The document discusses strategies for a recruitment solutions company to expand its business in the IT/consulting sector. It outlines plans to network with leadership in the industry, dedicate business development efforts, participate in recruitment events, engage with venture capitalists and startup funding events. It also analyzes the company's current customer mix, tools used by clients for hiring, methods to improve client engagement, revenue targets split across business sectors, team composition and expertise needed, and observations about challenges faced with clients.
Our mission at Corporate Insiders is to get the information you need in order to improve your business. Our specially trained Undercover Employees and finely tuned evaluation methods go beyond the surface of your operation and give an accurate ‘inside’ view of what is really happening within your Organization or Department.
We kindly Request you to give us an opportunity to serve you and we assure you of our sincere effort to meet out your expectations with utmost care and responsibility.
Purpose of training.
Setting objective of training.
Selling basics
Are you creating right first impression?
No one get a second chance for first impression.
Why we need same Introduction by all LIC Agent, to carry Brand impression?
Prepare and practice your introduction.
What are Open Questions?
How it helps in starting sales conversation?
What are Open Leading Questions?
How it help to funnel down the prospects?
The Closed Questions?
How it help to gain some commitment?
How to present product features with benefit?
Feature are what something has.
Benefit are What something does.
For example:
LIC Money Back is Product.
Feature – It gives money at fixed interval.
Benefit – 10 times life assurance + Bonus + last Bonus.
What are objections?
How to handle each objection with objection handling technique?
What are Price Objection?
How to handle price objection with price objection handling technique?
What are non verbal communication?
How to use body language to improve your performance?
How to close?
Most sales person do not know how to close.
What is Negotiation?
How to use, win-win techniques?
Follow up techniques.
Record keeping for future.
Preparing Testimonials.
Gaining further referrals.
What next? How to plan?
Summing up entire sales training presentation.
Q & A
Further Assignments.
Business plan for consulting and e learningUpendra K
This is a Quick reference Guide for Consulting and eLearning with contents as follows,
1, Business Basics
2, Business Strategy
3, Finances
4, Sales and Marketing
5, Partnership & Associations
6, Checklist for Business Start-up
We are IDC Technologies CMM Level-3 headquartered in Silicon Valley, USA is a leading Provider of IT Consulting, Staffing OTP/Contractual, Business Process Outsourcing in IT / IS Solutions, Applications Services, Professional Services, and HR / Payroll Solutions. We at IDC Technologies are looking forward to start working with your esteemed organization on Contract, CTH and Permanent Model, we have the capabilities and expertise to fulfill all your IT needs and we work on all the models of resourcing.
BA and Beyond 19 Autumn Event - Jurgen Claes - RPA at Acerta PayrollBA and Beyond
- The business case for process automation through RPA.
- Practical experiences on how to start, create a roadmap, build a team, …
- Realisations and results.
- Hurdles: what vendors and consultants do not tell you.
Our mission at Corporate Insiders is to get the information you need in order to improve your business. Our specially trained Undercover Employees and finely tuned evaluation methods go beyond the surface of your operation and give an accurate ‘inside’ view of what is really happening within your Organization or Department.
We kindly Request you to give us an opportunity to serve you and we assure you of our sincere effort to meet out your expectations with utmost care and responsibility.
Purpose of training.
Setting objective of training.
Selling basics
Are you creating right first impression?
No one get a second chance for first impression.
Why we need same Introduction by all LIC Agent, to carry Brand impression?
Prepare and practice your introduction.
What are Open Questions?
How it helps in starting sales conversation?
What are Open Leading Questions?
How it help to funnel down the prospects?
The Closed Questions?
How it help to gain some commitment?
How to present product features with benefit?
Feature are what something has.
Benefit are What something does.
For example:
LIC Money Back is Product.
Feature – It gives money at fixed interval.
Benefit – 10 times life assurance + Bonus + last Bonus.
What are objections?
How to handle each objection with objection handling technique?
What are Price Objection?
How to handle price objection with price objection handling technique?
What are non verbal communication?
How to use body language to improve your performance?
How to close?
Most sales person do not know how to close.
What is Negotiation?
How to use, win-win techniques?
Follow up techniques.
Record keeping for future.
Preparing Testimonials.
Gaining further referrals.
What next? How to plan?
Summing up entire sales training presentation.
Q & A
Further Assignments.
Business plan for consulting and e learningUpendra K
This is a Quick reference Guide for Consulting and eLearning with contents as follows,
1, Business Basics
2, Business Strategy
3, Finances
4, Sales and Marketing
5, Partnership & Associations
6, Checklist for Business Start-up
We are IDC Technologies CMM Level-3 headquartered in Silicon Valley, USA is a leading Provider of IT Consulting, Staffing OTP/Contractual, Business Process Outsourcing in IT / IS Solutions, Applications Services, Professional Services, and HR / Payroll Solutions. We at IDC Technologies are looking forward to start working with your esteemed organization on Contract, CTH and Permanent Model, we have the capabilities and expertise to fulfill all your IT needs and we work on all the models of resourcing.
BA and Beyond 19 Autumn Event - Jurgen Claes - RPA at Acerta PayrollBA and Beyond
- The business case for process automation through RPA.
- Practical experiences on how to start, create a roadmap, build a team, …
- Realisations and results.
- Hurdles: what vendors and consultants do not tell you.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Get Novel Insights on Increasing Branch Sales with Technology
The complimentary FMSI Branch Sales white paper focuses on a solution to address maximizing your branch technology investments and staff selling potential, through a new scheduling approach that:
• Transforms vague daily staff schedules into easily tracked and deliberate sales task assignments—per 15 minute increment.
• Identifies the best periods for outbound calling throughout the day, based on forecasted Idle Time during account holder traffic demand.
• Increases the time your top performers spend conducting sales related activities.
How to hire the perfect customer service executiveHireQuotient
Here's a step-by-step guide on how to navigate the hiring process effectively:
Craft a Detailed Job Description: Begin by creating a comprehensive job description that outlines the roles, responsibilities, and qualifications required for the Customer Service Executive position. Clearly communicate the expectations and the unique aspects of your company's customer service approach. Create the perfect job description with our JD Generator.
Leverage Multiple Sourcing Channels: Explore various sourcing channels to discover a diverse pool of candidates. Utilize popular job boards such as Indeed, LinkedIn, and Glassdoor, and consider using EasySource to tap into both active and passive talent pools.
Screen Candidates Effectively: Move beyond traditional keyword-based screening and adopt persona-based screening. This approach assesses candidates based on the ideal customer service profile, ensuring a more holistic evaluation and identifying candidates who align with the specific needs of the role. Enhance candidate screening with EasySource.
Assess Candidates' Skills and Qualifications: Implement skill assessments that go beyond the resume. Evaluate candidates based on practical scenarios and tasks relevant to the customer service executive role. This ensures that the selected candidate possesses the necessary technical and soft skills for success. Explore EasyAssess for pre-built and customized skill assessments.
Conduct Insightful Interviews: Craft interview questions that delve into a candidate's experience, problem-solving abilities, and alignment with the organization's values. Include scenario-based questions to assess their ability to handle real-world customer service challenges. Interviewing candidates for a Customer Service Executive position involves asking questions that reveal their experience, skills, and suitability for the role. You can also use EasyInterview to conduct asynchronous interviews.
Engage Candidates Throughout the Process: Maintain ongoing communication with candidates to keep them engaged and informed. Utilize personalized messaging and communication tools to showcase your company culture and values, highlighting the unique aspects of your customer service approach. Optimize engagement with EasySource’s Candidate Engagement Module.
Conduct Reference Checks: Once you've shortlisted candidates, conduct thorough reference checks to validate their work history, performance, and qualifications. Inquire about their ability to adapt to a dynamic customer service environment and collaborate effectively within a team.
Selection and Onboarding: Extend a comprehensive offer letter that includes essential information about the position, salary, benefits, start date, and any probationary period. During the onboarding process, introduce the new Customer Service Executive to the organization’s culture, values, and mission.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-support-representative
How to hire the perfect Customer Service ExecutiveHireQuotient
Here's a step-by-step guide on how to navigate the hiring process effectively:
1. Craft a Detailed Job Description: Begin by creating a comprehensive job description that outlines the roles, responsibilities, and qualifications required for the Customer Service Executive position. Clearly communicate the expectations and the unique aspects of your company's customer service approach. Create the perfect job description with our JD Generator.
2. Leverage Multiple Sourcing Channels: Explore various sourcing channels to discover a diverse pool of candidates. Utilize popular job boards such as Indeed, LinkedIn, and Glassdoor, and consider using EasySource to tap into both active and passive talent pools.
3. Screen Candidates Effectively: Move beyond traditional keyword-based screening and adopt persona-based screening. This approach assesses candidates based on the ideal customer service profile, ensuring a more holistic evaluation and identifying candidates who align with the specific needs of the role. Enhance candidate screening with EasySource.
4. Assess Candidates' Skills and Qualifications: Implement skill assessments that go beyond the resume. Evaluate candidates based on practical scenarios and tasks relevant to the customer service executive role. This ensures that the selected candidate possesses the necessary technical and soft skills for success. Explore EasyAssess for pre-built and customized skill assessments.
5. Conduct Insightful Interviews: Craft interview questions that delve into a candidate's experience, problem-solving abilities, and alignment with the organization's values. Include scenario-based questions to assess their ability to handle real-world customer service challenges. Interviewing candidates for a Customer Service Executive position involves asking questions that reveal their experience, skills, and suitability for the role. You can also use EasyInterview to conduct asynchronous interviews.
6. Engage Candidates: Maintain ongoing communication with candidates to keep them engaged and informed. Utilize personalized messaging and communication tools to showcase your company culture and values, highlighting the unique aspects of your customer service approach. Optimize engagement with EasySource’s Candidate Engagement Module.
7. Conduct Reference Checks: Once you've shortlisted candidates, conduct thorough reference checks to validate their work history, performance, and qualifications. Inquire about their ability to adapt to a dynamic customer service environment and collaborate effectively within a team.
8. Selection and Onboarding: Extend a comprehensive offer letter that includes essential information about the position, salary, benefits, start date, and any probationary period. During the onboarding process, introduce the new Customer Service Executive to the organization’s culture, values, and mission.
Read the full article: https://www.hirequotient.com/how-to-hire/customer-service-executive
How to Hire the Perfect Customer Service ManagerHireQuotient
Here's a step-by-step guide on how to identify, assess, and hire the perfect candidate for this critical role:
1. Craft a Comprehensive Job Description: Begin by creating a detailed job description that outlines the roles, responsibilities, and qualifications required. Highlight the key skills, experience, and qualities that will make a candidate successful in the role. Create the perfect job description with our JD Generator.
2. Discover Relevant Candidates: Tap into both active and passive talent pools to uncover qualified candidates. Utilize popular job boards like Indeed, LinkedIn, and Glassdoor for active job seekers, and employ recruitment tools to identify passive candidates. Explore EasySource for effective talent discovery.
3. Screen Candidates Effectively: Move beyond keyword-based screening by adopting persona-based screening. This method assesses candidates based on the ideal candidate profile, ensuring a more comprehensive evaluation and preventing the elimination of potentially excellent candidates. Leverage EasySource to enhance candidate screening.
4. Assess Candidates' Skills and Qualifications: Implement skill assessments that align with the specific needs of the role. These assessments can include scenarios and tasks relevant to the customer service manager position, helping you gauge a candidate's practical skills and decision-making abilities. Explore EasyAssess for pre-built and customized skill assessments.
5. Conduct Insightful Interviews: Craft interview questions that delve into a candidate's experience, problem-solving abilities, and alignment with the organization's values.
Engage Candidates Throughout the Process: Candidate engagement is crucial to retaining top talent throughout the hiring process. Utilize communication tools to build personalized messaging, keeping candidates informed and engaged. Optimize engagement with EasySource’s Candidate Engagement Module.
6. Conduct Reference Checks: Once you've shortlisted candidates, conduct thorough reference checks to verify their work history and performance in previous roles. Enquire about their ability to work effectively within a team and adapt to the company culture.
7. Selection and Onboarding: Extend a comprehensive offer letter that includes essential information about the position, salary, benefits, start date, and any probationary period. During the onboarding process, introduce the new Customer Service Manager to the organization's culture, values, and mission.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-service-manager
2. How to Expand our Horizon in
IT/Consulting Space
• Get networked to Leadership Crowd of IT and
Consulting Space and keep it going.
• Dedicated BD Efforts till the stage we have sufficient
and more work to deliver.
• Participate in recruitment events and project our
expertise and build new network.
• Know venture capitalists and Angel Investors and
drive branding.
• Small time Funding startup events
3. What is the Current Customer Mix
• Products, Services, Startups and Consulting
• Technology and Management
• Technologies include across ERP, Microsoft Technologies, Sun
Technologies, EAI, Analytics, eCommerce, Cloud.
• 3/4th
of our clients fall into IT Services and Consulting Space.
• 1/4th
of our client base falls into Products, captives, startups.
• No Telecom based product clients
4. Tools and Channels used by our Customers
• Few of the Hiring/Candidate Management tools used by our
clients are mentioned below
• Abacus
• Taleo
• Spire
• Cv360
• Hirecraft
• Hirepro
• IIM Jobs
• Hirest
• Linkedin
• Search Firms
5. Improving Client Engagement
• Visit local client locations once in a month
• Visit Inter-state clients once in 2 months
• Build confidence by Quality Delivery keeping in mind
the TAT and Process driven efforts
• Build matured rapport with client spoc’s and
leadership TA Team
• Engage in meaningful conversations, show keenness
to know areas of improvement
• Share validated and valued market information
6. Revenue Target – 9 Crore
• Fix Numbers against each sector of Businesses like
and drive efforts accordingly
• Start with 1.5 crore from Leadership Mandates
• 2 crore’s from IT Services
• 1 Crore from IT Consulting
• 1 Crore from Products
• 1 Crore from Startup clients
• 1 Crore from non-it and Management Search
• Stable, Support and Aggressive and Matured Team
7. Team Composition & Expertise
• Identify and create teams as below
• Skill based team
• Domain and Industry based team
• Startup based team
• Opportunity for individuals to explore new skills
while shuffling
• Training Needs
• Encourage, Enable, Sponsor recruitment related
Certifications
8. Observations
• Often we face this issue with the client, they say the position is critical and later, after initial
levels of interview, client goes to sleep.
• How do we judge what is critical and what is not critical? How do we replace/compensate
the time spent on such critical demands, wherein we have taken time to source niche talent
• Startups does not hire all through out the year, so the alternate is have critical requirements
from other clients and spread risk.
• How do we engage an initially interested talent to stay interested for 3 – 4 months of
recruitment Selection process.
• What/How do you conclude when client says the hiring managers are not giving slots for
interview, a case study of 2-3 months schedules and reschedules. Case study of the same
experience happening against 4- 5 different requirements.
• What if in case the alternative clients and requirements does not fetch enough revenue while
spreading the risk.
• How to manage not so logical demands from clients.
• What do you sense when client is repeatedly sharing same demands month on month