Have you ever thought about what you would earn if you filled 100% of your contracts and orders? Have you wondered how other recruiters find talent and if they face the same challenges you do? Would you like to experience your “best recruiting year ever”? At this limited-seating, interactive workshop you will learn proven recruiting strategies and techniques to elevate your level of success. From surpassing your goals, staying motivated on a daily basis and hitting challenges head on, this workshop will provide the approaches and techniques you need to consistently achieve high performance. This workshop will also provide opportunity to: • Analyze your most urgent and important recruiting issues, drawing from knowledge and experience of colleagues • Renew and enhance your recruiting strategies • Know where to focus your efforts to achieve the greatest ROI THIS WORKSHOP IS DESIGNED FOR: Recruiters, recruiting managers or anyone involved in the recruiting profession who wants to learn proven strategic recruiting techniques in this candidate driven market

1. Recruiting Management
Interactive Workshop
Your BEST Year Ever!
Thursday, November 8, 2018
1:30 – 4:00 PM
Presented by
Barbara J. Bruno, CPC, CTS
Good as Gold Training, Inc.

2. TOGETHER, WE WILL ADDRESS THE FOLLOWING TEN TOPICS:
1. Recruiting Management issues
2. Proven Recruiting Management Strategies
3. Designing Goals and Structure
4. Coaching your Direct Reports
5. Recruiting Strategies
6. Stats, Ratios and KPI’s
7. Align motivation with compensation
8. Foster a Championship Culture
9. Drive High Performance
10. Professional Growth and Career Development

3. #1 – RECRUITMENT MANAGEMENT ISSUES
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4. TOPIC #1 – RECRUITMENT MANAGEMENT ISSUES
There are many conflicting priorities for Recruitment Managers, especially if you’re
also responsible for individual production. Most managers are challenged by
attracting and retaining top producers and holding their team accountable for
attaining goals set.
PROPOSED ACTION ITEM #1: Conflicting Priorities
Conduct a time study for the next 21 days, writing down everything you do. The
number the list from the most important function to the least and delegate the last
10 items on your list.
PROPOSED ACTION ITEM #2: Holding team accountable to attain goals
Never erase a goal, add it to future months in the year to hold your team
accountable and help them achieve their income goals.
PROPOSED ACTION ITEM #3: Challenge of hiring and retaining top producers
Hire over-achievers who want to sell and have a track record of peak performance.
Elevate your status from manager to leader. People often resent a manager, but
will follow a leader.

5. #2 – PROVEN RECRUITING MANAGEMENT STRATEGIES
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6. TOPIC #2 – PROVEN RECRUITING MANAGEMENT STRATEGIES
PROPOSED ACTION ITEM #4: Know your Best Business to pipeline
in advance
The following is a step-by-step process to conduct Revenue Modeling, which will
identify your company’s “best business.”
1. Review where you have made fills or placements in the past 18 – 24 months.
2. Write down the following:
Contract Direct
a. Industry a. Industry
b. Job Title b. Job Title
c. Bill Rate/Pay Rate/Margin c. Fee Percentage
d. Duration of Contract d. Guarantee Offered
e. Location e. Location
f. Interview Process f. Interview Process
g. Size of Company g. Size of Company
h. Payment History h. Payment History
i. Replacement % i. Fall-Off %
When you conduct Revenue Modeling, you know what business is being filled
which will enhances your ability to proactively recruit to fill more business written.
• Target 85% of your recruiting efforts at that exact business
• Pipeline candidates in advance to you can provide top talent faster
• Provide your Account Executives with resumes of your best talent so
they can market your candidates during sales calls. (Fill out the
attached presentation form)

7. #3 - DESIGNING GOALS AND STRUCTURE
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8. TOPIC #3 – DESIGNING GOALS AND STRUCTURE
Goals should be mutually agreed upon with each team member. Ask each
employee what they want to earn in 2019 and show them exactly what they should
do to attain their income goal.
PROPOSED ACTION ITEM #6: Obtain 10 non-negotiable goals from each employee
Ask your employees to complete the following for 2019:
1. Write ten non-negotiable goals in all areas of their life
2. Follow each goal with five action items (steps to achieve the goal)
3. Date the action items
4. Post them where they can see them as they work
5. Mark off the action items as they are accomplished
You team won’t attain goals because you want a record year, but they will attain or
surpass goals when they want something for either the people they love or
themselves.
PROPOSED ACTION ITEM #7 Segment days to achieve top priorities
Create the implement structured recruiting best practices so you can review and
improve your process, based on measuring and facts.

9. #4 - COACHING YOUR DIRECT REPORTS
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10. TOPIC #4 – COACHING YOUR DIRECT REPORTS
When in doubt coach. Coaching is a two-way communication that can bring out
the best in someone else and help develop their skills, ability to perform and
willingness to do what it takes to attain goals.
PROPOSED ACTION ITEM #8: Identify strengths and weakness of each employee
Recognize their strengths and help them improve their areas of weakness.
PROPOSED ACTION ITEM #9: Individualize your coaching
Know when to celebrate and when to coach!

11. #5 - RECRUITING STRATEGIES
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12. TOPIC #5 – RECRUITING STRATEGIES
Posting and praying is not working. Many candidates can’t talk during the day and
it’s important to know WHY candidates should use you vs. anyone else
PROPOSED ACTION ITEM #10: Work on individual branding
Teach your recruiting team to present their personal brand that is based on their
record of past successes.
PROPOSED ACTION ITEM #11: Add six words to recruiting presentation
“From your last place of employment?”
PROPOSED ACTION ITEM #12: Create and implement a Referral Program
A minimum of 40% of all placements and fills should be the result of referrals.
PROPOSED ACTION ITEM #13: Have your team call past three employers
Pull out the best candidates you’ve interviewed since January. Call their past
employers and ask for them. When you’re told they’re not there – ask for and
recruit their replacement, who has the same skills.

13. #6 - STATS, RATIOS & KPI’s
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14. TOPIC #6 – STATS, RATIOS & KPI’s
When you know individual stats and ratios, it’s takes the mystery out of accurately
predicting production. What you don’t measure doesn’t count.
PROPOSED ACTION ITEM #14: Track and share these ratios
➢ Send-Out (First interview) to Fill or Placement
How many first interviews before you extend an offer?
➢ Presentation to Send-Out
How many jobs do you present before you book a send-out?
➢ Interview to Presentation
How many interviews do you conduct before presenting a job?
➢ Hit to Interview
How many resumes/CVs do you receive before interviewing a candidate?
➢ Recruiting call to Hit
How many recruiting calls before someone send you a resume/CV?
PROPOSED ACTION ITEM #15 Set minimum standards of performance
Track KPI’s (key performance indicators) and set minimum standards of
performance. If goals are not achieved, numbers are added to future months.
PROPOSED ACTION ITEM #16 Put under achievers on Probation
If goals are not achieved for a few weeks, put this employee on probation, micro
manage them with a specific plan of action to turn things around.

15. #7 - ALIGNING MOTIVATION WITH COMPENSATION
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16. TOPIC #7 – ALIGNING MOTIVATION WITH COMPENSATION
Instant gratification is a great motivator. In addition to compensation, have monies
budgeted for incentives, bonuses and contests to enhance competition.
PROPOSED ACTION ITEM #17: Offer an instant bonus where you need results
Often a $50 bill can generate instant results that can enhance sales.
PROPOSED ACTION ITEM #18: Take your direction from your employees
Ask what motivates them i.e. money? Time off? Attending an event? Company
Luncheon? Consider higher commissions on certain levels of cash-in received for
the year.

17. #8 - FOSTER A CHAMPIONSHIP CULTURE
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18. TOPIC #8 – FOSTER A CHAMPIONSHIP CULTURE
Your clients will attempt to recruit your best recruiters. They will offer to pay them
a much higher base salary which is why you create a championship culture that no
one wants to leave.
PROPOSED ACTION ITEM #19: Nurture your employees
Prove that you care, can be trusted and deliver on promises. Take your direction
from them and award efforts not only production
PROPOSED ACTION ITEM #20: Develop and Utilize All Talents
Uncover talents that are not utilized during performance reviews, and utilize them
in your business, to help improve achievement.

19. #9 - DRIVE HIGH PERFORMANCE
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20. TOPIC #9 – DRIVE HIGH PERFORMANCE
It’s important to determine results-oriented activity. Daily have your team write
down the six actions closest to the money that they will accomplish, before leaving
work. Teach them to control their destiny by their planned outgoing calls vs.
incoming calls.
PROPOSED ACTION ITEM #21 Mandate planning
This is the #1 common denominator of all top producers in our profession.
PROPOSED ACTION ITEM #22 Focus on 5% of candidates they will place
Provide resources for 95% of candidates your firm will not place, so you can focus
on the 5% who will be placed. If you do not have a resource, consider setting up a
Career Portal. Go to www.happycandidates.com to improve the candidate
experience while you increase production.

21. #10 - PROFESSIONAL GROWTH AND CAREER DEVELOPMENT
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22. TOPIC #10 – PROFESSIONAL GROWTH AND CAREER DEVELOPMENT
Commit to a lifetime of learning. Study great leaders and coaches and improve
your knowledge base so you can continue to elevate the success of your team.
PROPOSED ACTION ITEM #23 Continue to attend Conferences/Workshops
Learn from the speakers as well as the attendees.
PROPOSED ACTION ITEM #24 Consider the TSA CPSR Certification Program
The program is 100% Best Practices.

23. NEXT STEPS
Find someone in this room that you don’t know and stand in front of them.