The Original TBMG Audio Series

*(Training Note:  My training is based on “The Marshall Plan” developed and refined over a lifetime of professional recruitment training and working with many of the industry’s elite.  It is available for groups, or on a “one-on-one” basis.  It is available in-person or over the telephone.  Whatever you choose, I will custom tailor the training to meet your demands.

Below, from the synopsis of my audio training series, are some of the topics I can cover with you.)


1.  The Year Of The Candidate Turndown – The Process

Introduction to the series.  Overview – How to stop candidate turndowns

Short coverage of:
Indirect Recruiting (#24)
Posturing (#35)
Education of your Candidate (#35)
FABing your Candidate (#2)
Exchanges of Cooperation (#9)
Critical Information (#13)
Eight Point Candidate prep (#12)
Agenda Closing (#6)
Multiple Interviews with Multiple Candidates (#34)
Dead Horses (#14)

2.  The Marketing Presentation – An Evolutionary Study

1.  Don’t market for openings
2.  Penetrate companies at the highest levels
3.  Be creative and listen effectively

Telesearch Canons
Evolution of the presentation
Explaining the FAB presentation
Twelve questions to ask yourself before completing your FAB

3.  The Qualifier Position Profile (Job Order)

Ways to achieve higher quality JO’s through qualifying

The six points:
1.  Contact Information
2.  Duties and Responsibilities
3.  Salary and Fee ($ and %)
4.  Hiring Process
5.  Rifle Shot Recruiting
6.  Personalities of the Hiring Manager

4.  Sales Linkage – The Quick Way To Make a Quality Presentation

Non-adversarial approach to determine if objections are real or imagined

5.  NLP – Elegant Communication For The Recruiter

Determining whether people are visual, auditory, or kinesthetic and changing “chameleonishly” to match how they process logic – through pacing and using their words – to sell more effectively

6.  Agenda Closing

Setting up the interview at the outset so that you have something to close against when the interview is ending

A way to train both sides on how to interview

7.  Negotiating Techniques

Definition of negotiation

The three crucial elements:
1.  Information
2.  Time
3.  Power


8.  Motivation – The Peaks Versus The Valleys

The Twenty Attitudinal “IF’s”
Recruiter Motivation
Stress and Stress Management

9.  Exchanges Of Cooperation For Hiring Managers and Candidates

Asking for commitments
Educating both sides

10.  Role Playing – Standard & Situational

1.  Don’t look at one another
2.  Don’t do so often that you leave your game on the practice field

Practice overcoming the standard objections

1.  People are assigned to play the various roles so that they can better understand the other’s position

11.  The 30% Fee – Alternatives 

How much it costs to hire
Reduction for a trade-off
$ Versus % amount of fee
Different fees based on different candidate experience
The Mini-retainer
The Regular retainer
The Sales fee

12.  The Eight Point Candidate Prep

For Candidate interview prep and to avoid candidate turndowns

13.  Critical Information To Establish Urgency

Urgency equals success in recruiting

14.  Dead Horses And When To Stop Beating Them

Dead Horse employers and Dead Horse candidates

15.  The Resume Defrocked

All of the reasons why resumes don’t work
1.  Mistakes of form
2.  Mistakes of substance

Ways to overcome the resume objection

16.  Monitoring Systems For Top Production

Goals – Daily, Quarterly and Yearly
Must be written down

Hot Sheet
Daily Chip Board
100 Point Sheet

17.  Modularization, Blitzing and Focus

Syndromes of failure
Compartmentalize your day
Blitz within the compartments
Don’t chase after time that has passed you by
Focus on your own desk – your own work

18.  Surgical Marketing and Surgical Recruiting

The rifle shot approach for candidates and companies (what they will buy, when they will buy it and why)
1.  Marketing
2.  Recruiting

Spouse home phone call

19.  The Key Account and The Personal Visit

A way to quicken the rapport building process
Reasons why we make Key Account Calls
The structure of this visit
Taking responsibility for our own desk

20.  Building Rapport – The Non-Adversarial Relationship

The “double pyramid” analogy
Elements of Rapport:  Like, Believe, Trust and Understand
Being NLP-sound
Making people feel important because they are important
Recruit all of your hiring managers

21.  Planning & Organization

Time management
Break your day into manageable segments
Execute your plan

22.  In-Office Training With The Hiring Managers

Have your hiring managers in to see your operation and better develop your local marketplace
Hiring managers conduct structured morning meetings

23.  Managerial Interchanges

Managers visit each other’s offices quarterly
1.  Structured for results
2.  Topics
3.  Working manager’s daily plan
4.  Comments from two top producing managers

24.  Recruiting The Candidate

Recruiting calls for “name gathering”

25.  Goals – Short, Medium and Long

Must be written down and believable

26.  The Concept Of The Tandem Desk

Position description for a recruiter
What JO’s are hot and “splitable?”

27.  How To Squeeze The Most Out Of Each Call

Selling is telling the truth in an attractive manner
Questions to ask
Indirect Recruit, Direct Recruit, Indirect Marketing, Direct Marketing Presentation
How to get things done
How to get the most out of life

28.  Closes and The Closing Room

The power of risk taking
Types of closes
Structure of the closing room

29.  Love 101

Potpourri of quotes from motivational people

30.  The Ratios and Daily Expectations

Activity measurements from ground zero to one year
Ways to isolate problems through understanding ratios

31.  The Interview As A “Demo”

Our perception of what we do and company’s perceptions of what we do
Word conversions (saying what you mean)

32.  The Guarantee Period – Alternatives

No guarantee
30-day refund
30-day refund/replacement
30-day replacement
90-day prorated refund/replacement
1 year prorated replacement chit

33.  Visualization

A way to get into your mind the positive outcome of a situation before the outcome takes place
Object situations
Increasing the “on” switches in your brain

34.  Multiple Interviews With Multiple Companies

Amplifying your chances for success
Creating the fear of loss scenario

35.  Education, Mind Set and The Presentation

The presentation and the singles bar
Posturing and the right attitude
What it costs to hire through ads

36.  Knowledge Deficiencies Versus Execution Deficiencies

A historical perspective
A short review
Recruiter self motivation
Recruiting as a career

37.  Questioning Techniques

Controlling the conversation with questions
Effective listening and listening skills

38.  The Friday Close and White Heat

The Buy Line and White Heat
Chicken-track sheet
Closing (Y, N, 2nd) with the right attitude based on the principle of the equilateral triangle

39.  80:20/20:80 or Die

Small and medium-sized companies don’t have the infrastructure in place to combat you – this is your primary target market

40.  Don’t Let A Higher Authority Write Your W-2

Working backwards to establish hourly requirements
Ways to increase production

41.  Qualities Of The Winners

Intelligence, creativity, corporate maturity, etc.
Case studies

42.  Techniques Of The Super Stars

A compendium of the top techniques

43.  Your Desk As A Manufacturing Plant

Explains, through an analog, what we recruiters do for a living – emphasizing SO’s and decisions

44.  The Concept Of The Inverted Cones

Energy versus Knowledge
Why we start and the natural progression to the “Powerbroker” area

45.  The Three Ways That We Work

1.  Out work — long hours and burnout
2.  Out think – how we work smart
3.  Out last – success through osmosis

Time Compression
Pre-closing and pre-qualifying
Wrap-up of this audio series

Suggestions:  Although the audios are designed for everyone to listen to, here are some ideas on groupings – keep in mind, each selection should be listened to twenty-one times for maximum benefit.

Primarily for Managers/Owners:  11, 23 & 32
For Managers/Owner:  10, 16, 22 & 26
For Tenured Recruiters:  1, 5, 7, 8, 12, 14, 18, 19, 25, 27, 29, 31, 33, 34, 36, 39, 40, 41 & 42
For New Recruiters:  2, 3, 4, 6, 9, 13, 15, 17, 20, 21, 24, 28, 30, 35, 37, 38, 43, 44 & 45