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Library

Next Level Insitutute Library takes the entire lifecycle of the search process and breaks it down piece by piece, from planning, to sourcing, to marketing and the placement process, to personal development. Within each section of the NLI Library, Enhanced NLI Subscribers have access to scripts, forms, emails, articles, video clips, and actual recorded phone calls to review. The NLI Library will cover all facets of the search process, and will consistently be updated with innovative, relevant, and timely new material.   Our collection comes from trainers and big Billers from around the globe, who specialize in many different types of industries and have a variety of personal styles - allowing us to share numerous approaches instead of just hoping that ‘one size fits all’.  Search through articles and tips provided by additional industry trainers like Jon Bartos, Michelle Chan, Doug Beabout, Paul Hawkinson, Neil Lebovits, Terry Petra, Frank Risalvato, and Gary Stauble. Join our Subscription Plans today and allow you and your team to learn from the best recruiting training available – right at your desktop!

Client Marketing

Recruiting Flipped to Marketing


Flipping a recruiting call to a marketing call can be one of the most comfortable ways to ease into a marketing presentation, especially for those who are just learning how to market. The key to this approach is to flip the call when you have identified that you are...

Market Mastery Approach


Your challenge as a recruiter is to bridge the gap between the professional fees you charge and the value or perceived value that you provide for companies.  One of the best ways to bridge the value gap with both clients and candidates is to develop true expertise...

MPC Approach


There are three MPC approaches that will be covered in this section: The "Most Placeable Candidate" Presentation, the "Generic MPC" Presentation, and "Yourself as the MPC" Presentation.

The Most Placeble Candidate approach revolves around sharing a potential...

Client Reference Check Approach


Reference checking is a great way to make a warm call into a new company. The process begins as a reference check call but with a dual purpose to ‘flip’ into either a recruiting or marketing call for new business.&nbs  call itself is one that is easily executed,...

Assumptive Approach


You surely have heard the phrase "act as if". Act as if you are a leader, and you will become one. Act as if you cannot fail, and you will not fail. This same principle can be adopted from a marketing perspective as well. Act as if there are open positions, and you...

Indirect Approach


No different than we can use an indirect approach when recruiting a candidate, we can use this same approach when pursuing new client development. This approach can be used to demonstrate market mastery and consultative questioning, as well as allows the opportunity...

Follow up Approach


The Follow-Up Marketing Approach is truly a two-step process.  The heavy lifting is done on the first call, setting the stage for any follow-up calls to be targeted and value-added. If you’ve ever called a client just to ‘check in’ or ‘touch base’, you have done a...

Branding and Advertising


No different than Jell-O is synonymous with gelatin, and Kleenex with tissue, you want your name to be synonymous with recruiter.  This is a long term strategy that is tied in to the in-bound marketing approach. This effort can range from hiring a third party PR...

Mergers and Acquisitions


The merger and acquisition marketing approach is one that delivers strategic growth solutions to firms who are interested in gaining a competitive advantage in the marketplace through M&A services to grow their market share. Instead of placing a single candidate,...

Marketing Objections


There are three areas to overcoming resistance – knowing when an objection has been raised, knowing how to deliver your response, and knowing what specifically to say in your response. Remember that your audience is hip to the game – they can sometimes...

No Openings


"We have no openings/on a hiring freeze"

It is possible that this is a valid concern. The company may have all the employees it needs and may not be able to justify any more hiring at this time. Generally though, no company has enough top quality employees....

Call HR


Recognize that this is a typical way to try to shuffle off a recruiter’s call.&n ince the position reports to the hiring manager, and the true decision to hire will be made by that hiring manager, they are the one we want to have direct access to. We can work in...

Types of Marketing


Rainmaking is crucial to long-term survival in the search business. Your ability to generate new collaborative relationships with clients who will pay your fee is what distinguishes a marginal biller from a big one. This section covers the twelve common, and not so...

Using Other Firm


"We are using another firm."

The great news is that you’ve found a company that recognizes the value of using a recruiter! The bad news is that it’s just not you – YET.  is an opportunity for you to get an understanding of how they found that firm and...

Consultative Approach


There are two ways to look at the Consultant Approach to Marketing, covered in both the descriptions below as well as the example scripts and video clips.  

The first angle to approaching your clients from a...

Send a Resume


"Send me a resume and if I'm interested, we'll talk about an agreement."

The ‘Send me a resume’ concern is often incorrectly viewed as an expression of interest on the client’s part by new, inexperienced recruiters. More often than not, the request for a resume...

Using Postings and Ads


"We have posted an ad and getting tons of resumes from there."

Obviously, as recruiters we know that passive candidates versus active candidates are two completely different candidate pools. Most reports show that about 15% of candidates read ads as a means of...

Other Marketing Objections


- "I have people in the loop that I am interviewing , or that I ambout to hire"
- "Send me some information and I'll get back to you if I am interested"
- "All the information for this position is on our website- get what you need there and send  me any...

We Don't Use Recruiters


"We Dont Use Recruiters."

“Don’t” in the first statement is a very strong term – and it behooves you to clarify what the actual objection is. It is possible that the company cannot afford to pay a fee, however, more often than not, the company has not fully...