

they are offering.”

“We have been 1.______________ by a client that is

seeking to add a senior financial advisor to their team,

and I would like to see if there is any potential, mutual

interest in having a conversation with our client. After

you and I talk, you will be in a very good position to

determine whether or not to take this discussion to

another level.”

“My team has worked for over (# of years) in the industry,

connecting with key players such as you who at some point

will be taking their next career step. What matters to you

is that our retention rates of candidates we place are

second to none, because my primary purpose is to

understand what key individuals are considering as their

next move and to share with them what my clients have on

the horizon when the time is right.”

Avoid sharing why you want to speak with this candidate;

instead, clearly articulate why they should want to talk with

you.




Call to Action Examples:

“Although I’m not 1.______________ that you are looking

to make an immediate change, I can promise you that

their story is unique, and the few minutes invested in

listening to that story will be time well spent. If now is

convenient, I’ll start by simply asking you (insightful

question).”

“Sharing their story will take just a couple minutes. Does

it work to have that conversation now, or would you

prefer that I call you on your drive home tonight?”

“I have five questions to ask you, the answers to which

will allow both you and I to determine if now is even an

appropriate time for you to consider a possible career

move. Regardless, it’s important for you to know enough

about us to understand what we have to offer and how to

best use us as a resource in the future. Do you have five

minutes now or should we schedule a time tomorrow?”

If you are going to provide an alternative time to speak,

don’t leave it open-ended. It is easier for a candidate to

select one of two options, as opposed to resisting the

follow-up conversation entirely.




Example Recruiting Introduction:

“Jim, Karen Schmidt with Next Level. I’m an executive

recruiter specializing in the placement of Biochemists and

R&D Scientists within the biotech industry, specifically

within clinical research.

My purpose is two-fold – first, I have a senior level

opportunity I am working on for one of my top clients, and

second, I wanted to learn enough about your situation to

know when and about what I should be giving you a call

about in the future.

I’d like to share with you specifically who I’m working with,

what they are looking for, and what they are offering.

Although I’m not assuming that you are looking to make an

immediate change, I can promise you that their story is

unique, and the few minutes invested in listening to that

story will be time well spent. If now is convenient, I’ll start

by simply asking you (insightful question).”



Chapter 2: Types of Recruiting Presentations

Direct Recruiting Approach

The direct approach is just how it sounds - a call in which you ask a potential

candidate if he or she is interested in an, or your current, opportunity. A direct close following the body of your direct recruiting presentation could be, “What

are your thoughts about this opportunity for you, both personally and professionally?”

Benefits of the Direct Recruiting Approach

Helps cover more market in less time, as the call is

pointed in a “yes or no” direction

Helps you come across as direct, no-nonsense, and

confident – which can be helpful with larger

1.______________

Great for non-recyclable searches where the intent is to

get on the call, determine interest, and move on

Challenges of the Direct Recruiting Approach

May come across as knowing what’s best for a candidate

prior to getting to 2.______________ the candidate first

Difficult to establish candidate 3.______________

Difficult to transition into a two-way dialogue after setting

up the call in a “yes or no” manner




Direct Approach: Clear Purpose Script

“I have been engaged by a client that is seeking to add a

senior financial advisor to their team, and I would like to

see if there is any potential, mutual interest in having a

conversation with our client. After you and I talk, you will

be in a very good position to determine whether or not to

take this discussion to another level.”

Indirect Recruiting Approach The indirect approach is designed to either present your opportunity and ask for

referrals or recommendations or to leverage your opportunity as a way to show legitimacy and redirect the conversation back to the candidate. Examples of

indirect closes could be “Who do you know who may be qualified for this opportunity” or “Let’s put what I just shared with you on hold for a second; tell

me about how your background compares to what I just described.”

Benefits of the Indirect Recruiting Approach

Sets the stage for a 1.______________ conversation,

versus one where you are trying to plug the candidate

into your current opportunity

Great approach if you are unsure as to if who you are

calling is a direct fit for your opportunity

Adds control because the candidate has to request

2.______________ for the position




Challenges of the Indirect Recruiting Approach

Tough to solicit referrals when you have not yet

demonstrated the law of 1.______________

Lends itself to longer conversations

Indirect Approach: Clear Purpose Script

“My purpose is two-fold – first, I have a senior level

opportunity I am working on for one of my top clients,

and second, I wanted to learn enough about your

situation to know when and about what I should be giving

you a call about in the future. I’d like to share with you

the details of specifically who I’m working with, what they

are looking for, and what they are offering.”

Effective Indirect Transition Questions:

Redirect the conversation to have candidates open up

about their favorite subject - 2.______________!

o Craft an open-ended question that allows you to stop

talking, and start listening

Ask a high-gain, yet easy to 3.______________, open-

ended question

o Gather information about who this candidate is, such

as background, tenure, skill set, or future aspirations




Market Mastery Approach

When using the Market Mastery Recruiting Approach, there is not a specific

opportunity used as a “hook”; instead, the “hook” to reel a candidate in is your commercial about you and your firm. The purpose is to be touting your market

experience, your expertise, and the benefits of having a recruiter like you aligned with them.

Benefits of the Market Mastery Recruiting Approach

You are truly acting as a 1.______________

Great approach if you don’t yet have a client or an

opportunity that you can reference on initial candidate

recruitment calls

Challenges of the Market Mastery Approach

If you do not have a strong history or strong

2.______________ about your organization, it will be

tough to attract top candidates

Candidates may prefer to speak with a recruiter who can

cite specific clients and opportunities



Chapter 3: Crafting your Recruiting Presentation

Guiding Principles for Recruiting

Principle 1: Do not share the 1.______________ of your client

prior to sharing the story of your client

Principle 2: Look at your client through the 2.______________

of your candidate

Principle 3: Turn soft statements into hard facts

o Soft Statement: “They are a fun company.”

o Hard Fact: “They recently were awarded the “Best

Company to Work For in California” due in part to

their monthly team baseball outings to AT&T Park in

San Francisco, the work they do through their

charitable foundation, their flexible work schedules,

and most recently their annual ski trip, where they

just returned from taking all employees and their

spouses on an all-expenses paid trip to the Swiss

Alps.”




Pillar #1: The Company

When selling the company itself, there are several areas that can be highlighted

– the size of the company, the number of years in business, the history of growth, the physical location of the company, and the culture of the

organization.

Benefits of a Smaller Company

Recognized as more than just a 1.______________

Family atmosphere

Opportunity to go straight to the top with an idea, issue,

or question

Chance to be recognized for 2.______________

accomplishments and contributions

Strong platform for the right individual to move up quickly

Benefits of a Larger Company

Broader opportunities to advance because more

3.______________ exist

More than one path of advancement exists due to multiple

departments and divisions

4.______________ with a large, well-known company can

help establish a candidate as one of the top people in the

profession




Benefits of a New Company

Ground floor opportunity and chance to be recognized by

top management

1.______________ can be tremendous in terms of

empowerment, potential for equity, and creation of

systems and procedures

Chance to move up as layers are created

More than likely work closely with those who make the

2.______________

Benefits of an Established Company

Endured challenging economic cycles and have shown to

be 3.______________ and secure

Strong financial resources, strong customer base, and

strong name brand

Numerous tenured professionals with 4.______________

and knowledge from which to learn

Quality approach or product




Benefits of a Rapidly Growing Company

Accelerated career path into positions that have yet to be

created

Opportunity for expanded 1.______________

Market is responding well to what the company is doing

and offering

Exciting time that transcends over to personal and

2.______________ situations

Benefits of a Company with Flat Growth

Not trying to bite off more than they can chew

3.______________ with who they are and the niche they

are established in

More devoted to quality rather than quantity

Focused on maintaining a 4.______________ company, a

family atmosphere, and low turnover

Possibly, your candidate is the catalyst to help the

company start to grow!




Benefits of a Company in Decline

Revamped to focus on their core profitable

1.______________

Percentage of decrease may be smaller than the industry

average percentage of decrease

Would not be hiring if they did not have a strong outlook

for the future

Incredible opportunity and reward for the right candidate

who 2.______________ the company around!

Benefits of a Large City

Attractions, museums, sporting teams, or any local

attractions based on the specific city

Access to a major airport with direct flights

3.______________ values may increase faster

More people doing business, which allows for a higher

level of competition for career opportunities, as well as

numerous opportunities for a 4.______________




Benefits of a Small Town

Larger piece of property and more room to spread out

Quality of life, 1.______________, slower pace, and

chance to get out of the “rat race”

Possibly a better school system, lower crime rate, and

less pollution and traffic

Possible 2.______________ cost of living and shorter

commute

Selling the Culture

Very few 3.______________, where associates are

focused and driven

Enjoy all that life has to offer outside of the office

Maintain an exceptionally professional atmosphere among

their associates

No drama – only purpose, determination, and

4.______________!




Selling the Company: Basic Script

“They’ve been in business since 1957 under the same

brand name and had revenues of $225 million worldwide

last year.”

Tips for a Strong Script

Back up a general statement with actual numbers or

statistics to create credible facts instead of subjective

opinions

Be aware of over-articulating the details of your client

organization if you wish to keep your client’s name

1.______________

Selling the Company: Enhanced Script

“They’ve been in business since 1957, and have a proven

track record of success with revenues of $225 million last

year – which of course means a lot in this business where

most public relations firms are in constant flux and

volatile to merger.”




Pillar #2: The Boss

People work for people, and it’s important not to overlook the opportunity to

connect individuals personally as well as connecting them professionally. When selling the boss to whom this candidate will report, the primary areas to

emphasize could be the individual’s track record of helping others on the team advance and excel, or the anticipated advancement of that boss or manager.

Selling the Boss: Basic Script

“You would report directly to the Vice President of Branding

– he’s an industry thought leader who has been at the

company for years and is incredibly well-respected.”


Expand to articulate the possible benefits for the candidate

Don’t assume that your candidates follow where you are

going – connect the 1.______________ and make sure

they are actively thinking about the selling points that you

want them to be thinking about!

Selling the Boss: Enhanced Script

“You would be aligned directly with the #2 person in the

entire organization – his breadth and depth of contacts in

the industry are unparalleled. He has precisely honed his

craft and is eager to pass that on to the next generation

of leader for his role.”




Pillar #3: The Position

If you choose to sell the third pillar, the position, sell the specific challenges, or

responsibilities, or authority to be enjoyed by the person who accepts the role. Instead of describing the position in terms of the functions that the role

performs, describe instead the differentiating elements of the opportunity.

Selling the Position: Reading the Job Description

“They are looking to add a senior sales manager to their

team; the successful candidate will be an energetic,

effective communicator who is able to accelerate in a sales

environment. Seven years of sales experience is required,

as well as a bachelor’s degree and basic computer skills.

The ideal candidate will have a proven track record of

developing and maintaining customer relationships, have

the ability to hire, build, and lead successful sales teams,

and be an energetic self-starter who can multi-task and

prioritize.”


Resist describing what the client is looking for; instead,

relay what’s in it for the candidate to consider the position

Create a strong script that will attract the highest number

of candidates possible, and then screen based on job

description criteria




Selling the Position: What’s in it for the candidate

“My client has grown to become one of the highest grossing

(type of) firms in America over their twenty year history,

and they are currently seeking to grow the next generation

of senior sales consultants within their team. A new

associate joining this team experiences unparalleled

benefits through daily interaction with a tenured team of

professionals; the senior partners of this organization boast

an average tenure of 15 years. Simply put, they have the

most tenured, best practical business experience of any

(type of) firm, and part of their mission is to help everyone

achieve their next level by providing the finest and most

comprehensive training content in the industry today. How

does this impact someone joining their team? On

average, new associates joining their firm qualify to be a

senior territory manager within 24 months of joining the

firm – and as you and I both know, this is a much faster

acceleration than exists in most organizations.”




Selling the Position: Basic Script

“They are looking for a Project Manager – someone who

has experience in business development, managing

others, and who is really looking to take that next step in

their career. If you’ve got experience with Accutel

software, it’s a plus.”

Selling the Position: Enhanced Script

“They are looking for a PM to join their 1.______________

team, but this is a little different than what you’d find at a

typical advertising firm. As you know, in most firms, a PM

is restricted to generating sales leads and passing them

off to the rest of the team. At ABC, you will be involved

with your clients from start to finish – which will help you

fine tune your sales abilities, be exposed to the entire

branding process, and surpass most other project

managers at your level today. If you have experience

with Accutel, it’s a plus – if you aren’t familiar with the

program, it’s one of the most advanced advertising

software systems out there, and eliminates the tedious

paperwork element of our business that slows most other

project managers down.”




Pillar #4: The Compensation

Compensation is one of the last components you want to sell to a candidate,

because you ideally should avoid partnering with a candidate who is primarily motivated by compensation. However, if you are in an industry where

compensation is a valid area of discussion when considering a new career opportunity, there is a way to sell the compensation and still ideally avoid

representing solely money-motivated candidates.

Selling the Compensation: Basic Script

“They are serious about bringing on the right individual,

and are very competitive in their compensation package.

They aren’t going to let money get in the way of them

hiring the best person for this role – most companies pay

out 30% commission but they pay out 50%.”

Selling the Compensation: Enhanced Script

“Their commission structure is more 1.______________

than most I’ve seen in my years of recruiting in this space.

However, I want to hold off on that part of the

conversation, because in my opinion it needs to be the

icing on the cake – not the cake itself. Let me share with

you their story – why they are hiring for this role, where

the company is going, and what that would mean for you.

If all that is intriguing, then we can talk commission –

which in my opinion, is the icing.”




Benefits of Disclosing Client’s Name

Shows legitimacy

Initiates the Law of Reciprocity

Able to recruit a higher level of candidate when operating

from a place of full 1.______________

Why to Keep Client’s Name Confidential

Concern that candidates will directly 2.______________

their own resumes to your client

No signed fee agreement

Search itself may be 3.______________, due to being a

replacement search or for a confidential project

The name and 4.______________ of your client precedes

them

Script for Keeping Client’s Name Confidential

“I want to share with you the story of the organization I’m

working with, and I will absolutely share with you the

details of who they are when it’s appropriate. But first, I

want to tell you the details of where they are currently,

where they are going, and what that means for you –

because that, in my opinion, is just as compelling and

probably more so than just the name on their front door.”



Answer Key

Page 2: 1. Proactive Page 17: 1. number

2. selling 2. individual 3. interview 3. positions

4. Identification Page 3: 1. partner 2. hook Page 18: 1. Payoff

3. accomplish 2. decisions 3. stable

Page 4: 1. Recruit 4. experience 2. when Page 19: 1. responsibility

Page 5: 1. Uncover 2. family 2. email 3. Comfortable

4. profitable Page 6: 1. preparation

2. words Page 20: 1. areas 3. Connect 2. turns 3. Property

Page 8: 1. value 4. spouse

Page 9: 1. engaged Page 21: 1. balance Page 10: 1. assuming 2. lower

3. distractions Page 12: 1. egos 4. results

2. know 3. control Page 22: 1. confidential

Page 13: 1. collaborative Page 23: 1. dots 2. consideration

Page 26: 1. commercial Page 14: 1. reciprocity 2. themselves Page 27: 1. competitive

3. answer Page 28: 1. disclosure

Page 15: 1. consultant 2. submit 2. commercial 3. confidential 4. reputation

Page 16: 1. name 2. eyes

Documents

Foundation Training Program · what they are looking for, and what they are offering. Although I’m not assuming that you are looking to make an immediate change, I can promise you