Induction and Ongoing Training
The clear goal of the The Antal ‘Training Gym’ is to help franchisees double their fee income and also to help them develop their business.
This is key to our mutual success.
The franchisee’s feedback has been taken into account to help shape the programme. As ever, we want to be able to challenge franchisees and support them and their teams in creating an environment in which they can achieve their personal and financial goals in their businesses.
180 Day Programme
The 180 Day Programme takes the key 36 Modules of the Induction process and is a sequential and logical training programme which mirrors the five day induction programme. New Owners will be invited to join after induction for an immediate “refresher” which covers the core induction subjects and builds early momentum in generating recruitment fees. Note that anyone can join this programme to get refreshed and updated, it is not just intended for New Owners. Subjects are as follows:
Module 1: Why do People buy?
A step prior to selling is understanding why people buy. Underlying principles that govern any buying decision and what leads the customer to buy. This first module is important to set you correct on your sales journey.
Module 2: The Sales Process
A build up from the 1st module; let’s take a closer look on the sales process and how it must reflect the customer’s buying process. It is critical to align ourselves to the customer’s needs and urgency of buying decision, to be effective sales persons.
Module 3: Setting up the Desk
This module looks up basics of setting up the desk, to identify correctly the market you will work within and what is the measure of a good desk. A critical issue at the moment is to have CLARITY, which will anchor the entire operations of the desk. The module also looks at appreciating our Recruitment model.
Module 4: Planning and Organising the desk
This module puts back the focus on what makes the desk go round- INTERVIEWS. So how do we plan and organize our desk daily to get to this king of KPIs.
Module 5: Find and Approach Candidates
Please join me as we open our minds to look at all the possible avenues to identify candidates, as we build our network and reach in the market. Starting out where you find your first candidates, who potentially may be an APC, a must for new owners or consultants launching a new desk. This module helps you identify where to find those who may not be actively looking for a job. The module will help you take a fresh look at the “hidden coves”.
Module 6: Qualifying the APC:
Diamonds of the first water
Please join me tomorrow at ___ as we learn about Qualifying the APC, How to qualify the five core APC criteria to uncover if your candidate is an APC. The transition from candidate to APC is subtle; this module details what you should ask and how to use the five key qualification criteria.
Module 7: Value Proposition:
What do you bring to the party?
Join me tomorrow at ___ as we unravel a basic question: What do you bring to the party? What will make others work with you?
Our answer lies in those logic statements that get “little yeses” that move the conversation with client and candidate forward. Used correctly, they always get the answer yes! How to deliver dialogue that receives the yes answer. Logical dialogue that moves the conversation forward.
Module 8: FAB Selling
What’s FAB about selling?
Kick start your Monday morning at ___ am with me as we learn our tricks of the trade with FAB Selling, The skills and techniques for presenting a candidate using the Feature, Achievement & Benefits process. How to turn features and achievements into benefits that match the client’s buying motives. This module helps you design and deliver presentations that really do sell.
Module 9: Marketing the APC
Monday __am, we look at the module on Marketing the APC and learn How to build structure and deliver your compelling APC presentation with impact in less than 90 seconds. Sharp, to the point, focused delivery that engages with a client leading to a business conversation.
Module 10: Marketing Objectives:
Making the most of the call
Tomorrow’s session at ___ is about staying on the call longer and making most of it. Tomorrow we look at the critical aspect of pre call planning- and also learn How to get more out of your marketing calls by having tactics and strategies to move the call forward. This module shows how to get more out of the marketing call and turn a cold call into a business conversation.
Module 11: Objection Handling Technique
Join me Monday ___ as we learn to develop the skills and techniques to handle objections with both client and candidate. Using a simple objection technique to handle almost all resistance that you will experience at the end of a recruiting or marketing call.
Module 12: Client Objections
As we build our desk and our businesses, we are bound to come across knee jerk responses that may be unfavourable to us. Learn how to recognise these responses and how to respond to them which allows you to continue your conversation and build a value and a relationship that endures.
Module 13: Antal Job Qualifier
Does the role deserve time of my day?
Understanding a Job role is much more than just working key words off a Job Description. It’s really getting in the mind of your client and getting a realistic picture of the business need that is driving this hiring need, who are the stakeholders to the role, how does the role develop within the company, and critically to help you decide Can you do, is this part of your niche, is the client realistic, is there a mutuality in this partnership?
Antal Job Qualifier aims to do just that- through a series of questions, it helps us to answer: Does this role deserve the time of my day?
Module 14: Selling Contingency:
DO you know what you sell?
We pride in ourselves being sales persons, but ever stopped and wondered- what are WE selling?
Sure many of you would say, talent, a better career, a vision for better future– all well. What do you hold in your sales basket- that product/solution that helps you make your sales career a reality and a success?
Join me tomorrow at ___ am as we understand the first of such solution– Contingency recruitment. Learn the language; weave the story as you take your client through creating deep value in contingent recruitment.
Module 15: Selling Search
In today’s session at ___ am, we will delve into the Part 3 of how we sell- and learn the process and story selling behind Selling Search. This concludes the third block on Recruitment model: Selling to the client.
As sales persons, what’s your compelling, powerful, vivid story? Why should a client agree to work with you on Search– learn all these and more today, join me at the following:
Module 16: Alternate Fee Agreements
Outside of Contingency and Search solutions with different payment terms, what else can we leverage on our desk that will create additional revenue streams? This doesn’t come at an extra cost, a lot of solutions are from your current desk work- learn how to maximise these opportunities.
Module 17: Client Objections Fees
Join in this Mondays Webex at ___ am and learn the various rebuttals on fee objections. Learn the fundamentals and also some great scripted dialogue to take you through most of the negotiations we will face on our desk.
Module 18: Getting Started
From the coming Monday, we will delve into the fourth block of recruitment model, i.e.: Winning the Assignment and Recruitment.
This Monday’s session is about how to plan effectively for a great search. When we start any search, is it mindless work, or is there a method to it? Do you put thought as to how the search will proceed, or do you just get on making calls?
Getting Started gives you some insight into how do we start the process which will lead to making interviews happen.
Module 19: Gatekeepers and Name Gathering
Meet the Keeper of the Keys
Join me ___ for a healthy look at who we call GATEKEEPERS– These hold the keys to the kingdom and learning to work with them, and not get past them is a critical skill not only in early life of your desk but also as you continue to develop your market place.
This module also looks at key issues in Name-gathering or finding people we don’t know yet is a skill that is one of the basic survival skills. Join me as we get some tips and tricks into the concept of Name gathering.
Module 20: Recruiting the Candidate:
First Impressions that Last
The first 90 seconds, the first impression– join me Monday 915 am to learn How to make the presentation when approaching a candidate for the first time. Presentation, structure and dialogue to ensure you engage within 90 seconds. This module ensures you can recruit all the people you phone!
Module 21: Candidate Objections
A little bit of Yes and loads of No and may be is what we work with everyday. This is true for clients and true for candidates as well. As we approach candidates with exciting vision for career development, what responses do we hear?
Guess what, nothing is heart breaking, we will learn better ways to manage those responses and get going– but remember, as long as you work a niche market, every conversation is “money in the bank”– even when your prospect candidate may so No now on the current opportunity.
It is about giving a great experience to our candidates as they speak with us, the value they see in working and speaking with us over a period of time— that’s the key.
To set this ball rolling, join me ___ for the session on Candidate Objections…
Module 22: Selling the Opportunity
This ___at ___ am, we understand the essentials of how should we sell the opportunity correctly, giving that important impetus to the candidate to invest their time– Ask yourself, if you are the candidate and heard the opportunity, will you buy into it?
Module 23: Antal Candidate Qualifier
Do they Deserve to be on my Shortlist
Creating a shortlist for our clients is a critical part of our value proposition, and we need get better with how we shortlist 4 from the 50 we are speaking with.
Antal Candidate Qualifier is a great document to help you get to that judgement in a very objective manner. The ACQ is not only about understanding the candidates competence levels, but also to understand why will they move and why will they join– early issues in candidate management- all comes in neatly tied up in 3 A4 pages.. Wealth of information hidden in here.. Join me to learn how to Dig for the Truth on your candidates
Module 24: Qualifying the Candidate:
Are you Mr/Ms Right?
Join me as we find the Mr or Ms Right,,, err,,, I am talking about the candidates here.
Together we will learn the skills, process and tactics to find qualified, interested and motivated candidates, how to avoid fall off and turn downs during the recruiting process. How to identify the RFLs and candidate strategies leading to fewer fall offs and turn downs.
Module 25: Candidate References:
Who else do you know? Who else?
Outside of online sourcing and direct headhunting calls, What is the other most effective way to get more people within your network? Ever wondered how else can you significantly explode your network of candidates?
Answer lies in being able to leverage each intensive phone call with your candidate- somebody who is already engaged with you meaningfully. It learning how to create and leverage candidate referral opportunities.
Join me on Monday 9:15 am and learn how to target a CV to get 20 + names of referrals and references from each candidate you speak with. This makes building your database really easy! The easy way to find other people to talk with, just by asking the right questions.
Module 26: Candidate Control:
Will he, won’t he?
One of the gripping issues that we have at some point or the other, faced is the million dollar question: Does my candidate respect me? Will he listen to me during crucial stages of the recruitment and interview process? Will he/she accept the offer? Join the client? How can I be for certain?
The answer to these lie in how much of control you have in your candidate conversations. This control is definitely not manipulative or controlling, but has its foundation in the amount of time we have invested in nurturing rapport and trust with the candidate.
So, if you find yourself frequently asking this question: Will he, won’t he? I would recommend you join me today using the following instructions.
Module 27: Red Flags:
What kills the bill?
Join me tomorrow to learn what could de-rail your placement process? The candidate last minute jitters– are they just jitters or much more than that? Reasons why they will not either pick the offer, or join your client? SAVE YOURSELF FROM LOSING ANY MORE MONEY IN 2015 BY KNOWING THE RED FLAGS IN YOUR CANDIDATE’S LIFE.
Module 28: Counter offer
How many possible placements– money that you see coming in and going out — have you lost because of the issue of your candidate, after accepting the offer, at the resignation stage, falls for the lure of counter offer extended by his company? If you were to total it up, I can tell you that it’s a substantial number you have lost.
If you are serious about not losing any more of your money to situations of counter offer in 2015 and beyond, join me 915 am on Monday morning and take a critical look at what have you been doing so far viz this deal breaking red flag and what you need to fix in your approach, to aid you in exploding your desk production..
Module 29: Candidate Interview Prep:
Setting candidates for success
Starting tomorrow we get into the INTERVIEW PROCESS block of the recruitment model. We begin with the first process document: Candidate Interview Prep,
Learn the process of preparing your candidate for interviews, testing commitment and maintaining control. Do not overlook the obvious and assume, this process ensures you deal with specifics.
Module 30: Client Prep:
Motivating the clients to interview better
Client Interview prep: Part of the process to keep the client on track and ensure they do not start to change the parameters you have been recruiting against. This allows you to test and test again and minimise turn downs and counter offers.
Module 31: Candidate Debrief-
So how did the Interview Go?
We have all asked this question to our candidates, but there is much more to the issue of de-brief than just that.
De-briefs are sacred times with your candidates, when you have picked their brains, really gotten under the skin, acted as their sounding boards, verified what interests them in absolute and comparative terms, re-validated the red flags, used the opportunity for trial closing and reiterated the issue of counter offer.
That 20 minutes or more time which you spend with your candidate provide vital information to what’s going on in the minds of your candidates– helping you understand– WILL HE? WONT HE? pick up the offer and join the business.
I strongly recommend you join me ____ for this session on learning how to de-brief correctly– guys this session happens once in 36 times, so you really don’t want to miss the boat on this one.
Module 32: Client Debrief
Join me Monday morning at 915 am to learn why we must de-brief our clients, it’s not only about Providing feedback but also reinforcing to the client why the candidate is looking, ensuring the deal is staying on track. A great trial close opportunity, this keeps the process moving forward and keeps you in control.
Module 33: Taking References
Taking references. And taking references is not just about taking references!! but also a great reason to call your Decision makers and have a business conversation.
Module 34: Offer Brokering
One of our value to our clients is in our ability to put the deal together. When the client and candidate has come to this vital stage of the process, we can’t let the ball drop. What plays out at this stage is much dependant on how you led your candidate and client to this point. Correct expectation setting and use of trial closing opportunities through the process would help you ease through this stage. Learn how this magic is created.
Module 35: Resignation Prep and Beyond
We have reached the last milestone in our recruitment process, and this is where the test of our influence will also lie: at the time when our candidate goes in to put the last letter on the table of his line manager… consider the emotions that course through– fear, anxiety, stress — there is nothing positive in this situation to help our candidates anchor to/ latch on to help them through the very testing time of resignation.
As their candidates, it is more than ever important that we are supporting them at this very crucial time in their lives. Guys, it is no surprise that Resignation is considered in the same group like that of death, separation, bereavement… and if left to fend for themselves, our candidates may lose the big picture.
Module 36: Client Development
How do you continue to work with a client- who has agreed to work with you, agreed on your terms, who gave you a role to work upon? Even in situations you were unsuccessful in making a placement with them, how can you still continue to create a long term value for the clients? Learn all about post fee development in this module.
In addition to this, The Antal Management Training Series of 13 modules look at the development and growth of a successful recruitment business and cover the three core areas of managing the business, actions and people. These modules share with you what others have learned. We have defined and refined the pathway to success. it hel;ps avoid costly mistakes. These modules look at the effective and efficient ways of operating and building your business.
Management Module 1. The producing manager, the journey. This module provides an overview of how to move from a single desk operation. This module sets out all the items to be discovered and considered in building the business of your dreams.
Management Module 2. Setting Expectations. How to provide the clarity direction and leadership for people to follow, understanding what good looks like and how to communicate and create an environment for success. How to get people to do what you want, tell them what you expect.
Management Module 3. Activity measurement and Analysis. Knowing what you measure, the essential 13, and what to do with the information. Linking the measurement of activity to individual training needs. How to use management data to correct, direct and appraise to help people aspire.
Management Module 4. Sales Staff Appraisals. The value of an appraisal system in the recruitment environment, the when, how and why of appraisals. This is where we show you how to direct with hard objectives what people are doing. Keeping them and your business on track.
Management Module 5. Financial Controls. Tools about simple but effective financial management of the business. Knowing how to control and manage what you do, simple yet effective tools to keep you in control of the business.
Management Module 6. Deal management. Understanding and control of managing the deals in helping your people be successful. Helping your people achieve more success, how to coach, mentor and inspire them to do more business.
Management Module 7. Managing the business. The daily, weekly and monthly tasks and actions that a successful owner will need to take in building their business of choice. Keep control of what is going on; put yourself in the position of knowledge to make decisions.
Management Module 8. On boarding ready to hire. Insight into the preparation and process to hire to build the team. How to avoid the hire, train, fire syndrome. Invest time that is rewarded by hiring the right people, keeping them for longer and helping them achieve more.
Management Module 9. Hire, Train and Retain. The secrets of recruiting the right people, how to ensure they are trained and engaged in the business to ensure retention. People join because of you and leave because of you, their choice is yours!
Management Module 10. The 10 most costly Mistakes in Building the business. Based on the skills knowledge and experience of some of the largest recruitment franchises in the world, what are the costly mistakes that hinder growth and prosperity? Let’s find out what helps to build a great business and how to avoid mistakes that cost you money.
Management Module 11. Goal Setting. The theory and practical application of setting business goals, this module links the theory to the practical The module provides and examines how a SME can use this technique and integrates it within the business.
Management Module 12. Motivation Theory. The theory and practical application of motivation applied with the recruitment work environment. This module looks at “what is motivation” how do you build it and the practical application within the office.
Management Module 13. Creating High Performing teams. The daily task associated with building teams that aspire to greatness, this module looks at the simple yet effective daily task that build and support increased performance. Practical yet effective daily tips to keep you and your people on top of their game.
180 Mastery Programme
This is an advanced level of training looking beyond the basics covered by the induction programme. Mastery will look at the skills that are required to build past the basics. This series of modules will cover skill development identifying how to create a successful desk. Mastery is for those who are being successful and who have mastered the basics.
Mastery Module 1 – The most common mistakes rookies make, This module is an exposé into some of the most common mistakes made early into a recruiter career, made once they are costly, made day after day they are career threatening. Overcome these mistakes and you are on the way to seeing your personal production rocketing.
Mastery Module 2 – Closing Part One. Development of identifiable closing techniques to be used in the recruitment process. Mastering the skill of closing to be used with both client and candidate.
Mastery Module 3 – Closing Part Two. Developing the skill and knowledge in the application of the closing techniques uncovered in mastery module 2.
Mastery Module 4 – Increasing Productivity. Going from £100,000 to a £200,000 biller is not about just doubling the calls you make, it is about working smarter and getting more out of what you do. This module looks at the issue of making the step from good to great. Earn more by working smarter not harder.
Mastery Module 5 – Beyond candidate control. The module covers candidate control and cooperation; how do you ensure more cooperation: from your candidates resulting in less no shows, turn downs, fall offs and counter offers? The reality being is that we cannot make people do what they do not want to do, but can ensure we help them achieve what they want.
Mastery Module 6 – Interview Techniques. Looking at the process, types and techniques involved in interviewing. This covers the wide spectrum of interview issues, helping you asses and select better.
Mastery Module 7 – Negotiations Tools. Looking at the key techniques and skills involved within negotiation. What are win / win strategies, how to turn a no into a yes, how to get more of what you want rather than give up more of what you have!
Mastery Module 8 – Weapons of Influence. An understanding of the weapons of influence and where we can evoke the “click whirr” response when dealing with clients and candidates. From the master, the guru on weapons of influence, find out how we are conditioned to behave, respond and how we can use that to our advantage.
Mastery Module 9 – Uncovering Job Leads. Going beyond the APC call, what are the other tactics techniques and strategies to uncover job leads for follow up? Here we look at 15 different tactics to give you a wider choice of jobs to work.
Mastery Module 10 – Keeping Motivated when selling. How to ride the ups and survive the downs, how to make each day as fresh as the last and ensure you sell with enthusiasm and confidence.
Mastery Module 11 – Social Media. Setting the foundation for using social media and how to separate out your “facebook” from “twitter” and how to use these tools effectively to build a desk. A great source of free candidates and how to network to put money in your pocket.
Mastery Module 12 – Deep dive techniques. How to use Boolean search and maximise LinkedIn for free, how to construct effective searches and seek out public profiles for free. This also covers how to find and check out any email address.
Mastery Module 13 – Building Business Rapport. How to move beyond the transactional and start to engage with people as partners. This module looks at the questions to ask and techniques to use to move from the transactional to the relational.
Mastery Module 14 – Lead Generation. Utilising the MPM concept and how to drive out more leads from each conversation and contact you have.
Mastery Module 15 – Selling Process. Understanding the concept of selling, an understanding of what you want and where you are in the process. This module unlocks the formula that, when followed will increase your business.
Mastery Module 16 – Time Management 1. The Theory: An introduction to the techniques of time management to help improve your effectiveness and efficiency leading to higher levels of revenue.
Mastery Module 17 – Time Management 2. The Application: Looking at advanced issues surrounding time management and how we can apply them within the daily activity.
Mastery Module 18 – Building a successful desk: The three basic principal of building and maintaining a successful desk, this module brings clarity to what a successful desk looks like. Why does call reluctance exist and what can we do as manager to overcome this issue.