“I have been using the candidates recruiting call presentation you taught and I will admit it is 90% better than what I have been using for way to many years! Thank you! I am super excited! Out of 25 spins of the dial, since yesterday, I had 15 conversations and 8 return calls with the voice mail message you gave us. Unheard of. Out of that I have 12 OUTSTANDING candidates that I will be moving forward to 5 clients! Not all 12 go to each client. Great success! Thank you! Oh, and 10 of these calls were from your telesourcing script! Faster than any other means.
After 28 years, I’m loving recruiting and my business again! THIS is what I was truly hoping would happen from the three days last week!”
-Nancy S., The Charis Group, LLC
“I’ve been in recruitment over 4 years now and have had the good fortune to be trained in the Morgan Method from Day 1. So I can’t speak to the efficacy of Peter’s structure in comparison with traditional recruitment models, but I can say that I regularly get responses from the candidates that I’m reaching out to with regards to how refreshingly “different” my call feels from the usual messages they’re used to deleting.
To me, the philosophy just makes sense. Identifying someone’s underlying causes for a career change and introducing new opportunities only when they address those causes as opposed to “throwing spaghetti at a wall” is what I attribute my 100% stick rate to (candidates placed still with that employer 1 yr.+ afterwards). We make matches that serve the long-term interests and investment of our clients and our candidates. In addition, because of my low send out to close ratio, I’ve gained the trust of our clients over the years so that when I put someone in front of them, they’re quick to move that person forward.
Having gone through the on-site program over 4 years ago now and being surrounded by peers that use the same scripting we’ve been taught on a daily basis has certainly helped keep me on track, but as with all things, complacency tends to creep in. The refresher was a gentle kick in the butt that there are always areas where I can improve as I continue to refine my practice. For example, digging deeper in the Job Order and the Innerview and spending more time focused on POP candidates. However I definitely hope that next time around we’ll be back on the ranch with all the wonderful people (and animals) that makes training with Peter such a special experience.
-Rhae R., Pinnacle