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Session list

The complete online training library for headhunters and recruiters

Whatever topic you want to study, ku.dos has it covered. But with ku.dos you don’t just sit and listen. Each session is interactive, designed to be an inclusive learning experience. Each session contains projects and exercises that you work through as you go to ensure that the material is retained and starts to become ingrained in the mind of the recruiter – ready to be used in real life situations.

SESSION LISTING

ku.dos is split over twenty sessions. Each session contains a number of chapters allowing you to stop at any point and come back when you are ready to the next chapter or start a new session. New content is added from time to time and that bonus material has an additional movie of Warren delivering training in a live setting. Your total viewing time is just under twenty hours and each session comes with its own downloadable workbook. When every session is followed, the learning time works out at around 60 hours. Imagine spending over 60 hours in the company of a world-class recruitment trainer! It’s no wonder that the executive search firms, solutions led providers and recruitment agencies who use ku.dos feel that they have an unfair advantage over their competitors.

Session one

Welcome & Intro – what ku.dos is about and how to get the best from the programme

  • The list of sessions to be covered in the ku.dos movies

    Candidate & Client centricity – putting them at the heart of your business

  • World Class recruiting – what does that look like in action
  • The need for good documentation, mapping and a CRM system
  • Building solid contact networks both on and off line.

Session two

Choosing the right solution

  • Database & job board sourcing
  • Advertising
  • Search

The Candidate Sessions

Session three

Candidate sourcing (1)

  • Database & job boards (Part One) – searching for potential candidates
  • Database & job boards (Part Two) – approaching potential candidates
  • Database & job boards (Part Three) – handling negative responses & building a cleaner and more accurate database for the future
  • Advertising (Part One) – where to advertise and how to write effective adverts
  • Advertising (Part Two) – dealing with responses, contacting applicants & measuring your success

Session four

Candidate sourcing (2)

  • Search (Part One) – name gathering, researching & due diligence
  • Search (Part Two) – getting past the gatekeeper when headhunting
  • Search (Part Three) – the initial approach – what to say and when & how to say it

Session five

Candidate sourcing (3)

  • Search (Part Four) – persuading the passive and/or happy candidate to talk with you

Session six

Candidate Screening & Interviewing

  • Screening candidates for suitability, interest & motivation to move
  • The interview – Choosing the right format, time and place
  • The interview process & technique
  • Competency & behavioural based questioning & interviewing

Session seven

Presenting the job opportunity
Gaining the candidate’s commitment and agreeing the next stages including the verbal & written steps to be taken

Presenting feedback (after CV presentation) from the client

  • Dealing with a negative response from the client & agreeing next steps
  • Conveying a positive response from the client & agreeing next steps

Candidate control in the run up to their initial client meeting

  • Communication, documentation and preparation

Session eight

Obtaining feedback from your candidate following the first meeting

  • Testing for buy in and agreeing the next steps & timescales

Presenting feedback from the client following the first meeting

  • Dealing with a negative response from the client & agreeing next steps
  • Conveying a positive response from the client & agreeing next stage

Candidate control in the run up to their final meeting

  • Communication & documentation – how often and for what reason(s)
  • Giving further interview/presentation advice to your candidate
  • Soft reference discussions and actions
  • Agreeing and outlining next step communication

Session nine

Obtaining feedback from your candidate following the final meeting

  • Testing for buy-in and agreeing the next steps & timescales

Presenting feedback from the client following the final meeting

  • Dealing with a negative response from the client & agreeing next steps

Conveying a positive response from the client & agreeing next stage

  • Planning ahead for potential offer & resignation

Session ten

The verbal offer

  • Key steps and words to ensure the right conclusion

The written offer

  • Key components that ensure a successful conclusion

Candidate control in the run-up to and throughout the resignation period

  • Steps to ensure a successful resignation

Onboarding

  • The part you can play in the early key stages of the candidate’s new post

The Client Sessions

Session eleven

Planning for success

  • Choosing the right target market
  • Objectively deciding upon companies to approach
  • Measuring your progress and adapting accordingly

Preparing for your call

  • The right person at the right time
  • Having a range of reasons for your calls
  • Why sponsorship is important and how to obtain it

Session twelve

Getting past the gatekeeper

  • The three questions
  • The three types of gatekeeper
  • Tactics to use if not put through

Session thirteen

Overcoming the hesitant or negative potential client

  • Using stats and facts with authority
  • Handling the toughest of objections
  • Keep the door open regardless
  • Finding the right solution for your client and gaining buy-in (in principle)
  • Database
  • Advertising
  • Search

Session fourteen

Solution selling & the six key steps

  • Pitching for roles you want to work on
  • Testing the price point
  • Getting to “yes” in principle
  • Gaining buy-in for your solution

Session fifteen

Negotiation and calculating ROI

  • It’s not only about the price
  • Justifying your fee
  • Agreeing on the right terms of business
  • Learning when to walk

Session sixteen

(Part One) Taking the Brief

  • The Job Description
  • The person specification
  • Deal killers and benchmarking

(Part Two) Agreeing the process and the timescales

  • Educating the client and speaking the same language
  • Pressing for exclusivity and testing for commitment
  • Outlining the steps and putting markers

Session seventeen

Presenting candidates

  • Verbally and in writing (including the speculative approach)
  • CV delivery
  • Dealing with negative feedback

Session eighteen

Client control throughout the candidate meeting process
The steps, processes and wording needed in the run up from setting up the initial candidate meeting through to the final meeting prior to offer/decision

Session nineteen

The final pieces in the recruitment jigsaw

  • The verbal offer
  • The written offer
  • Client control in the run-up to and throughout the resignation period
  • Onboarding

Trainer’s notes

Session twenty

‘Trainer’s notes.’ Each ku.dos recruitment training session has a number of projects and exercises to be completed as part of the learning process. This session lists what each one is, what they entail and gives you a suggested time for each to be completed. This will help an individual and/or their organisation to plan the right amount of time for ongoing training using ku.dos.

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ku.dos is an Eclectic Tangent Production.
All rights reserved. © Warren Kemp 2015

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