"Lou Adler offers a level of detail in his training that surpasses any other program that I have taken. He gives real-life instruction for typical and extreme recruiting situations. All professional recruiters should attend this training."
C.J. - Capital One Bank
Course Agenda
Recruiter Boot Camp Online is taught in four distinct modules that take you through every step of the hiring process. You can purchase modules individually or as part of the full Recruiter Boot Camp Online course package.
Recruiter Boot Camp Module 1 - Taking the Assignment
Using Performance Profiles
(2 hours, Online)
Knowing the job is a critical aspect of a being an expert recruiter. How recruiters take the assignment and the questions they ask determine the likelihood of finding a top person quickly. This module provides recruiters the tools they need to move hiring managers away from the use of arbitrary and traditional job descriptions toward the use of performance profiles.
- How to become a partner and improve recruiter productivity
- Using performance profiles to increase job understanding
- Introduction to passive candidate sourcing
- The basics of applicant and client control
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Recruiter Boot Camp Module 2 - Sourcing: Finding Active & Passive Candidates
Finding Active & Passive Candidates
(2 hours, Online)
The objective of the sourcing process we advocate is based on finding the best candidates available at the lowest cost in the shortest period of time. However, passive candidates and even the best active candidates use different techniques when looking for new career opportunities. How they look and the criteria they use to decide to apply must be considered when designing sourcing programs for these more discriminating top performers. In this module recruiters learn how to set up multi-level sourcing programs to increase the number of top performers applying. The focus is on job-branding, networking and leveraging the employee referral program to attract the best passive candidates around.
- The Sourcing Sweet Spot - "Where all the great candidates are hiding"
- Developing a State-of-the-Art Active Candidate Sourcing Program
- Leveraging Your Employee Referral Program
- Voice Mail Magic - how to get your voice mail calls returned
- How to Find, Call and Networking with Passive Candidates
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Recruiter Boot Camp Module 3 - The Performance-based Interview: Using the Interview to Assess, Recruit and Close
Using the Interview to Assess, Recruit and Close
(2 hours, Online)
Becoming a partner in the hiring process requires recruiters to be better interviewers than their clients. It starts by knowing the job. Using our highly regarded performance-based selection process, recruiters quickly learn how to accurately assess competency, motivation and job fit. Our all-in-one question interview is a more flexible form of behavioral interviewing that can more accurately predict on-the-job success. But this is only the start. The interview is more than an assessment tool. Recruiters learn to use the interview to overcome hiring manager and candidate concerns, recruit candidates at each step and negotiate offers incrementally. Using an interview this way is what recruiting the best requires.
- The Two-Question Performance-based Interview
- Learn to Defend Your Candidate from Bad Decision
- Use the 10-Factor Candidate Assessment template to Assess Competency and Quality
- Using the interview to shift the decision to opportunity not compensation
- Learning to use objections and concerns to close more deals
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Recruiter Boot Camp Module 4 - Advanced Recruiting: How to Recruit Anyone at Any Level
How to Recruit Anyone at Any Level
(2 hours, Online)
Hiring the best requires exceptional solution selling skills. Too many managers and recruiters wait until the end of the hiring process to recruit candidates and negotiate offers, or use old-fashioned transactional selling to close the deal. This results in too many candidates lost along the way or paying unnecessary salary premiums for those eventually hired. In this module recruiters learn how to professionally overcome concerns and put together compensation packages fair to all parties involved. Top people will offset compensation increases for jobs offering more growth. Creating these career-making opportunities is an essential skill for all top recruiters.
- Using consultative selling techniques to manage expectations
- Best recruiter techniques to close more offers
- Using the 30% PLUS Solution to Negotiate on Opportunity Not Comp
- Handling counter-offers, competitive offers and relocation
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