Building Captivating Cadences
These days you have to reach out more than once. And it's gotta be good...
Recruiting messaging is a mess and generally comes off like Spam. To capture the attention of candidates, you often need multiple points of contact across several mediums just to stand a chance. We won’t just give you messaging, but you will leave the ability to build your own unique multiple point cadence for recruiting (or BD!)
- You’ll leave with great messaging
- Unique multi-point cadences for your outreach
- You’ll learn why your messaging isn’t working!
Moore Power Tools
We could talk on this subject for hours. What do you need the tech to do?
There are tools which give us new technology for a fraction of what others pay. Tools which make their proposals look better than anyone else’s. Tools which get them quoted in magazines like Finance and Entrepreneur. Even tools to keep their candidates from being hired down the road without a fee being paid. Tricia and Jason are constantly trying out new technologies and apps to see what works best. When it makes the cut, they’ll give them all to you. They’ll even give you a link to get many of the ones they show you (and more) before the end of the session.
- Depends partially on the length and the needs of the audience
- Direct links to (usually free) tools to make your job easier
- Examples include: time management, social management, audience building and more
Decrease your sourcing time by 80%
Sure, Tricia and Jason teach advanced search techniques, but you can also find people without knowing Boolean or paying for anything. Bring your laptops for this training, because they will take you to the internet to prove you can find candidates you never knew existed, without spending hours to learn advanced Boolean search techniques. And because they use these tricks themselves, you know even the experts use these shortcuts.
How many sessions let you leave with candidates?
- Online Techniques for those afraid of technology
- Image based search for visual learners
- Company directory search
- No cost options
Return to Base!
Getting Remote Workers Interested in Leaving Home
It’s been a challenge since the pandemic. Fifty percent of applicants apply to the <20% of jobs which are remote. Even if you can specifically target and engage the remaining 50%, you are still playing with half a deck. We’ve developed messaging and communication techniques to help you get the half of workers uninterested in in-person work, engaged again.
You’ll leave with more confidence and specific messaging to get reinvigorate half the workforce, we won’t get all of them… but you’ll have more candidate options.
Chances are you have been searching for a training which we nearly-exactly provide. You owe it to yourself and your team to learn more.
- Develop communication skills to reframe the “evils” of in-person work
- Scripts and Messaging, prewritten, to get the ball rolling
- An understanding of how to communicate with virtual jobseekers
- You’ll leave better able to handle clients with this need – and maybe talk them out of it
AI and U
When Intelligence Ruins Business
There’s a multitude of helpful AI and smart processes to make your business more efficient. Yet, replacing human facing roles with a machine can be disastrous. If you own a restaurant, using a robot in the kitchen which always follows the exact recipe, re-orders stock via algorithm, and never gets hurt is the better option than using a robot to take orders. Increasingly, companies choose to do the latter. You’ll leave this session knowing a little more about AI and a lot more about how not to ruin your business with AI.
- How to incorporate some aspects of AI into your business
- The areas which candidates and clients NEVER want you to automate
- How to juggle AI as an employee
Beyond the Numbers Game
Building the Trust Which Leads to Relationships
A “no” doesn’t really get you closer to a yes. A relationship gets you closer to a yes. Too many recruiters treat our job like a series of calls and transactions, while saying it’s a relationship-based business. At its core, recruiting is about putting someone else in one of the most stressful positions in life, and making a profit from it. That takes trust – and trust takes a relationship.
- You’ll learn our communication strategy which builds better relationships with candidate
- We could say the same out clients, and loved ones as well
- Simply- you learn how to have better relationships
The Scary Language of Recruiting
Interview. Resume. Salary. (Oh my!)
When you’re a recruiter, you become numb to the words we use and the stressful impact our daily communications have on others. In this death-defying hour, you’ll narrowly avoid the pitfalls associated with terrifying your candidates. Instead, you’ll open doors to new opportunities and make almost everybody more willing to work with you.
Key Takeaway: You’ll learn how to modify your existing scripts and emails with language that gets past spam filters and makes people more likely to respond to you.
- People who are normally afraid of change will talk to you!
- Email filters will have a better relationship with you
- Your communication will become more fluid and relaxed
How is Recruiting Like Dating
Besides the disappointment
We play matchmaker with strangers for money. Some of us are looking for permanent hires, others something a little more short term. Just so long as the fit is right.
We’ve often said that recruiting is just like dating. And dating advice is everywhere. We’ll put it to the test when we compare things you’re supposed to do on a date, versus what you should do when you’re recruiting. Fair warning, you’re buying your own drinks.
- This is a fun program, usually delivered with an Adult rating
- You’ll learn the things you’re doing which may make you “undateable”
- Becomee a better “date” both for your business and for, you know.
Referrals From Weakness
If you're asking, you may be doing it wrong
Two people were standing before you, asking for some spare change. One, well dressed wearing a Rolex. The other, clearly homeless. Most of us would give to the person clearly in need.
Yet, when we ask for a referral, we often do so by shouting about how much good we do. “You should refer me out, I’m such a great recruiter.” It can sound like, “help me buy my second Rolex.”
Showing vulnerability will skyrocket the number of referrals you get when you’re trying to grow your business
- You will build a custom, personalized script which yields significant results for BD referrals
- Practice delivering the script, because we are, in part, performers
Your Candidate Didn't Fit
Spoiler: Usually it means they didn't like them
If you recruit a lot, you hear that a candidate “isn’t a fit” often. They’re asking for a square peg, you get them one… and then they say it can’t fill the hole. It’s said in a way leaving you wondering what that even means, and how the next one might fit. We will tell you what it means, and what you can do to make sure more of your candidates are a fit.
A resume or good presentation is all a hiring manager really needs to know if the person can do the job in most cases. So what is happening on these interviews?
- How to get to what the client really needs when they aren’t sharing it well
- You’ll also learn how to get clients to consider candidates which shouldn’t fit!