Seminar for Recruiters: Frequently Asked Questions

“Winning Strategies for Recruiters” Seminar

Bill Radin: Frequently
Asked Questions

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or call toll-free (800) 837-7224.

"My full-day workshop is designed to improve recruitment skills, increase search and placement control and boost recruiting performance."

—Bill Radin, President

Innovative Consulting, Inc.

Question:	Why should I attend the “Winning Strategies” seminar?
Answer:	Because we’re in a job market that’s rapidly evolving and increasingly cutthroat. In order to keep pace—and beat the competition—you’ll need to learn the latest techniques used by top-producing recruiters.
Question:	Can you give me an overview of what I’ll learn?
Answer:	For starters, you’ll learn how to increase candidate flow, how to more effectively screen candidates, how to script and deliver more powerful recruiting presentations, and how to identify—and disqualify—insincere or indecisive candidates who will waste your time by turning down your jobs or accepting counteroffers. Beyond that, I’ll show you ways to save time and effort in running your desk successfully, and how to focus your energy and maintain a positive attitude.
Question:	What sort of people will I see at your seminars?
Answer:	We draw a mixture of contingency, retained, contract and in-house staff recruiters who work in every imaginable industry, on behalf of every conceivable job description.
Question:	What do all these recruiters have in common?
Answer:	Simply this: Every one of them, no matter what slice of the business they’re in, is dead serious about making improvements in their productivity. And they’re willing to invest six hours of their time in order to do so.
Question:	Are the seminars better for new or experienced recruiters?
Answer:	Certainly, the newer recruiters have the most to learn. But make no mistake, there are a whole lot of new tricks the old dogs can learn—tricks that can fortify an area of weakness, or bump a veteran recruiter to a higher level of production.
Question:	I’m a staff recruiter, and I recruit people to come to work for my consulting firm. In other words, I don’t work on behalf of “clients.” What will I learn from this seminar?
Answer:	I’m a third-party headhunter who earns a living by filling positions for other companies. So naturally, I’ll spend some time discussing certain techniques that help us better serve the needs of the “client,” or the employer. But what I’ve found is that these techniques can be extremely valuable for staff recruiters. Why? Because the more you know about the job—and the better your relationship with the hiring manager—the more effective you’ll become as an advocate for your company in “selling” the job to prospective candidates.
Question:	You mentioned productivity. How do you define productivity?
Answer:	It’s not how I define it, it’s how you define it, relative to your goals and objectives. For example, if you’re a contingency recruiter, and your earnings are based on the fees you generate, then I can help you make more money by making more placements. If you work for a computer consulting firm, and your job performance is based on the number of people you bring on board, then you’ll be amazed at how many ways I can help you streamline your efforts and increase your numbers.
Question:	You’re not going to bore us with a lot of theory, are you?
Answer:	On the contrary, I’m going to give you information you can use right away to make changes in your daily life on a desk—the very same strategies used by successful recruiters throughout the industry.
Question:	Can I get the same information from reading your books?
Answer:	The books and audio programs are a great source of information. But there’s also a lot you can learn from spending a full day with other recruiters, role-playing, writing your own presentations, and getting solutions to specific problems that may be holding you back from reaching your full potential. In other words, there’s simply no substitute for a classroom learning environment that’s stimulating and fun.