CORE Recruit eBook - Pilot by mrinetwork

TA BL E

THE MRINETWORK WAY COR E T R A INING

I. MRINETWORK OVERVIEW...................................2 II. MRINETWORK WAY METHODOLOGY.................. a. Hats We Wear (Roles)...................................... b. The MRINetwork Way methodology................ c. Impact Player Approach.................................. d. Metrics.............................................................. e. DIG Strategy..................................................... f. Emotional competencies of learning............... g. Power of inflection, listening, phone skills..... 1. PLAN..................................................................... a. Importance of planning................................... b. Time blocks...................................................... c. Activities in your schedule............................... 2. SOURCE................................................................. a. PCR.................................................................. b. Social Networking........................................... c. Online Databases............................................. d. Email Search.................................................... e. Boolean............................................................. f. Job Boards....................................................... g. Name Gathering Calls..................................... h. Close................................................................. 3. MAP....................................................................... a. Theory of Threes.............................................. b. Candidate Mapping Call.................................. c. Client Mapping Call......................................... d. Candidate Comparison Matrix........................ 4. PREPARE AND DEBRIEF...................................... a. Conduct a strategy call prior to interview...... b. Debrief call after interview............................. 5. PLACE AND SUPPORT.......................................... a. Broker the deal................................................ b. Counteroffers, turndowns and fall offs.......... c. Managing the resignation................................ d. Transition candidate and client....................... 6. EVOLVE RELATIONSHIPS.................................... a. TBD...................................................................

CON T EN T S

MRINE T W ORK

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OVERVIEW TA B L E O F CONTENTS

SUMMARY Welcome to MRINetwork and your new career in Executive Search! Executive Search is an exciting field where you’ll connect skilled individuals with organizations looking for new talent. In this section, you’ll learn about the history of MRINetwork, our core services and how you can specialize in your role. Upon completion of this section, you will be able to: • Define executive search • Explain the history and industry position of MRINetwork

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• Summarize our core services • Describe MRINetwork offices • Discuss the DIG components

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1. MRINetwork Overview: Take a 30,000-foot look at MRINetwork and the executive search business. 2. What’s a DIG?: Learn the meaning of DIG and how it describes your practice or desk specialty. No audio included.

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2. (3 minutes)

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Click the link below to download and open the document that supports the concepts in this module. • CORE Terminology

1. (12 minutes)

Time to put what you learned into practice. Click the link below to access the workbook. Follow the instructions and complete all of the activities. Review your answers with your manager. • MRINetwork Overview Workbook

MRINE T W ORK

O V ER V IE W

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OVERVIEW TA B L E O F CONTENTS

// P C R E C R U I T E R The PCR software is used by many MRINetwork offices. If your office uses PCR, the following short videos will familiarize you with the database and instruct you how to use it. To get the most value from the course, please complete the videos listed below before moving to the next section. Download and open the PCR Activity Checklist for the activities associated with each video. • • • • •

Introduction to PCR9 (5 minutes) Installing the Launcher (3 minutes) Activities (4 minutes) Add Wizard (5 minutes) Parsing a Resume (4 minutes)

• • • • •

Email Signature (4 minutes) Email Alias Setup (3 minutes) Schedule (4 minutes) Sync MRINetwork Credentials (2 minutes) Change Company (4 minutes)

MRINE T W ORK

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WAY

ME T HODOLOGY

METHODOLOGY TA B L E O F CONTENTS

SUMMARY Our branded methodology has developed and evolved over more than 50 years to solidify our position as a leader in the search business. In this section, we’ll show you the process of how we “do what we do” at MRINetwork. Upon completion of this section, you will be able to: • • • •

Summarize the MRINetwork Way methodology Enhance your DIG expertise Explain the Impact Player approach Describe the emotional competencies of learning

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• Recognize the value of tracking metrics • List the different roles a recruiter plays • Utilize speaking and listening skills to enhance phone conversations

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1. MRINetwork Way Methodology: Discover our unique search methodology and best practices. 2. Impact Player Approach: Familiarize yourself with the Impact Player approach—our preferred and most successful method for marketing to hiring managers. No audio included.

1. (7 minutes)

2. (3 minutes)

3. Emotional Competencies of Learning: Recognize the four emotional competencies of learning and how they help you plan for and manage these feelings when you encounter them. 3. (2 minutes)

MRINE T W ORK

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ME T HODOLOGY

METHODOLOGY TA B L E O F CONTENTS

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// V I D E O S Tracking Daily Metrics: Identify the reasons behind tracking your metrics on a daily basis.

(5 minutes)

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// I N F O G R A P H I C S 1. The Many Hats of Joe Recruiter: List the many roles recruiters play as search professionals. 2. Phone Skills: Enhance your listening and speaking skills as they relate to the phone.

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METHODOLOGY TA B L E O F CONTENTS

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Click the links below to download and open the documents that support the concepts in this module. • The MRINetwork Way Graphic • Rookie AE Metrics

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// P C R E C R U I T E R

Want a little more insight? Check out these MRIMinutes. Conversational Skills: • Video: 10 Ways to Have a Better Conversation (4 minutes) • Document: How to Have Better Conversations

ME T HODOLOGY

The PCR software is used by many MRINetwork offices. If your office uses PCR, the following short videos will familiarize you with the database and instruct you how to use it. To get the most value from the course, please complete the videos listed below before moving to the next section. Download and open the PCR Activity Checklist for the activities associated with each video. • • • • •

Creating a Rollup (6 minutes) Managing Rollups (3 minutes) Merging Records (3 minutes) Creating a Form Letter (4 minutes) Managing Form Letters (5 minutes)

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P L A N

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PLAN TA B L E O F CONTENTS

SUMMARY A sustainable recruiting business relies heavily on how you plan your daily activities. In this section, we’ll show you how to use time blocks to create your daily schedule and work smarter, not harder. Upon completion of this section, you will be able to: • Discuss the importance of planning • Organize time blocks

• Identify general activities to include in your schedule • Plan for your prime time call blocks

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//e L E A R N I N G M O D U L E S Plan: Learn the best practices for following an effective time management strategy and organizing your day into time blocks.

(15 minutes)

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// M R I M I N U T E S

Want a little more insight? Check out this MRIMinute. Time Blocking: • Video: The Discipline of Time Blocking (3 minutes)

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P L A N

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PLAN TA B L E O F CONTENTS

• Advanced Search—Keyword (6 minutes) • Advanced Search—Predefined and Custom Fields (8 minutes) • Advanced Search—Rollups (8 minutes) • Advanced Search—Zip Code Radius (2 minutes)

• • • • •

Rollup Filter (3 minutes) Creating a Plan (2 minutes) Merge Plan (5 minutes) Activity Search (4 minutes) Edit a Plan (2 minutes)

S OUR CE

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SOURCE TA B L E O F CONTENTS

SUMMARY All searches begin with sourcing. It is the lifeblood for recruiters and is the process of identifying candidates or clients with whom you wish to connect. Sourcing is NOT a list of perfect candidates who will say ‘yes’ to the job, but instead those potential candidates who are worth your time to speak with. In addition, sourcing tools help you identify prospective clients and the companies that currently employ people in your DIG. While internal HR works to source exact matches, a good recruiter looks to source individuals who are worth having that first introductory conversation. Having as many conversations as possible, they decide on a candidate’s inclusion or exclusion in the search process. Offices utilize a variety of sourcing tools, and it is likely that your office will not have all of the tools presented in this module, or your office may have other tools that aren’t covered. Some tools are free to use, and others may be subscription-based and cost money. It is important for you to talk to your manager to determine the standard tools used by your office and to ensure you are able to log into all of the tools you will be using. The following tools are presented during this module: • • • •

Application Tracking System: PCRecruiter (PCR) Social networking: LinkedIn Recruiter Online database: ZoomInfo Job boards: CareerBuilder and Monster

Upon completion of this section, you will be able to:

• Boolean search: Boolean Logic, Google Alerts, Source Hub • Email search: Hunter.io Domain search, Hunter.io Email finder, Bing Please access the following lessons in chronological order to correctly complete this section.

• Identify sourcing tools • Demonstrate basic functionality of each tool • Describe how each tool relates to recruiting

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1 //A P P L I C A N T T R A C K I N G SYSTEM (ATS) PCRecruiter is a cloud-based CRM and ATS built specifically for Recruiters. As a Network partner for more than 15 years, PCR is a robust tool that can be configured to your desk, DIG, and office. Our tutorials guide you through user workflow, best practices, and leveraging integrations. Not all MRINetwork offices utilize PCR and your office may have a different database. If your office uses PCR, watch the following PCR videos to learn more. Download and open the PCR Activity Checklist for the activities associated with each video.

SOURCE TA B L E O F CONTENTS

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1. (5 minutes)

2. (6 minutes)

2 // S O C I A L N E T W O R K I N G Social networking has given rise to unprecedented access to both candidates and clients. Professional networking tools like LinkedIn offer access to a large range of professionals in your marketplace (not everyone!), while tools like Facebook have a broader reach but are not often used to promote professional status (that is changing). Although Facebook is free to use and search, and LinkedIn has a free option, many offices utilize the paid version of LinkedIn Recruiter to increase the number of monthly searches and search filters they can access. LinkedIn Recruiter, for example, is the premium subscription developed specifically for recruiters with unlimited searching, and INmail capability across LinkedInâ&#x20AC;&#x2122;s vast network of talent. Not all MRINetwork offices subscribe to LinkedIn Recruiter (ask your office manager to learn more). LinkedIn Recruiter has a wealth of learning resources available to you right within the LinkedIn Recruiter application. Watch this short video for an overview of the learning resources provided. To access specific modules, access LinkedIn Recruiter, then select the question mark icon in the upper right corner of your screen.

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3. (2 minutes)

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3 // O N L I N E D ATA B A S E S Online databases can also allow you to identify potential candidates or clients by company or title. These tools can allow you to run specific searches for individuals as well as company information, often including phone numbers and email addresses. Click the image to view ZoomInfo, for example, offers a paid subscription-based software that sells access to its database of information about business people and companies. With ZoomInfo, you can identify decision makers and obtain details including email, title, direct dial phone, work/ education history and 12 years of web articles. Not all offices utilize this service so ask your manager to see if you will be using any online databases. If your office uses ZoomInfo, take a few minutes to watch the following video to learn more.

4. (12 minutes)

4 //J O B B O A R D S While job boards and active candidate searches have been the primary source of candidates for internal HR, external recruiters leverage the power of job boards to identify individuals who may have been active several years ago. The power of resume searches and job boards lies in the accurate and direct contact information you have access to. A few common job boards our offices use include CareerBuilder and Monster. CareerBuilderâ&#x20AC;&#x2122;s job board network allows you to search resumes as well as post jobs to attract active talent. CareerBuilder requires a paid subscription that not all MRINetwork offices may use. If interested, use CareerBuilder University, where you can discover all the different learning resources this vendor provides. Monster has more than 200 million candidate registrations, which allows you to search resumes as well as post jobs to attract active talent. Monster requires a paid subscription that not all MRINetwork offices may use. If interested, use Monster, where you can discover all the different learning resources this vendor provides.

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SOURCE TA B L E O F CONTENTS

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5 // S E A R C H T O O L S To make the most of your searches, knowing the basics of Boolean logic is critical. Boolean logic and SourceHub equips you to make the most of your searches. Google Alerts is a tool which allows you to set up alerts to keep you up-to-date on rapidly changing DIGs, news from key clients and sourcing companies.

5. (5 minutes)

7. (3 minutes)

6. (3 minutes)

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6 // E M A I L S E A R C H When used in conjunction with phone calls, emails can be used to increase response rates and connect more quickly with the right people. While you may not know an individualâ&#x20AC;&#x2122;s email address, email search tools allow you to identify the email format for a given company (first.last@company. com or first@company.com), enabling you to make an educated guess on contact information and more helpful information. Hunter.io and Bing are tools to help you find elusive email addresses.

8. (2 minutes)

9. (1 minutes)

10. (6 minutes)

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SOURCE TA B L E O F CONTENTS

// W O R K B O O K S Time to put what you learned into practice. Click the link below to access the workbook. Follow the instructions and complete all of the activities. Review your answers with your manager. • Source Workbook

R EC R U I T:

IN T R ODUCT ION

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RECRUIT TA B L E O F CONTENTS

SUMMARY The Recruit Introduction section provides an overview of the Recruit step of the MRINetwork Way recruiting process, including how our process differentiates us from our competition, the value of Impact Players and the differences between passive and active candidates. Upon completion of this section, you will be able to: • Define recruiting • Identify the unique value of the MRINetwork Way

• Explain the value of Impact Players • Describe active candidates

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//e L E A R N I N G M O D U L E S Recruit: Introduction: Learn about the recruit step of the MRINetwork Way recruiting process by viewing this introduction.

(7 minutes)

R EC R U I T:

IN T R ODUCT ION

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RECRUIT TA B L E O F CONTENTS

Submitting a Profile (4 minutes) Using Notes (3 minutes) Scheduling a Candidate Data Sheet (3 minutes) Add Activity (4 minutes)

• Bulk Email – Name Letters (4 minutes) • Bulk Email – Position Letters (5 minutes) • MRINetwork Template Letters (3 minutes)

R EC R U I T:

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C A NDIDAT E S

RECRUIT TA B L E O F CONTENTS

SUMMARY The Recruit Source section focuses on the workflow process and how to source passive candidates including how to leverage opportunities from reference checks and referral calls. Upon completion of this section, you will be able to: • Recall the steps of the recruiting workflow process • Recognize how to source passive candidates • Leverage reference checks and referral calls

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//e L E A R N I N G M O D U L E S Recruit: Source Candidate: Explore the ins and outs of the recruiting workflow process and how to find high value, passive candidates.

(12 minutes)

// D O C U M E N T S Click the link below to download and open the document that supports the concepts in this module. • Recruiting Workflow Process • eBlast Opportunity Alerts

R EC R U I T:

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RECRUIT TA B L E O F CONTENTS

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C A NDIDAT E S

Want a little more insight? Check out this MRIMinute. Finding Candidates: • Candidate Starved Marketplace (3 minutes)

VII

R EC R U I T:

P REPA RE

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FOR

C A L L S

RECRUIT TA B L E O F CONTENTS

SUMMARY The Recruit: Prepare for Calls section includes the steps to take to plan and prepare for calls to potential candidates. Upon completion of this section, you will be able to: • Describe types of recruiting calls • Identify call objectives • Set up your call time

• Prepare your attitude, mindset, approach and commitment for your calls

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//e L E A R N I N G M O D U L E S Recruit: Prepare for Calls: Success is often the result of planning and preparation. Learn the strategies and best practices to make you successful as a recruiter. (10 minutes)

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R E C R U I T: L E G A L R E Q U I R E M E N T S

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RECRUIT TA B L E O F CONTENTS

SUMMARY The Legal Requirements section of the recruit step discusses the laws that you are subject to in your role as a recruiter. Laws about discrimination, equal employment opportunities, exclusionary recruiting and reference checks are presented so you can avoid making potentially costly mistakes on behalf of yourself, your office and your client companies. Upon completion of this section, you will be able to: • Apply employment laws to recruiting • Summarize discrimination laws • Explain “Can’t Ask Salary” laws

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• Discuss the legal impact of coding • List other legal considerations • Recognize the laws concerning reference checks

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1. Recruit: Legal Requirements: Learn about the laws that impact you as a recruiter to protect yourself, your office and your clients from costly mistakes. 2. Recruit: Reference Checks: Learn the laws and process for completing reference checks.

1. (30 minutes)

2. (5 minutes)

// D O C U M E N T S Click the links below to download and open the documents that support the concepts in this module. • Recruiting and the Law • Can’t Ask Salary Law • FCRA Questions and Answers

• FCRA Form Letter • Telephone Reference Check

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R E C R U I T: L E G A L R E Q U I R E M E N T S

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RECRUIT TA B L E O F CONTENTS

R E C R U I T: B E G I N T H E C O N V E R S AT I O N

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RECRUIT TA B L E O F CONTENTS

SUMMARY You have already learned a lot about MRINetwork, our methodology, planning and sourcing, and it is finally time to discuss what you will say when you begin connecting with candidates. This section includes examples of how to introduce yourself and tips for leaving voicemail messages. Upon completion of this section, you will be able to: • Introduce yourself and engage candidates • Construct an effective voicemail message

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//e L E A R N I N G M O D U L E S Recruit: Begin the Conversation: Learn how to start conversations with candidates, write effective scripts and how to strategically use voicemail in the Begin the Conversation module. (10 minutes)

// D O C U M E N T S Click the link below to download and open the documents that support the concepts in this module. • Recruiting Email and Voicemail Examples

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R E C R U I T: B E G I N T H E C O N V E R S AT I O N

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// M R I M I N U T E S

Want a little more insight? Check out this MRIMinute. Candidates’ Views on Recruiters: • Dear Recruiter (2 minutes)

• Recruit: Begin the Conversation Workbook

R E C R U I T: G A I N I N T E R E S T

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RECRUIT TA B L E O F CONTENTS

SUMMARY The Gain Interest section of the recruit step includes information about how to pique a candidate’s interest in an opportunity using FAB statements, and how to use closing techniques to move the process forward. Upon completion of this section, you will be able to: • Create FAB statements to gain the interest of your candidates • Use effective closing techniques

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//e L E A R N I N G M O D U L E S Recruit: Gain Interest: Learn about FAB statements and how to use them to engage the candidates in conversation about a job opportunity and how to use closing techniques to advance the candidate to the next step. (8 minutes)

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R E C R U I T: A S K Q U E S T I O N S

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RECRUIT TA B L E O F CONTENTS

SUMMARY The Ask Questions section of the recruit step includes tips to sharpen your questioning skills as well as sample questions to ask candidates. Upon completion of this section, you will be able to: • Recognize the value of effective questioning skills • Identify question types • Recall tips to enhance active listening skills

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//e L E A R N I N G M O D U L E S Recruit: Ask Questions: Learn valuable information to enhance your questioning skills including the value of good questions, question types and listening skills. (7 minutes)

// W O R K B O O K S

// D O C U M E N T S Click the link below to download and open the documents that support the concepts in this module. • Questions to Gain Insight

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R E C R U I T: A S K Q U E S T I O N S

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RECRUIT TA B L E O F CONTENTS

// M R I M I N U T E S Want a little more insight? Check out these MRIMinutes. Three Questions to Ask: • Top Ten Rookie Mistakes: Searching with Limited Information (4 minutes) • Document: Getting All the Information

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R E C R U I T: M A N A G E R E S I S TA N C E

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RECRUIT TA B L E O F CONTENTS

SUMMARY In the Manage Resistance section, you will learn ways to strategically and tactically handle the resistance we receive from candidates, as well as hidden buying signs and how to get to the WHY. Upon completion of this section, you will be able to: • Identify the most common candidate resistance • Demonstrate how to handle candidate resistance • Identify hidden buying signs

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// V I D E O S Overcoming Resistance: Discover how to deal with candidate resistance by watching this video, which addresses the strategy involved with resistance, the tactical aspects to help you handle resistance, concepts concerning resistance, out of sequence buying signs and scripting for the most common resistance recruiters hear from candidates.

// W O R K B O O K S

// D O C U M E N T S Click the link below to download and open the document that supports the concepts in this module. • Candidate Resistance Scripts

(12 minutes)

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R E C R U I T: M A N A G E R E S I S TA N C E

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RECRUIT TA B L E O F CONTENTS

// M R I M I N U T E S Want a little more insight? Check out these MRIMinutes. Candidate Resistance: • Danny Cahill: Tell Me the Name of the Company (4 minutes) • Danny Cahill: Confidential Search and Company Name (2 minutes)

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R E C R U I T: M A N A G E S E G U E S & C L O S E S

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RECRUIT TA B L E O F CONTENTS

SUMMARY Your recruiting success is in a large part the result of a series of conversations, which begins with an introduction and ideally concludes with a placement or to close the candidate on another call objective. By learning and practicing segues, you are able to move effortlessly through the process and increase the probability of a good outcome. Upon completion of this section, you will be able to: • Recognize additional closing techniques • Identify how to close to meet call objectives • Leverage segue transitions

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//e L E A R N I N G M O D U L E S Recruit: Manage Segues and Closes: Segues and closes are the way recruiters navigate candidates through the recruiting process. Learn some of the techniques, scripts and flow to help you master transitioning the conversation with candidates.

(14 minutes)

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RECRUI T: COMP L E T E T HE C A NDIDAT E DATA SHEE T

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RECRUIT TA B L E O F CONTENTS

SUMMARY Completion of the Candidate Data Sheet (CDS) is an integral part of the of the MRINetwork Way Methodology. In this section. the CDS will be covered in detail, including a review of the document by section, instructions on using the CLAMPS Model to determine and candidate’s motivation for making a career move. Upon completion of this section, you will be able to: • Complete the Candidate Data Sheet with your candidates • Identify a candidate’s motivation using the CLAMPS module • Recall the legal implications of questions asked in the interview process

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//e L E A R N I N G M O D U L E S Recruit: Complete Candidate Data Sheet: Learn about the components of the Candidate Data Sheet and why gathering all the information is important to making placements. (18 minutes)

// D O C U M E N T S

// W O R K B O O K S

Click the links below to download and open the document that supports the concepts in this module. • Candidate Data Sheet • Candidate Data Sheet Job Aid

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RECRUI T: COMP L E T E T HE C A NDIDAT E DATA SHEE T

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// M R I M I N U T E S Want a little more insight? Check out this MRIMinutes. • Candidate Data Sheet Maximization (5 minutes)

R E C R U I T: R E C O G N I Z E & H A N D L E R E D F L A G S

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SUMMARY The Recognize and Handle Red Flags section of the recruiting process explains the critical skills of gaining commitment by pre-closing early and often, and how to uncover and recognize potential red flags that may impact your decision on whether to present a candidate to a client, as well as issues that may derail a candidate from accepting an offer. Upon completion of this section, you will be able to: • Recall the five topic areas to pre-close early and often • Recognize potential red flags

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//e L E A R N I N G M O D U L E S Recruit: Recognize and Handle Red Flags: Learn about the five early and often precloses and how to recognize and handle red flags that could impact successful placements. (15 minutes)

// W O R K B O O K S

// D O C U M E N T S Click the link below to download and open the document that supports the concepts in this module. • Candidate Red Flags