Identifize Consulting & Coaching Brochure

IDenTiFize Consulting & Coaching
Training & Coaching Recruiter Seeds of Greatness

Banner of Accomplishments

On February 16, 2012, the Entry-Level Recruiter Boot
Camp record was broken! Only 4 days after completing
the boot camp, a trainee made her 1st placement!

Congratulations Hanne!

Recruiter Training | Entry-Level Recruiter Training | Multinational Training |
MaxHire Training | Social Media Training | Recruiter Coaching | Consulting Services

Investing In Recruiter Training Is Smart Business
Invest In Your People Today!
Managing a recruiting team is not so different from managing a major league basketball
team. The tenured manager understands how to get rookies off to a good start by
developing the proper habits to achieve big league success. Once a rookie gets seasoned,
the focus shifts to other skills that continue to be worked on based on specific
achievements, or lack thereof. IDenTiFize Consulting is your number one resource for
training your recruitment staff.

IDenTiFize Consulting is a specialized boutique that develops talent within the recruiting
industry on-site & remotely using social media, webinars, and training capsules to deliver
measurable results within months rather than years. We offer interactive recruitment
coaching, training, and development solutions that not only expedites recruiter
development, but we teach leaders how to implement expedited leadership development
within their space. Our platform is and will always be focusing on building personal
relationships, and showing recruiters how to become successful by building honest,
genuine relationships.
7 reasons why it’s important that
The goal for our company is to develop a new breed of recruiters whose foundation will
your recruiting staff is in constant be based upon enthusiasm, ethical recruiting practices, innovation, and solid relationship
training mode (it affects your building skills. I’m talking about a breed of recruiters who ROCK!
business):
Flexible solutions for your recruitment needs
1. More than 50% of working employees are in
an active job search right now.
Our Training Programs Immediately Impact Your Bottom Line
2. 81% of workers are planning or would be
open to change jobs if presented with the
CORE RECRUITER TRAINING SOLUTIONS
right opportunity. The success of our core recruiter training solutions has been nothing short of
phenomenal. These core training solutions immediately impact profitability, production,
3. 34% of workers switched jobs in 2011, with
many citing overwork and/or insufficient and overall bottom lines.
compensation as their reason for jumping
ship (many joining their competitors). Here at IDenTiFize, we offer a number of recruiter training courses specifically customized
for your business. Each course is derived from one of our six core training solutions:
4. Highly skilled professionals receive about 23
recruiting solicitations, on average, per week.
 Entry-Level Recruiter Training (and placement)
(What sets your recruiters apart?)
 Recruiter Training
5. 88% of professionals say that if a recruiter's  Recruiter Coaching
message includes detailed information about  Multinational US Cultural Recruiter Training
the job, it compels them to return a
recruiter's solicitation.  Social Media Recruitment Training
 MaxHire Applicant Tracking System Training
6. 69% of professionals say they are compelled
to respond if the recruiter is very
professional.

7. 65% of workers say they would feel
compelled to give their recruiter a referral if
they had a positive experience with that
recruiter.


RECRUITER TRAINING & COACHING

If you hire an entry-level recruiter, we will get
them up to speed within a weeks’ time. If you
already have a good recruiting team we can
make them better.
How does one more placement per recruiter
per month look to your bottom line?
~ Technology Training, “Pick Up The Phone”
Training (Authentic Recruiter Training Boot
Camp), You’re a Recruiter; Now What
Training (Entry-Level Training Boot Camp),
Social Media Recruiter Training, Research &
Sourcing Training, The Rule of Persistence
Training, Building Effective Relationships
Training, Applicant Control Training,
Partnering with Your Hiring Manager Clients, RECRUITER TRAINING PROGRAMS
Convert Cold Passive Candidates into Hot
Our three most popular recruiter training programs are:
Leads, and much more…
 You’re a Recruiter; Now What (Entry-Level Training Boot Camp)
Multinational/Cross-Cultural Training  Ditching The Old & Creating New Habits - From Good to Great Recruiter Training
& Recruiter Training  The Multinational Recruiter – Recruiting in the US Cultural Training
It is estimated that almost 90% of the calls IT
candidates receive are from Indian recruiters. SOCIAL MEDIA TRAINING PROGRAMS
Here at Identifize, we focus our Multinational
Recruiter training on the Synergy Strategy Our four most popular recruiter training programs are:
concept, which is based on the assumption
that cultural differences can be overcome or  Social Media for Recruiters
be constructively used for competitive  Social Media Boolean Searches
advantage. (English for Multinational  How To Build A Social Media Community
Recruiting Professionals, Selling for  The Social Media Mobile Platform
Multinational Recruiters, Cultural Sensitivity
Training Multinational Recruiters,
APPLICANT TRACKING TRAINING PROGRAMS
Professional Email Writing for Multinational
Recruiters, Speech Training: Accent Reduction Our three most popular recruiter training programs are:
& Recognition, and so much more).
 MaxHire
~We also provide Multinational/Cross-  Taleo
Cultural Training not specific to recruiting ~  BullHorn


YOU’RE A RECRUITER; NOW WHAT (ENTRY-LEVEL TRAINING BOOT CAMP)

What You'll Learn:

 How to Pick Up The Phone
 The Recruitment Search Process
 Industry Specific Vocabulary, Terms,
or Technology
 Basic Recruiter Ethics
 How to Analyze & Review Resumes
 How to Establish a Trust-Based
Relationship with a Candidate and/or
Client
 How to Partner with a Client/Hiring
Manager
 How to Take a Job Order/Requisition
 How to Qualify a Candidate
 How to Handle Objections &
Responses
 How to Source, Research, & Find
Candidates Course Overview:
This is an intensive 3 - 5 day boot camp training focused on developing the participant’s
 How to Conduct Boolean Searches
knowledge, skills, and abilities to learn the art of basic recruiting including: techniques to
for Beginners source, assess, and recruit top active and passive candidates. There is a strong emphasis
 How to Conduct a Face-to-Face on niche & technology (depending on the niche), using the phone as the first and main
Interview source of connecting with candidates and clients and establishing trust based
 How to Conduct a Reference Check relationships. Our Entry-Level Recruiter Boot Camp will help you meet these new
challenges head-on by providing the latest tools, techniques, and ideas on what it takes to
 How to Package & Present a hire top people. You'll be able to apply these principles on your very next search
Candidate assignment.
 How to Brief & Debrief a Candidate
and/or Client Who is this course for?
 How to Close a Candidate and/or Designed for both corporate and third-party recruiters, this training is for the “green”
Client/Hiring Manager recruiter who has little to no knowledge of the recruiting process.
Our courses are of great interest to individuals, hiring managers, and sales professionals
 How to Present & Negotiate a Job
who simply want to know more about the recruitment process or who want to discover
Offer all things recruitment.
 How to Prevent Counter Offers
 How to Manage a Daily Recruiter How is it presented?
Schedule This course is presented in an engaging, motivating, flexible manner and we take pride in
providing training according to your needs and can be delivered as a full classroom
interactive workshop or seminar, webinar, training capsule, training gym, or one-on-one
Interaction. Whatever your need, there is a solution created specifically for you and your
budget.

We lead participants through a process of interactive dialogues and boot camp drills to
develop the skills and understandings of fundamental recruiter tasks, tools, terminology,
and challenges. Throughout the entire boot camp training, the student is exposed to and
is excited about the tremendous positives of our business and are continually motivated
by the wonderful career they have chosen and the tremendous opportunities that await
them.


YOU’RE A RECRUITER; NOW WHAT (ENTRY-LEVEL TRAINING BOOT CAMP) – Cont’d

Agenda

Our Entry-Level Recruiter Boot Camp is taught in five distinct days that take you through every step of the hiring process. These days can be
condensed or trained individually. Each day is fully customized specifically to each class.

Day 1 – Recruiter Basics (The Overview)
 Why The Need For Recruiters
 Types Of Recruiters/Recruiting & How We Make Money In This Business
 Markets & Industries
 Personnel & Employment Types
 How To Succeed
 Professionalism & The Image You Exhibit
 Attitude
 Professional & Work Recruiter//Recruiting Ethics
 Relationship Building
 Listening Skills
 Time Management
 Planning & Organization
 Goal Setting
Understanding Recruiting
 The Placement Process
 The Profile Of A Successful Recruiter
 Proactive Versus Reactive Recruiting
 What you want to accomplish versus what you need to accomplish
 Introduction to “pick up the phone”

Day 2 – Vocabulary, Technology, & Terms (Customized based on the niche of the recruiting professional) & The
Recruiting Process
 “Pick Up The Phone”
 Terminology & Definitions (½ Day)
The recruiting process (½ day)
 Candidate types
 Develop your recruiting plan
 Reasons to call: reasons not to call
 Who are you and what can you do for me?
 Telephone versus email contact?
 Dealing with candidate objections
 Telephone versus In-person interviewing
 Candidate interviewing
 The introductory statement
 In-person interviewing
 “pick up the phone”

Day 3 – The Recruiting Process – Cont’d
Understanding Marketing (depending on corporate or staffing recruiter)
 What Makes A Successful Marketer?
 Types Of Marketing
 Determining Your Target Market
 What You Want To Accomplish Versus What You Need To Accomplish
 Develop Your Marketing Plan
 Develop Your Target Market
 Telephone Contact Versus Email
 Developing Your Presentation Script
 Dealing With Hiring Manager Client Objections


YOU’RE A RECRUITER; NOW WHAT (ENTRY-LEVEL TRAINING BOOT CAMP) – Cont’d

Day 3 – The Recruiting Process – Cont’d
The Job Order
 When should a job order be written
 The MUST HAVE information
 Defining the recruiting process
 Qualifying the job order
 What is an excellent job order
Candidate matching and submittals
 Guidelines In Candidate Matching
 Presenting The Job To The Candidate
 Preparing/Packaging The Resume For Submittal To The Hiring Manager Client
 Submitting/Presenting Your Candidate To The Hiring Manager Client
The Hiring Manager Client Interview
 Arranging And Confirming The Interview
 Candidate Preparation
 The Interview Hand-Out
 Interview Follow-Up
Candidate References
 When to Get References From Your Candidate?
 When To Check References?
 Authorizations And Disclosure Statements (The Right To Represent)
 Calling The Reference
The Offer and Resignation
 Receiving, Extending And Closing The Offer
 The Resignation
 Beware Of The Counter Offer
 It’s Not Done Until The Guarantee Is Up
 Deal Breakers And How To Handle Them

Day 4 – Sourcing: Finding Active & Passive Candidates
 Sourcing Basics
 Developing Basic Search Strings
 Boolean Basics
 Your ATS
 Job Boards
 Social Media
 Networking & Referrals

Day 5 – Recruiter Resources & Extras and The Review
 Fee Agreements And Guarantees (Depending On Corporate Or Staffing Recruiters)
 Equal Employment And The Law
 Don’t Take It Personally
 Determining Your Strengths
 Timesaving Tricks & Tools
 Recruiter Resources
 Review


Ditching the Old & Creating New Habits - From Good to Great Recruiter Training

What You'll Learn:

 The Importance Of Research &
Understanding
 The Benefits Of And How To Plan
Your Day The Night Before
 The Essence And Importance Of
Picking Up The Phone First
 Making Calls Before & After Hours
 How To See Opportunity In Every Call
 Utilizing Your ATS First
 How To Build And Manage A
Candidate Pipeline
 How To Source, Research, And Find
Candidates
 How To Conduct Boolean Searches
For Beginners
 Gaining Candidate And Client/Hiring
Manager Control And Rapport Course Overview:
Habits are worse than mistakes, as they doom us, to an endless cycle of failure. The lost
 The Art Of The Takeaway arts of recruiting talent are still very priceless activities that aren’t being trained these
 How To Effectively Assess The Value days. Most companies use a shadowing process for junior recruiters, and unfortunately,
Of A Candidate the “senior” recruiter which is the “mentor”, has bad habits that transfer down the blood
 How To Partner With A Client/Hiring line. Bad habits breed bad habits.
Manager
This is an intensive 3 - 4 day training focused on developing the participant’s knowledge,
 How To Package & Present A skills, and abilities of creating new recruiter habits. This training course enhances good
Candidate recruiter’s skills to greatness. There is a strong emphasis on research, planning,
 How To Anticipate Who And What partnerships and value. Our From Good to Great Recruiter Training will help you meet
May Be Competition these new challenges head-on by providing the latest tools, techniques, and ideas on what
it takes to hire top people. You'll be able to apply these principles on your very next
 How To Embrace New Emerging search assignment.
Practices, Tools, Techniques, &
Technologies And Increase Your Who is this course for?
Competitive Value Designed for both corporate and third-party recruiters, this training is for the average
 How To Become A Strategic Resource recruiter who has been on the desk for a while, but has become complacent, a skilled
recruiter who is going into an environment of complacent recruiters, or for a recruiter
who has the potential of being great and just needs that extra refresher or push. This
course is also great if your recruitment strategy has gone soft and you’re just going
through the motions, or if you’re trying to recruit blindfolded with your fists up. Whatever
your challenge, this course will result in immediate impact for your recruiting business.

Our courses are of great interest to recruiters, recruiting leads, recruiting managers,
trainers, and sales professionals who simply want to take their recruiting careers or staff
to the next level, get an advantage over the competition, and increase production.

How is it presented?
This course is presented in an engaging, motivating, flexible manner and we take pride in
providing training according to your needs and can be delivered as a full classroom
interactive workshop or seminar, webinar, training capsule, training gym, or one-on-one
interaction. Whatever your need, there is a solution created specifically for you and your
budget. We lead participants through a process of interactive dialogues and boot camp
styled drills to start the process of reprograming the subconscious mind to get rid of old
habits and create new positive recruiting habits.


Ditching The Old & Creating New Habits - From Good to Great Recruiter Training – Cont’d

Agenda

Our Ditching The Old & Creating New Habits - From Good to Great Recruiter Training is taught in four distinct days that will increase your
productivity through every step of the hiring process. These days can be condensed or trained individually. Each day is fully customized
specifically to each class.

Day 1 – Research & Phone Time

The Importance of Research & Understanding – A great recruiter always looks up the position, researches the industry, and does
their homework. They don’t let their ability to “talk to anyone” be an excuse for not learning anything new about their jobs and their
profession. A great recruiter is always excited about a job requisition because of the newness and challenge. A good recruiter may not
really understand the industry or position their recruiting for and have a hard time figuring out who to look for and 9 times out of 10 their
job advertisements draw in the wrong sort of people. This module will focus on building excellent researching habits.

The Benefits of Organizing and How To Plan Your Day The Night Before – A great recruiter knows exactly which 10 calls
they will make first thing in the morning, and takes the time needed to develop an effective plan that allows a minimum of 80 calls to be
made the next day. Most successful Recruiters have 100-125 calls ready before they show up for work the next day, with a goal of having 20
– 25 conversations every day. A good recruiter doesn’t plan at all, they come in ready to search and make as many calls as they can based
on whatever comes across their desk during the day. This module will focus on building excellent organization and planning habits.

The Essence and Importance of Picking Up The Phone First – Hopefully, one of the first skills taught to your recruiter was to
learn to love the phone. Great recruiters use it as a means of introduction, a door opener; they use it to keep in touch with people, and to
build relationships. Great recruiters use the phone whenever the urge comes to email. There is a direct correlation between phone time and
production. It’s a fact: Great recruiters “the top players” in the recruiting world average between 3.5 hours and 5 hours of phone time each
day – the average being closer to 4.0 hours. The ones that average 4.0 hours of connect time are the ones that stay in the big leagues and
have the ability to continue to improve their game.

A good recruiter spends less than 50% of their recruiting/sourcing time on the phone, and their results show it daily (including their
paychecks). They are also the ones that do not succeed in their connect time and usually end up a casualty of the game. Calling and talking
to candidates is an opportunity to the candidate on the phone immediately, and to make an impression that is dissimilar than the
competition’s, because the competition is emailing rather than calling. Email is a send and wait game, which injects time into the recruiting
process. Email is also a passive way to avoid direct communication with the candidate. This module will focus on building better
phone/connect time habits in a boot camp style format.

Making Calls Before & After Hours – Great recruiters schedule interviews after hours and are highly motivated to reach candidates
no matter when the timing is right. Good recruiters work with candidates only between the hours of 9-5 and are getting killed by their
competition. This module will focus on managing your schedule for success with better work/life planning habits.

How to See Opportunity In Every Call – Good recruiters are single threaded in their discussions with candidates. Great recruiters
utilize a more integrated discussion with candidates, which can obtain golden nuggets of information in a more conversational exchange.
Gaining information on candidate referrals & new business and passing it to the team in a timely fashion is a sign of being a great recruiter.
This module will focus on guiding integrated discussions with candidates and hiring manager clients.

Day 2 – Research and Sourcing

Utilizing Your ATS First - A great recruiter spends time organizing their ATS with every transaction they make. They are constantly
seeking training on how to utilize it properly so that they can streamline their search process and create a more efficient workflow. It is also
the first place they go when sourcing and searching for candidates because it is the hub of their well-developed candidate pipeline. This
module will focus on building efficient habits within your current ATS.

How To Build and Manage A Candidate Pipeline – A great recruiter can tap into a network of people within a few calls. They
have a base of people that are in their circle of trust and are perceived as respectable and equals to the base of candidates that they work
with. This module will focus on building and managing candidate pipelining habits.



How to Source, Research, & Find Candidates – There are three main characteristics that every recruiter should have when
looking for candidates: (1) never take “No” for an answer, (2) have a “Research” mindset and the ability & hunger to learn and find new
things in their own area of expertise, and (3) be willing to dig deep into the end of the earth to find the best match for your job opportunity.
This is a skill that can be mastered, there is a process, and there are tools. This module will focus on building habits that go beyond the
basics of sourcing.

How to Conduct Boolean Searches for Beginners - A Boolean expression is a complex query that uses Boolean operators to
combine keywords. When searching for a great candidate, you can only retrieve what you explicitly search for. If you use the same query
terms when searching for resumes using a job board as you would when sourcing LinkedIn, Facebook, Twitter, etc., you will certainly find
people, but will you find the exact people that you need to fill that requirement?

In the world of 2012 and social media platforms, you will find people that stray from the norm when it comes to titles and even company
names. If you are just using key words to finds candidates on resumes and social networks, you are living in the pass. It’s time to step up
your recruiting game and learn to source beyond the basics. Here is a small example: Looking for a Software Developer on Pinterest.com
(Site: pinterest.com “Profile picture*****sw engineer”) or maybe looking for a Ruby Developer on Pinterest.com (Site: pinterest.com
“Profile picture*****rubyist”). When conducting searches such as this, you will find other titles that professionals are using that are clearly
not the norm such as “UI Cowboy”, “all-around geek”, and “coder”. This course is all about using Boolean searches to create and develop
great sourcing & discovery habits via not only job boards, but by using social media (LinkedIn, Facebook, Twittter, Google+, Pinterest,
Indeed, and more…).

Day 3 – Becoming a Partner to Your Candidate and Hiring Manager Client

Gaining Candidate and Client/Hiring Manager Control and Rapport – Great Recruiters set the rules of the game up front,
and communicates expectations from both ends. Communication is the cornerstone of any successful sale or transaction, whether it’s
through email, face-to-face, or over the phone. If you sound unenthusiastic when you communicate, hiring managers and prospective
candidates are going to think you just don’t care. This module will focus on building and delivering the “Authentic” you habits in all of your
communication efforts.

The Art of the Takeaway – A great recruiter knows that the takeaway should be used throughout the entire recruiting process in a
number of ways, so that by the time they get to the close, they don’t have to worry about a deal going sour. Good recruiters will play it by
ear and go through the hiring process with their fingers crossed. A recruiter that isn’t afraid to pull the deal away from or for the candidate
is playing the position exactly the way it should played. Great recruiters will stop the process and yank the candidate if things aren’t lined up
the way they should be. This module will focus on knowing how and when to use the art of the takeaway.

How To Effectively Assess The Value Of A Candidate - Speed to submittal is important, but a great recruiter understands that
finding ways to meet a candidate provides a personal touch that lasts much longer than one recruiting process. Long term relationships are
more easily built when a candidate has some kind of face-to-face interaction with you (mobile interviewing, video interviewing, coffee
meetings, lunch, or in-person interview); which usually equates to more hires. This module will focus on building habits that pertain to
assessing the value and building relationships.

How to Partner with a Hiring Manager Client – A great recruiter knows the single best way to become a more effective recruiter
is to become a true partner with their hiring manager clients. Know the job, throw away the job description and probe with the proper
questions (example: what does the person needs to do to ace the performance review? What do the best people do differently than the
average people in the department? Why would a top performer want this job?). Ultimately, it’s about conducting a focused discussion that
goes beyond the written job description. When a recruiter asks a hiring manager what the new employee needs to do rather than what the
person must have, the recruiter gains instant credibility. This not only helps build the recruiter/hiring manager relationship, but aids the
recruiter's ability to find people who actually meet the job requirements. This module will focus on building excellent relationships with
hiring manager clients.

How to Package & Present a Candidate (Resume preparation and the client submittal) - Increasing influence and
strengthening a recruiters and their candidate’s reputation is all about the package and the presentation. A part of that presentation is not
so much what you say but how you say it. As a recruiter, it’s your job to be an expert at presenting your candidates' bestselling points. A
Great recruiter is always perfecting a resume’s visual presentation and understands the importance of writing up a custom presentation for
each candidate resume that is submitted. If you're not careful, all of your work can be in vein. This module will focus on maximizing your
likelihood of a successful send-out/submittal.



Day 4 – Becoming a Valued Resource

How to Anticipate Who and What May Be Competition – A great recruiter knows that the most dangerous habit is not
anticipating who and what may be competition. These recruiters are neither afraid to try out new approaches nor are they afraid to
experiment with and leverage technology. They are writing exciting blogs, using search engine optimization techniques, and experimenting
with interactive websites and tools like Ning, etc. Many experienced recruiters who are not able to learn from this competition will end up
being displaced and replaced. This module will focus on building habits that foster innovation.

How To Embrace New Emerging Practices, Tools, Techniques, & Technologies and Increase Your Competence
Value – A great recruiter can see that the dominant skills of the recruiting profession are changing. They embrace emerging practices such
as video/mobile interviewing, online assessments, social networking, candidate relationship management, and can able to build an online
relationship, to create a social network, or to enhance an employment brand to show an increase in competence value. It is a fact that
more than 80% of the skills that made a recruiter successful in 1997 are of less value today. Great recruiters who have a Facebook or
LinkedIn profile and who experiment with building online relationships already have an advantage over the good recruiter who is tied to
geography and to face-to-face meetings. Labor markets are not confined to single countries, work can increasingly be done anywhere, and
recruiting is a virtual, global game.

A good recruiter is competent at interviewing and then focus on getting even better at it instead of on developing skills that might be more
useful. A great recruiter has the ability to write a blog, influence a hiring manager and a candidate, and identify the value proposition of an
offer are the skills that will make the biggest impact. It is very easy to rely on the competencies that made recruiters successful and not
notice that times change as do the skills we need. This module will focus on building competence value habits.

How To Become A Strategic Resource – A great recruiters understands the need to engage in meaningful conversation with a
hiring manager and be equipped with knowledge about the organization's strategic business objectives, the needs of the hiring manager,
and the state of the talent marketplace. A great recruiter has no problem presenting numbers and data and making a clear case for hiring
the competencies and skills that will be most effective. They act as a resource and consultant to hiring authorities and show a deep
knowledge and understanding of the needs of the business. And, on top of this, they are able to fill a position from a talent community they
have built in anticipation of the need.

A good recruiter is obsessed with filling slots because that is what they have been taught to do without regard to need or effectiveness.
They have a hard time discussing the value of positions with hiring managers. They are given a requisition to fill and they dutifully go forth
and do so, even if it is a poorly defined job or one that might be done by someone with a different skill set. This module will focus on
creating new habits of becoming a strategic resource and becoming a great recruiter.


The Multinational Recruiter – Recruiting in the US Cultural Training

What You'll Learn:

 US Business Etiquette (Do's And
Don'ts)
 English For Multinational Recruiting
Professionals
 US Cultural Awareness
 Selling For Multinational Recruiters
 Cultural Sensitivity Training
Multinational Recruiters
 Negotiating In English For
 Customer Service Skills For
 Professional Email Writing For
 How To Create Rapport And Warmth
Through Email Writing Course Overview:
 Grammar And Punctuation For To succeed in the US requires organizations and individuals alike to be competitive on all
Recruitment Communication levels and requires an understanding of how culture impacts on the management and
 Simple And Complex Sentence development of recruitment and human resources.
Structure
This is an intensive 3 day training focused on developing multinational professionals and
 Punctuation Rules And Trends teams who need to build more successful business relationships with US colleagues,
 Commonly Confused Words candidates, and clients. Our Multinational Recruiter – Recruiting in the US Cultural
 Proof Reading For Grammar, Training will help you gain a clear understanding of the key drivers that motivate
Punctuation And Spelling Errors American candidates while learning practical strategies for attracting top talent that you'll
be able to apply on your very next search assignment.
 Speech Training: Accent Reduction &
Recognition Who is this course for?
 Rhythm And Stress Patterns Designed for both multinational corporate and third-party recruiters who are non-native
 Using Intonation For Attitude And speakers working in an English speaking environment. If you are looking to become a
Emotion more effective communicator in a wide range of recruiting-related scenarios and contexts,
 The Relationship Between Spelling this is the perfect training course for you.
And Pronunciation Our courses are of great interest to multinational recruiters, multinational recruiting
 Accent Familiarization And Extended leads, multinational recruiting managers, or multinational sales professionals who simply
Listening Practice want to remove the multicultural disconnect and take their recruiting careers or staff to
 Interpersonal Effectiveness: calling the next level, get an advantage over the competition, and increase production.
candidate’s with the correct
How is it presented?
matching jobs, writing job
This course is presented in an engaging, motivating, flexible manner and we take pride in
descriptions, Technology Training, providing training according to your needs and can be delivered as a full classroom
etc. interactive workshop or seminar, webinar, training capsule, training gym, or one-on-one
Interaction. Whatever your need, there is a solution created specifically for you and your
budget.

We lead participants through a process of interactive dialogues, drills, and role plays to
increase the key interpersonal skills required to achieve necessary or desired results.
Throughout the entire training, the student is exposed to and is excited about the
tremendous positives of our business and are continually motivated by the wonderful
career they have chosen and the tremendous opportunities that await them.


The Multinational Recruiter – Recruiting in the US Cultural Training – Cont’d

Agenda

Our Recruiting in the US Cultural Training courses are designed to meet the specific needs of our clients depending
on their particular requirements and existing skills set. Tailored materials will be used throughout your Recruiting
in the US Cultural Training course and your trainer will provide a balance of structured input and discussion of case
studies and scenarios relevant to your own particular context. A Recruiting in the US Cultural Training course will
typically include:

 American culture and values including religions, beliefs and customs
 American cultural values and attitudes in the workplace: hierarchy, time, individualism
 Management and working styles for doing business in the US
 American communication and negotiation styles when doing business
 Negotiating in English for Multinational Recruiters
 US Business Etiquette (Do's and Don'ts)
 English for Multinational Recruiting Professionals
 US Cultural Awareness
 Selling for Multinational Recruiters
 Customer Service skills for Multinational Recruiters
 Cultural Sensitivity Training Multinational Recruiters
 Professional Email Writing for Multinational Recruiters
 Effective Recruitment Writing Training
 Grammar and Punctuation for Recruitment Communication
 Speech Training: Accent Reduction & Recognition
 Interpersonal Effectiveness


About Your Principal Trainer & Coach
Dee Williams is a Recruiter/Career Coach & Trainer who has been a
Freelance Headhunter and IT Staffing Recruiter for more than 17 years. In
the past, her specialty has been in IT Recruitment, Healthcare IT
Recruitment (HIT), Executive Search, Passive Recruitment (hard-to-fill)
Search, Mobile & Wireless, “Big 4”, DoD/Intel, and Telecommunications
industries.

Specialties:

* Recruiter Coach & Trainer
* MaxHire Trainer
* Executive Search
* Recruiting Strategy Advisor
* Executive Recruiting Operations
* Sourcing Process Consultant
* Recruiting Process Consultant (RPO)
* Recruiter Branding & Training
* MaxHire Training
* LinkedIn Profile Configuration
* Contract Recruiter
* Social Media Recruitment
* Corporate Recruitment
* International Recruitment
* Recruitment Plans
* Sourcing Strategies
* The Art of Passive Recruiting

Please feel free to connect with me on LinkedIn:
http://www.linkedin.com/in/deewilliamsga


Identifize Consulting, LLC
http://www.identifizeconsulting.com

Dee Williams, Managing Director & Principal Trainer

d.williams@identifizeconsulting.com

Office: 866.432.8801 | Mobile: 678.644.3507

Identifize Consulting & Coaching Brochure

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