• Professional Development Through Call Analysis

  • Record specific types of calls for 15 minutes, 2-3 times per week
  • Review recordings after hours to maintain objectivity
  • Write down specific areas for improvement
  • Post reminders about improvements needed in visible locations
  • Focus on one segment/aspect at a time

• Segmented Approach to Recruiting Calls

  • Break down recruiting calls into 8 distinct segments rather than viewing as one process
  • Practice and perfect individual segments separately
  • Components include:
    • Identifying potential companies
    • Getting calls returned
    • Selecting marketable candidates
    • Opening/first 25 words
    • Positioning the candidate
    • Presenting the candidate
    • Closing
    • Handling rebuttals

• Call Return Strategy Framework

  • Develop multiple tested messages rather than using one standard approach
  • Test messages systematically over 100 attempts each
  • Track return rates to measure effectiveness
  • Vary message ordering to optimize response
  • Consider variables like:
    • Voice tone and intonation
    • Personality differences between recruiters
    • Client/candidate differences

• Deliberate Practice Methodology

  • Break skills into component parts
  • Focus practice on weaker areas
  • Incorporate specific feedback
  • Use role-playing exercises
  • Record and review performance
  • Get external evaluation when possible

• Professional Development Process

  • Study foundational materials thoroughly
  • Practice specific segments individually
  • Incorporate role playing with feedback
  • Record and analyze real calls
  • Make adjustments based on data
  • Continue measuring and improving

• Candidate Marketing Framework

  • Different criteria for “marketable” vs “placeable” candidates
  • Strategic company identification process
  • Structured approach to get calls returned
  • Specific candidate presentation format
  • Planned rebuttals for common objections
  • Follow-up process

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