The PHOENIX GIR Master-Training with Individual Coaching

Extreme Headhunting / DirectSearch / TalentScouting


"Become a real headhunter: Job ads and SocialRecruiting in LinkedIn, Facebook, Xing etc. are already old-fashioned." While your competitors fail will you already place the best candidates. Experience this insider-training with the strategies & secrets of the real and extreme headhunting experts.


– Discover the most effective headhunting techniques of the experts

– Identify the best candidates – wherever they currently are employed

– The step-by-step-training for In-House Recruiters and "lone Wolves"


Whenever companies look for the best specialists, professionals and managers; whenever their sourcing strategies fail and whenever traditional recruitment agencies have to surrender - then they call the real experts, who succesfully hunt top candidates at all levels and sectors: The Extreme Headhunters.

 

Traditional sourcing strategies fail more and more: Expensive job adverts, insufficient CV databases, inadequate applicants, job fairs etc. lead to fewer and fewer qualified candidates. Even the increasing "soft" social recruiting activities (= sending/spamming e-mails to people via LinkedIn, Facebook etc.) annoy candidates instead of winning them for a job change. 

 

In contrast our daily headhunting results show: 30-50% of all employed (=passive) candidates are open for new and interesting tasks.  But: Most recruiters don't know (or fear?) to get in contact with these candidates by directly approaching them.

 

Be different and learn live from our expertise:

  • You want to know how experts in headhunting identify and win suitable candidates?
  • You want to experience how discreet, cost-effective and time-saving headhunters operate?
  • You want to be successful from the start - even as a novice in headhunting?
  • You want to speed up your recruiting efficiency and profit?
  • You want to achieve TOP results from the 1. day on?

Feel welcome in our Extreme Headhunting training. You will love it!

As inter/nationally operating high-volume headhunters we daily "hunt" the best  candidates for companies and management consultancies.

 

The extracts from 20 years of HR consulting, hundreds of headhunting projects and over 12,000 candidate coachings in New-/Outplacement and Career Counselling are included in this unique training for you as a future Extreme Headhunter / DirectSearcher / TalentScout.

With a modular training package we provide you with proven know-how, that

  • helps newcomers to avoid most failures
  • shows experienced practitioners new approaches
  • inspires and enriches your work efficiency
  • saves you time and money in order processing
  • gives you a wealth of ideas to be most professional and successful 
 

Target groups for the training

External and Inhouse-Recruiters, employees of staffing agencies, HR/recruitment consultants and their assistants, junior consultants, HR researcher, talent scouts, personnel officers, HR entrepreneurs etc. 

 

The training is particularly suitable for

-  beginners, career changers, entrepreneurs in recruitment with little or no experience

-  for experienced recruiters with no or little experience in active, direct headhunting.

 

We try to keep the number of participants always low and train you in smaller groups.

 

The training contents / modules

Is extreme headhunting a mystery? Yes and No ... Anyway we will show you step-by-step, what you really need to master headhunting successfully: 

 

1.  The requirements: How to become a real headhunter?  

  • Do you have it "in your blood", to become ... and to remain a headhunter?  
  • The requirements & tasks: the professional and personal skills, useful qualities.  
  • Practical exercise / live project task


2.  Definitions, history, ethics and jurisdiction in headhunting

  • Definition of "extreme headhunting", "research", "identification" etc. 
  • Headhunting in your country and globally.
  • Scruples? The moral and ethical side of headhunting. 
  • The legal side of headhunting: The Do's & Don'ts 
  • Practical exercise / live project task

 

3.  Overview about processes in individual and team headhunting

  • Typical phases and processes in headhunting
  • Differences in external and in-house headhunting


4.  The briefing with your clients

  • The client is king? Yes! But even kings need clear statements from you.  
  • The 2 "killer questions" you should ask each client ... before you
    lose time and money!
  • To be clarified in the briefing:
      A: The company / your client
      B: The vacant position
    -   C: The requirements / profile of the best candidates
    -   D: The offer to the candidates
    -   E: Other
  • Practical exercise / live project task

 

5.  The defining & identification of target companies. A key to success.

  • Your most valuable and relevant sources of information
  • Cold & Hot DeskSearch / FieldSearch
  • Social networks, forums, blogs etc. - and their (non)sense
  • "Secret sources": truths and illusions about them
  • Building the list of target-companies (The Target List)
  • Success tool "Concentric": The 'onion system' and the selection
    criteria for the target companies
  • Interpretation of the available project- and profile data
  • Evaluation and understanding of the job description
  • Reasonable industry coverage and dangerous "title inflation"
  • Identification strategy and scheduling
  • Practical exercise / live project task


6. 
The Cover Story. A key tool for Extreme Headhunters.

  • Definition, advantages and disadvantages of Cover Stories
  • How to develop effective Cover Stories word for word.
  • Proven Cover Stories – from start to the end!
  • Examples of good and really bad Cover Stories
  • The most important requirements for you and your Cover Stories
  • Stop "soft recruiting" in LinkedIn & Facebook! Pick up the phone!
  • Afraid of calling companies and candidates? Here you can be helped!
  • Practical exercise / live project task


7. 
The Identification (Ident) Call in action.

  • What will happen when you call
  • How you pass by the secretaries, telephone operators, superiors etc.
  • Favorable timing and practical, appropriate processing  
  • Killer phrases and faux-pas-words which you better avoid
  • Problems during the identification - and lots of solutions
  • Caught in the act? Unmasked? Keep cool!
  • Results of the (test) Idents: What you need to know now.
  • Clippings & Documentation: Written form of the results.
  • Decision-making processes: Steps that follow the identification.
  • Practical exercise / live project task


8. 
The direct approaching of candidates

  • The initial contact at the candidate's current workplace -
    objectives and strategies
  • Follow the law!
  • The direct approach: The step-by-step guideline word by word
  • The best entry formulations: How and what you (don't) say!
  • Important information for potential candidates
  • 6 really stupid things you never should say
  • What you (don't) send candidates after the direct contact
  • Evaluation of your identification and direct aproach
  • Practical exercise / live project task

 

9.  The phone interview with potential candidates

  • 7 things recruiters hate to ask ... but should ask!
  • Questions you have to expect from candidates - and what to answer
  • Self-motivation & how to motivate candidates:
    -   Possibilities for your own motivation
    -   Reasons why candidates change their jobs
    -   Reasons why candidates do NOT change their jobs
    -   Influences on the mobility
    -   The "change willing candidate": What can you offer?
    -   "Poker candidates": How you can recognize them
  • Solutions if others don't connect you to the candidates
  • (Problematic) reactions of the candidates - and helpful solutions
  • Whom you can speak to... in case you are really 'cool'
  • What is very important after the phone interview
  • The evening interview - how far can / should you go with the candidates?
  • Practical exercise / live project task


10. 
After the identification and direct approach

  • What do you (not) send privately to candidates after contact
  • The RRA Rapid Response Analysis
  • The Candidate's Profile
  • Creating card files / databases: Are you producing "zombie candidates"?
  • Useful forms & templates
  • Practical exercise / live project task


11.
Organization, equipment, economy
       and efficiency

  • Where and how you really can save money!
  • Personal methodology & the timeline in headhunting
  • Your own workplace, telephone equipment, data storage / protection
  • Problems that begin with the order acceptance
  • Hands off! When you should reject an order
  • What more you could do - or better let be
  • Practical exercise / live project task

 
12. The finals: Renumerations & Cooperation

  • Forms of remunerating headhunters
  • Forms of possible cooperation


Hunt
the best candidates targeted and cost-effective. Boost your recruiting efficiency and your profits!

 

Secret headhunting? Yes and no. In any case, we'll show you step-by-step, what you really need to master for successful headhunting:

 

First The requirements: You as a researcher & Headhunter: Do you have it in your blood?

    
(Almost) everyone can be headhunters ... and remain so?
    
The requirements for a headhunter: tasks,
    
professional and personal skills, useful properties
    
Project and Exercises

Second History, ethics and law of Head Hunting's

    
Definition Headhunting / research / identification etc.
    
Headhunting in Germany, Europe and worldwide.
    
You have scruples? The moral and ethical side of poaching.
    
The legal side of the Head Hunting's: Do's & Don'ts
    
Project and Exercises

 

Third Processes and structures of the Head Hunting's

    
Typical phases and processes in the headhunting
    
Differences in the external and in-house headhunting

 

4th Practice: The briefing with your clients

    
The 2 "killer questions", you should ask each client,
    
before you lose time and money!
    
Be clarified in the briefing:
    
- A: The company / your client
    
- B: The position
    
- C: The job profile of the candidate
    
- D: offer to the candidates
    
- E: Other
    
Project and Exercises


5th Practice: Identification & definition of target companies - the key to success

    
Your data and information sources to research
    
Cold & Hot Desk Search / Search Field
    
The "secret sources": truth and illusion
    
The list of target companies "Target List"
    
The onion system and selection criteria of the target company
    
Interpretation of the present Projekt-/Profildaten
    
Job Description & evaluate understand job specifications
    
Sector coverage and "title inflation"
    
Identification strategy and scheduling


6th Practice: The Cover Story - the main instrument of the Headhunters

    
Reasons definition, advantages and disadvantages of cover stories
    
No more updates! Ran up the phone - you will love it!
    
Fear of the phone? "Here you can be helped!"
    
Development of effective cover stories - word for word from the initial conversation to the exit!
    
Examples of good cover stories and really bad Cover Stories
    
The most important requirements for you and your Cover Stories
    
Project and Exercises


7th Practice: The actual identification Call

    
What to expect when you call at all
    
As you pass by attendants and supervisors
    
Favorable timing and meaningful operational management
    
Killer-/Unwörter that you refrain better
    
Problems with identification and their solutions
    
Flew up? Breach? Keep your hair on! :-)
    
Results of the (test) Idents - What must be present at the end
    
Clipping & Documentation: writing the results
    
Decision-making processes: Steps to connect to the identification
    
Project and Exercises

 

8th Practice: The direct approach of the target person / candidate

    
The initial contact at the workplace - objectives and strategies
    
Adhere to the law!
    
The direct approach step-by-step guide with text and speech
    
The best entry formulations: How and what you (do not) say!
    
Important info for potential candidates
    
6 really stupid things you should never say
    
What you send candidates after contact - or not.
    
Identification and evaluation of speech
    
Project and Exercises


9th Practice: The phone interview with potential candidates

    
7 things you hate to ask recruiters, but should ask!
    
Questions that keep coming - and your answers
    
Motivational & Motivate:
    
- Possibilities for your own motivation
    
- Reasons why candidates (not) change
    
- Influences on the mobility
    
- The willing to change "candidate: What can you offer?
    
- "Poker candidates" and what you can recognize
    
If you are not connected - solutions
    
(Problematic) reactions of the called party - solutions
    
Who do you speak to (not) should
    
What is very important for the phone interview
    
The evening interview - how far can / should you go?
    
Project and Exercises

 

10th The practice: By Ident OHCA

    
What do you send private candidates after contact
    
The rapid response analysis
    
The Candidate Profile
    
Creating card files / databases: Produce corpses?
    
Useful Forms & Templates
    
Project and Exercises

 

11th The practice: organization, technology, economy and efficiency in the headhunting

    
Costs of Research's: The Tale of the cost reduction?
    
Methods to contain costs: You can (really) save!
    
Personal methodology & the timeline headhunting
    
Your workplace, telephone equipment, data storage / protection
    
Problems that begin with the order acceptance
    
Hands off! When should you decline an order
    
What could you do more or better can be
    
Project and Exercises

 
11th Conclusion: Reward & Cooperation

    
Forms of remuneration Headhunter
    
Forms of possible cooperation

 

Learn how to find targeted and cost the best candidates!

Organisation / Duration

 

  • Duration: 4-5 evenings or 1 full weekend per classroom training
    in your country/city or web-conferencing (webinar)
  • Follow-up-day & Coaching possible
  • Practical inhouse training & individual coaching possible

 

Please ask for the next dates, prices etc.You will love it!

 

You are interested in our Extreme Headhunting Training?

Contact us: 0049 (0)179 - 52 99 251 or Phoenix-GIR@email.de