The Morgan Method InnerView™ Morginar™
Session 1: March 6, 2018 Session 2: March 15, 2018 Session 3: March 27, 2018
Each session will guide the recruiter much deeper into three components of the Morgan Method “Innerview™”:
- Candidate skills assessment (separating excellence from the mediocre)
- The candidate wish list (lowering SO:PL ratios with predictable matching)
- Candidate obedience training/setting expectations. (no more surprises)
Owners, each lesson plan should be implemented immediately using the free
Morgan “Innerview” form supplied, matching that session. (word doc)
Each additional session adds another piece of the relationship-building meeting with a non-job board candidate. Each session comes at a pace that insures buy-in and zero recruiter push back, the result of immediate gratification from the previous session.
Owners, why this Morginar™?
If you sat in on each one of your 5 recruiters, interviewing a strong “potential placement”, what would get? You’d get 5 totally different interview styles and 5 totally different qualities of interviewing skills.
How’s that for developing brand?
How ‘bout we just gather up the “new guard” on your team and finally get them
in-sync with really good technical recruiting technique and start a culture of consistency and a clean, replicable methodology. Wouldn’t that be a blessing?
Put them in Peters hands for an hour and a half once a week for 3 weeks and see what happens. If they excel…move them on to the next subject. The recruiters who have been through this at the ranch, swear by it. You have rain to make. Peter’s got this.
The Client Side: Biz Dev, Cold-Calling, MPC’ing, Taking the Search
Session 1: April 12, 2018 Session 2: April 19, 2018 Session 3: April 26, 2018
Recruiters walk away from these 3 sessions with:
- The ability to immediately stimulate and capture client attention with unique positioning statements.
- Being polished in the intake of a direct hire or contract search assignment, shocking with credible questioning.
- Dissolving the fear of selling.
- Being drilled in POP Marketing Techniques (Placement on Purpose: taking rock-stars to the market)
- Learning to package a candidate assessment.
Owner Caution: To get the strongest return from each session, each lesson plan should be implemented immediately using any of the materials provided in the session (forms, checklists, scripting, etc.).
Each session builds onto the material offered in the previous session. Do not have a recruiter skip a session without catching up with the recording of the previous session. Each session comes at a pace that insures buy-in and zero recruiter push back, the result of immediate gratification from the previous session.
Owners, why everyone around one screen?
- Having the entire group learn new technique as a group, produces discussion, group buy-in and ensures everyone stays accountable for the investment made.
- Peter’s methodology and presentation style always fires recruiters up, produce high 5’s and friendly competition for who will implement first.
- It allows an owner/manager to role play, post-session and to have an actual implementation kick off date to benchmark against past performance.
- Getting everyone in “sync” at the same time, produces multiple victories at the same time. That’s some powerful ju-ju right there.
Interior of the Deal: Preps, Debriefs, Surprises, and Closing.
Session 1: May 24, 2018 Session 2: May 31, 2018, Session 3: June 7, 2018 Session 4: June 14, 2018
- Re-qualifying the qualified. Testing the truth in motivation.
- Judging potential for white lies.
- Uncover body language and speech patterns leading to surprises.
- Well prepped candidates and clients lead to deals. Learn the preps.
- Learn in-depth debriefing techniques to establish the future game plan.
- Trial closure and negotiation with backbone.
Even a blind monkey with a great script can open a deal…but try to fake your way through the inside of a placement process and you are someone’s dinner.
Owners, Managers, and all staff who have a minimum of 10 deals under their belt. The more seasoning one has, the greater the “aha” moments. Being slapped in business can make for a good blocker. This program is not recommended for new recruiters or new business developers. This program content can hold up on its own, but is so much more effective when taken after Recruiter Start-Up and Morgan Method Client Development classes.
In tight markets, when searches are hard to come by, losing one to sloppy technique is devastating. In up markets, when roles are plentiful and candidates are sparse, impressing the client with tight, reliable, surprise-free flow, insures repeat business.