Resources for Training, Scripts, and Rebuttals. Everything you need to run your Desk at peak performance.
REFERRALS Decoded
LISTEN IN Training
WHAT IS LISTEN-IN?
Need a detailed training session for your team already done for you? Well this is the place! LISTEN IN on DEM Audio training and follow along with the Powerpoint. It's like having DEM in your office training your Recruiters!
Perfect for pretending you're "between calls". Access ± 1 hour-long audio training sessions and LISTEN IN on DEM training.
What you will learn in
REFERRALS Decoded
Listen-In Training
Why do we need a whole session on Referrals?
Because this is one skill that can determine your success. Dem will explain why Referrals are so critical.
"I Just Don't Get Many Referrals”...There is a reason you aren't getting many referrals. It’s all about the way you ask.
Warning! Could lead to Candidates taking you seriously.
Listen (while commuting, walking, or pretending to exercise) to DEM explain how Candidates really think.
DOWNLOAD THE POWERPOINT AND FOLLOW ALONG WITH DEM
REFERRALS Decoded
For Recruiters who learn best between calls, and coffee refills!
Referrals and 6 Degrees of Separation
Is it “a small world after all” like the song says? Networking is a personal thing, but is a critical tool in making placements. Your ability to make and leverage your contacts is vital to your success. We'll discuss the different types of networking and how to most effectively leverage each and every contact you make. We'll talk about how to make more contacts. We'll talk about how to make a great referral call, how to write a great email to gain access to more people, and ultimately, how to source every person you talk to. Make your ability to work your network take the "cold" out of cold calling.
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Qualifying Candidates in a Job Order Centric World - Includes Dem's AHA Moment!
Dem does a lot of training Recruiters, and all he hears lately is, "it's a Candidate Driven Market". Per Desk averages are going up, but Recruiters still have one common complaint. It's a candidate driven market and we are starting to see more turn-downs, counter offers, and non- starters. This is not news to those of you who have suffered recently. Recruiter are guilty of some bias. We are Job Order Centric. Why? Because we get more money for Job Orders. They are easier to measure. But when you are Job Order Centric in a candidate driven market, there will be issues. Candidates have options, and these options grow in a candidate driven market. Recessions make us forget this. And this creates issues for us. So let's look at how we measure our sacred Job Orders, and apply those rules to measuring our candidates. And once we find a 'HOT' candidate, let's work them like we do a 'HOT JOB'. And take some of the ‘soft’ out of these discussions, and close more Placements! Included in this session: Top 5 Signs that you are Job Order Centric. Dem's A-HA Moment! 2 Words that will reveal your Candidates seriousness! The Biggest Mistake Rookies make versus The Biggest Mistake Seniors make.
Building Client and Candidate Trust
Just because you're paranoid doesn't mean everyone's not out to get you! But in listening to thousands of hours of Recruiter's calls we know that we create most of our own issues. Candidates don't "lie". They instead judge you to be ineffectual and elect to hold back their real thoughts from you because they see no benefit to them. Clients will trust you when they feel they're in the hands of a professional who can deliver solutions to their staffing issues. They are all besieged by Recruiters claiming to do the same things, with the same process, and often the same verbiage. So, in this section we will review: Rebuttals to: "How did you get my name?" "How much does the job pay?" We'll discuss how to determine the seriousness of a candidate, and the qualifying questions required to: Send them out with confidence. Deflect and ask for referrals. Measure the "pressure" they feel for change. Then you will feel confident, and people respond to confidence, by trusting, and telling the truth, and then you will have arrived. And you will no longer be paranoid. But in case we're wrong, watch your back!
The "No Fault" Candidate Interview: Holistic Evaluation for Today's Placement and Tomorrow's Referral
You send your candidate. The company rejects them (and by default, YOU). You send your candidate, they reject an offer (and by default, YOU). You choose NOT to send them, they get the job via another agency (by DUH-fault YOU!) Most closing problems originate in either the job order or the original candidate interview. In this session we concentrate on the latter. Do this right, and you will be able to: 1. Create Comfort for the candidate in working with us (but not confuse this with being “friends" with the candidate). 2. Earn Trust with essential "talking points” during the interview. 3. Forecast the Fear Front that inevitably comes as the process lengthens. 4. Reveal our process, role and value proposition. And while all this is going on we need to understand there is a difference between what someone says and what they mean, and that no one ever took a job because WE wanted them to, but rather because the job filled some greater, internal need. And oh, uh, we need to do this in 35 - 40 minutes so we can get back on the phone! Do it right, and, if you DON'T place the person, you will have created an ongoing referral source. Do it wrong, and you will be blaming them, or your client, or your Manager, anyone but yourself. And that's just sad.
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The Lost Art of Reference Checking: Top 10 Reasons for Recommitting to References!
Reference Checks? No Recruiter likes to do them. They're long and boring and everyone says the same thing and nobody is telling the truth and some people won't give you any info and companies prefer to do their own... Oh Stop! Puh-leeze. Sell that to someone who isn't a master of self-delusion! I've told MYSELF all those excuses. They're not true! Reference checking is a little art, a little science, and a fantastic way to showcase your powers of persuasion. Your client: 1. Is slow to make a decision? 2. Wants to see more people? 3. Doesn't understand your candidate is great but just screwed up on the interview? Well, you can roll out your tired “Rebuttal" and leave the clients rolling their eyes OR...you can Reference Check! A Reference Check is more than a validation service. It is a sales tool, and used correctly, can create, alter and close deals. And guess what? You'll never get more live connects than when you do Reference Checks! That alone makes them worth considering. If you're not sure I know what I'm talking about...I HAVE REFERENCES!
Recruitment training, your way. LISTEN to it, WATCH it, or READ it. Just don’t ignore it.
CANDIDATES DECODED: LISTEN IN SERIES
Pop in your Airpods, hit play, and learn while you’re doing life, or “working from home” (no judgment).
No distractions, just straight talk, real examples, and the occasional DEMism to keep you awake.
CANDIDATES DECODED: SITUATIONAL TRAINING
See it. Feel it. Try not to laugh too hard.
This is Recruitment Training with a bit of energy, and a healthy dose of sarcasm.
For Recruiters who learn best when they can roll their eyes and take notes.
For the “I’ll just read it later” crowd who actually does.
No video, no noise, no excuses. Just the full breakdown of every topic, technique, and tip, ready for you to digest and revisit when you need a refresher.
Read it. Highlight it. Pretend it’s serious work.
Recruitment training, your way. LISTEN to it, WATCH it, or READ it. Just don’t ignore it.
APSO calls Dem...
“...one of the BEST recruitment specialist trainers in the country...”
DEMsays...“Nothing you do as a manager will ever equal the rush of closing a placement. But no placement you close will ever equal the satisfaction of helping a rookie become great!”
DEMsays..."Converting a Job Order into an exciting story will increase your Recruiting effectiveness".