I have been working on developing a curriculum for a full cycle recruiting training program. I would love any feedback on what I have left off, what is over kill or any general feedback you may have. Thanks

Keen Recruiting Institute offers a complete recruiting curriculum; courses cover a myriad of recruiting strategies and tactics ranging from client and applicant centric service to complete retention programming.


Human Relations Modules

Bonding and Rapport

The Art & Science of asking the right questions

Establishing Trust

Ethics and Recruiting

Building Partnerships

Sourcing Modules

Social Networking

Head Hunting / Direct Recruiting

Generating Referrals

Trade Show Participation

Marketing / Messaging

Strategic Candidate Attraction

Public Relations

Screening Modules

Resume Screening

Telephone Screening

Selection Modules

Choosing Assessments Wisely

Assessment implementation and interpretation

Effective Interviewing

Behavioral Interviewing

Matching Module

Matching for Effective Placement

Matching for Retention

Matching for Succession Planning

Sales & Business Development Module

Strategic Attraction

Positioning / Differentiation

Marketing to your Ideal customer

Prospecting the right people

Qualifying for the Real Need

Solution Selling Client / Corporate Module

Organizational Development Overview

Discerning Corporate Culture

Uncovering Talent Needs

Role Benchmarking

Establishing working relationships & Service Plans

Customer Intimacy

Customer Advocacy

Staffing Service Module

What Game Are You In?

Staffing Model

Best Practices
Service Agreements
Pay /Bill
Margin /Mark Up

Direct Hire Model

Best Practices
Service Agreements

RPO Model

Best Practices
Service Agreements

Legal & Compliance Module

Workers Compensation
Documentation / Reporting
4/5th Rule

Tools Module

ON Boarding
Performance Management

Retention Module

Generational Motivators
Work Style Preferences
Management Styles
Families of Retention
Performance Management
Employee Development
Succession Planning

Feedback welcome !!!! Por Favor

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Margo, are you're missing the blueprints: Job-, candidate- and performance profiles; competency modeling; and benchmarking?

Amitai Givertz said:
Margo, are you're missing the blueprints: Job-, candidate- and performance profiles; competency modeling; and benchmarking?

Karen Mattonen CAC CSP said:
Legal & Compliance Module
1 - Question -- is this for internal or external recruiting?
if for external, then the OFCCP ruling does not apply to third party recuiters..

The following Also do apply to third Party recruiters as well as internal recruiters - Third Party Recruiters Can be held legally responsible for the following -

2 - Department of Labor (state laws included)

- Federal and state Human rights, affirmative action, employment and accomodation laws (due to interstate recruiting)
- FSLA (state laws included)


4 - IRS (state laws as well) -
misclassification, wages, taxes

5 - Immigration and Naturalization

6 - (FTC) Federal Trade Comission due to the interstate commerce

7 - Federal and Interstate contractual and business laws again due to interstate commerce

8 - staffing, contract and internal recruiters - OSHA

9 - NLRB, Unions and the laws that apply (applies to third parties as well)

these are the ones I could come up with pretty quickly.. Sounds really interesting - if you can, please give me a call at 858-668-3111 so that we can discuss this.. I think that I have someone who may be of assitance to you..

Karen Mattonen
www.hirecentrix.com (still in Beta - soon to be fully released)
HireCentrix - The pulse of Recruiting, Risk Management, Regulations & Retention

Where your privacy is Not only Expected But Respected

I think you covered just about every aspect. Unless I missed them here are a few suggestions:

1). Overcoming objections / rebuttals
2). Counter offer counseling
3). Preparing candidates for resignation

How about strategies for dealing with rejection and staying motivated and motivational. Recruiters are in one of the toughest job markets ever, and so are their clients. If a recruiter isn’t part therapist sometimes, their clients won’t be able to represent themselves at their best in an interview!
I think this role for a recruiter is paramount to their success!

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