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The principal focus of this session, "Enhancing the Candidate Pipeline: Referral Strategies that Work," is to highlight how and why increasing the volume of candidate referrals serves the interests of all recruiters.
This session will comprehensively address candidate referral acquisition approaches and techniques that can be deployed to make referral acquisition an even greater source of high quality candidate prospects.

The primary goal of this session is to help driver recruiters devise and deploy a consistent framework for identifying, discussing and validating candidate motivators. Motivators are a candidates' compelling reason, or reasons, for making a career change and should become a recurring touch point for recruiters as they navigate a driver candidate through the recruitment process.

As a recruiting professional, you spend a significant amount of time communicating with candidate prospects, by phone, by text, and by email. Have you paused to consider how your voicemails and emails come across to a prospective candidate? Have you stopped to evaluate the percentage of callbacks that you actually receive? Have you considered whether there are specific approaches or techniques that you can use to realize a higher percentage of returned calls, texts, or email responses from desirable candidate prospects?

When recruiting passive candidates, that last thing that you want is to leave a message or transmit a text or email that gets deleted – you want a dialogue. This program, Optimized Voicemail, Text & Email Message Strategies, helps recruiters to design and deploy high-quality messages and increases the likelihood of returned calls, texts, and email responses from well-qualified candidate prospects. Topics covered in this fast-paced, 1-hour program include:

1. Why most recruiter voicemail, text, and email messages fail to resonate with candidate prospects, and how many recruiters unknowingly sabotage their own messages.

2. Proven approaches to create and leverage highly effective voicemail, text, and email word-tracks that reliably yield more responses from desirable candidate prospects;

3. Creating intriguing and flexible message variations that engage candidate prospects and increase the likelihood of a returned call, text, or email;

4. Delivering messages that enable you to distinguish yourself as a recruiter that candidates want to communicate with and know.

The program also contains real-world message examples (good and bad), so that you can produce highly compelling messages that work.

If you are genuinely interested in elevating the quality of your voicemail, text, and email messages, Optimized Voicemail, Text, & Email Message Strategies will help you to communicate more effectively and get your messages to passive candidate prospects returned. The program comes with a comprehensive 20- page workbook. Like all of our programs, your complete satisfaction is guaranteed, or we’ll provide a full refund.

Given the complex nature of the recruiting sales cycle, formulating and executing an effective daily plan is critical to maximizing productivity and performance.

Our Electronic Daily Planner was developed to help recruiters visualize their day and get more accomplished. 

Unlike other Daily Planners oriented to recruiting, ART's Electronic Daily Planner helps you organize activities and save time and money. ART's e-Planner is an MS-Word template with form fields. Simply type activities into the appropriate fields, and your day’s work is rendered in a clean and organized manner. Prefer to look at a hard-copy? No problem – simply hit print.

Best of all, unlike traditional planners, if you don’t complete a specific activity, there is no need to re-record (re-write) it as part of your next day’s plan – it’s already there. Also, unlike traditional planners, with the ART Electronic Daily Planner, there’s no need to re-order.

Features:

1. MS-Word based planning template.
2. Easy to use and can be easily customized and tailored to your needs
3. Can be viewed electronically, or printed out for hard-copy back-upPrints out as 8.5” x 14” Legal Sized Document.
4. Can be produced on virtually any printer.Plenty of space to track appointments and record key activities.
5. Activity tracking area allows capture of important metrics.

Benefits:

1.No need to manually write things down – quickly type information into the planner.
2.Activities can carry over from day to day. No need to input them again.One time purchase.
3.No need to spend money on reordering paper-based planners.

In Proactive Recruiting In A War For Talent Economy, Paul Siker maps out an array of strategic and tactical recruiting best practices that are designed to allow today’s recruiting professional to further optimize their ability to identify and successfully recruit talented passive candidate prospects. Additionally, Siker addresses consultative candidate engagement and selling strategies that recruiters can deploy to construct long-term, compelling, and actionable candidate relationships.

A Partial Listing Of Chapters Includes:

Proactive Recruiting: For progressive recruiters and competitive organizations seeking to get beyond the “post & hope” methodology of obtaining candidates, incorporating viable direct recruiting approaches into the talent acquisition matrix is essential.

Building Productive Relationships with Hiring Authorities: Deploying a thoughtful communications strategy with hiring authorities, one that engenders the creation of meaningful partnerships, that manages expectations, and that allows a recruiter to emerge as a “trusted advisor,” is critical to long-term recruiting success.

Consultative Selling in Recruitment: Talented professionals cannot be treated as commodities. Recruiters must sell themselves, and be capable of projecting an employer’s “brand identity.” Conveying a consultative communication and selling style is pivotal to effective recruitment, regardless of whether a candidate prospect is active or passive.

Enhanced Sourcing Methodologies: The ability to consistently and efficiently identify high-quality candidate prospects, whose backgrounds align with existing or anticipated openings, is essential to effective recruiting. This chapter discusses direct sourcing techniques, tools, and best practices (Phone and Internet-based).

Advanced Introductory Call Techniques: Get a fresh perspective and clear insights on how to implement thoughtful introductory calls to prospective candidates that flat-out work. Understand the distinctions between focused and unfocused cold calls, and how to build effective, comfortable, and proven call word-tracks that engender goodwill, and create the foundation for a high-quality dialogue with prospective candidates.

Overcoming the Voicemail Roadblock: Learn how to leave intriguing and cohesive messages that will dramatically improve the likelihood of getting returned calls from key candidate prospects.

Referral Acquisition: Utilize creative approaches to consistently secure quality prospective candidate leads for individuals who most immediately align with existing openings.

Offer Negotiation & Closing Strategies: Formulate, present, and close offers of employment consistently, and in a manner that resonates with candidates. Eliminate ambiguity regarding current and desired compensation scenarios.

Mitigating Counter-Offers: Eliminate surprises at the back-end of the recruitment process by communicating the “right” things to prospects at the front-end of the recruitment sales life-cycle.

Daily Planning & Assessment: Learn how to construct and deploy a results-oriented, proactive recruiting game plan that maximizes productivity, assesses efficiency, and reduces chaos.

And Much, Much More!!

In Proactive Recruiting In A War For Talent Economy, Paul Siker maps out an array of strategic and tactical recruiting best practices that are designed to allow today’s recruiting professional to further optimize their ability to identify and successfully recruit talented passive candidate prospects. Additionally, Siker addresses consultative candidate engagement and selling strategies that recruiters can deploy to construct long-term, compelling, and actionable candidate relationships.

A Partial Listing Of Chapters Includes:

Proactive Recruiting: For progressive recruiters and competitive organizations seeking to get beyond the “post & hope” methodology of obtaining candidates, incorporating viable direct recruiting approaches into the talent acquisition matrix is essential.

Building Productive Relationships with Hiring Authorities: Deploying a thoughtful communications strategy with hiring authorities, one that engenders the creation of meaningful partnerships, that manages expectations, and that allows a recruiter to emerge as a “trusted advisor,” is critical to long-term recruiting success.

Consultative Selling in Recruitment: Talented professionals cannot be treated as commodities. Recruiters must sell themselves, and be capable of projecting an employer’s “brand identity.” Conveying a consultative communication and selling style is pivotal to effective recruitment, regardless of whether a candidate prospect is active or passive.

Enhanced Sourcing Methodologies: The ability to consistently and efficiently identify high-quality candidate prospects, whose backgrounds align with existing or anticipated openings, is essential to effective recruiting. This chapter discusses direct sourcing techniques, tools, and best practices (Phone and Internet-based).

Advanced Introductory Call Techniques: Get a fresh perspective and clear insights on how to implement thoughtful introductory calls to prospective candidates that flat-out work. Understand the distinctions between focused and unfocused cold calls, and how to build effective, comfortable, and proven call word-tracks that engender goodwill, and create the foundation for a high-quality dialogue with prospective candidates.

Overcoming the Voicemail Roadblock: Learn how to leave intriguing and cohesive messages that will dramatically improve the likelihood of getting returned calls from key candidate prospects.

Referral Acquisition: Utilize creative approaches to consistently secure quality prospective candidate leads for individuals who most immediately align with existing openings.

Offer Negotiation & Closing Strategies: Formulate, present, and close offers of employment consistently, and in a manner that resonates with candidates. Eliminate ambiguity regarding current and desired compensation scenarios.

Mitigating Counter-Offers: Eliminate surprises at the back-end of the recruitment process by communicating the “right” things to prospects at the front-end of the recruitment sales life-cycle.

Daily Planning & Assessment: Learn how to construct and deploy a results-oriented, proactive recruiting game plan that maximizes productivity, assesses efficiency, and reduces chaos.

And Much, Much More!!

In Proactive Recruiting In A War For Talent Economy, Paul Siker maps out an array of strategic and tactical recruiting best practices that are designed to allow today’s recruiting professional to further optimize their ability to identify and successfully recruit talented passive candidate prospects. Additionally, Siker addresses consultative candidate engagement and selling strategies that recruiters can deploy to construct long-term, compelling, and actionable candidate relationships.

A Partial Listing Of Chapters Includes:

Proactive Recruiting: For progressive recruiters and competitive organizations seeking to get beyond the “post & hope” methodology of obtaining candidates, incorporating viable direct recruiting approaches into the talent acquisition matrix is essential.

Building Productive Relationships with Hiring Authorities: Deploying a thoughtful communications strategy with hiring authorities, one that engenders the creation of meaningful partnerships, that manages expectations, and that allows a recruiter to emerge as a “trusted advisor,” is critical to long-term recruiting success.

Consultative Selling in Recruitment: Talented professionals cannot be treated as commodities. Recruiters must sell themselves, and be capable of projecting an employer’s “brand identity.” Conveying a consultative communication and selling style is pivotal to effective recruitment, regardless of whether a candidate prospect is active or passive.

Enhanced Sourcing Methodologies: The ability to consistently and efficiently identify high-quality candidate prospects, whose backgrounds align with existing or anticipated openings, is essential to effective recruiting. This chapter discusses direct sourcing techniques, tools, and best practices (Phone and Internet-based).

Advanced Introductory Call Techniques: Get a fresh perspective and clear insights on how to implement thoughtful introductory calls to prospective candidates that flat-out work. Understand the distinctions between focused and unfocused cold calls, and how to build effective, comfortable, and proven call word-tracks that engender goodwill, and create the foundation for a high-quality dialogue with prospective candidates.

Overcoming the Voicemail Roadblock: Learn how to leave intriguing and cohesive messages that will dramatically improve the likelihood of getting returned calls from key candidate prospects.

Referral Acquisition: Utilize creative approaches to consistently secure quality prospective candidate leads for individuals who most immediately align with existing openings.

Offer Negotiation & Closing Strategies: Formulate, present, and close offers of employment consistently, and in a manner that resonates with candidates. Eliminate ambiguity regarding current and desired compensation scenarios.

Mitigating Counter-Offers: Eliminate surprises at the back-end of the recruitment process by communicating the “right” things to prospects at the front-end of the recruitment sales life-cycle.

Daily Planning & Assessment: Learn how to construct and deploy a results-oriented, proactive recruiting game plan that maximizes productivity, assesses efficiency, and reduces chaos.

And Much, Much More!!

As a recruiting professional, you spend a significant amount of time communicating with candidate prospects, by phone, by text, and by email. Have you paused to consider how your voicemails and emails come across to a prospective candidate? Have you stopped to evaluate the percentage of callbacks that you actually receive? Have you considered whether there are specific approaches or techniques that you can use to realize a higher percentage of returned calls, texts, or email responses from desirable candidate prospects?

When recruiting passive candidates, that last thing that you want is to leave a message or transmit a text or email that gets deleted – you want a dialogue. This program, Optimized Voicemail, Text & Email Message Strategies, helps recruiters to design and deploy high-quality messages and increases the likelihood of returned calls, texts, and email responses from well-qualified candidate prospects. Topics covered in this fast-paced, 1-hour program include:

1. Why most recruiter voicemail, text, and email messages fail to resonate with candidate prospects, and how many recruiters unknowingly sabotage their own messages.

2. Proven approaches to create and leverage highly effective voicemail, text, and email word-tracks that reliably yield more responses from desirable candidate prospects;

3. Creating intriguing and flexible message variations that engage candidate prospects and increase the likelihood of a returned call, text, or email;

4. Delivering messages that enable you to distinguish yourself as a recruiter that candidates want to communicate with and know.

The program also contains real-world message examples (good and bad), so that you can produce highly compelling messages that work.

If you are genuinely interested in elevating the quality of your voicemail, text, and email messages, Optimized Voicemail, Text, & Email Message Strategies will help you to communicate more effectively and get your messages to passive candidate prospects returned. The program comes with a comprehensive 20- page workbook. Like all of our programs, your complete satisfaction is guaranteed.