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The Seminar!
Oz focuses on, discusses National Norms and positively impacts four main metrics, for sales & recruiters:
- Increased Head Count
- Increased Margins,
- Decreased premature falloffs,
- Increased Interview/Hit %
Sales will learn and explore how to:
- Prepare and structure all sales calls focussed on the customer’s important issues, not yours, and by anticipating and addressing key objections common to this industry
- Use Min-Max Negotiation effectively for profit by laying foundation and testing reality, talking hypotheticals to bring bad business into the realm of feasible business, and use “flip-flop” strategies to avoid back end negotiations
- Obtain more than the inadequate detail given on requirements generated by VMS business
- Close business and obtain interviews through effective concentration of candidate “suitability” obtained from recruiters, rather than settling for normal “eligibility” attributes
- Using strong qualifying methods, avoid investing recruiter time with non-orders, while technically qualifying and understanding requirements in areas where you are not technical
- Address (or prevent) common crises in the industry in role-plays with the instructor
- Add several newly crafted questions as an effective wordsmith (e.g. “What should we look for when checking references for this position?”), helping us obtain buy-in with the customer
- Ensure thorough orders & customer control which leads to exclusive buying agreements
- Go beyond tech specs with questions such as “What was the business case you used to get approval for this project?” and “What other departments are impacted by this project?”
- Oz’s new Step by Step Approach “Prospecting for New Business”, using research, association & client websites, Google searches, and social networking (LinkedIn, Facebook, etc.) plus Specific Phrases to expand within existing accounts meeting buying managers’ “Sphere of Influence”— Boss, peers, Subordinates
Recruiting will learn and explore how to:
- Go beyond the job-boards, learning specific “white hat sourcing” techniques to locate, attract, and retain both passive candidates, and top candidates who often do not post to job-boards
- Use Linked-In as an effective tool to collect, manage, and network top IT niche specialists
- With In-Depth-Phone-Interviews replacing in-person interviews, insure that the two essentials to closing candidates with multiple offers (connecting personally and finding hot-buttons) are at the top of the sixteen goals of a phone interview. Also, the specific six-point pro-active recruiting call for top, pipeline candidates
- Using Min-Max Negotiation, recruiters can meet their responsibility of giving sales maximum pricing flexibility, increase the chances of future extensions and retention, and higher margins
- Minimize premature fall-offs and no-shows with a formal checklist of business expectations with each candidate, and a short but frank discussion with candidates of bidding wars, counter-offers, and other known industry pot holes
- Using “flip-flop” techniques, effectively handle back-end negotiations
- Be pro-active in pipelining and tracking top-candidates in our defined niche IT areas
- Work with sales to instill confidence in our delivery system, resulting in interview time-slots obtained simultaneously with the business requirement
- Work effectively on VMS business even though VMS gives unreasonably short time frames
- Concentrate on why candidates may not work out, focus on weakness and strength
- Check references for two purposes: getting a second opinion on weaknesses we found, and obtain “suitability” phrases (not the normal “eligibility” issues) that sales will use to obtain interviews and close business
- Technically qualify candidates in areas where you are not technical
- Prevent (and address) Common Industry Crises knowing that we cannot wait for things to get back to normal, this is normal
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