Product Training Championship Content

Product Training Championship Content

• Customer Facing: Deep understanding of value proposition, sales process, recruitment process, and managing success.
• Content: Employer needs analysis (surveys), sourcing struggles, small recruitment teams, low recruitment wallet share, Pro Recruit overview (what it is, how it works for employers, delivery by recruiters, pricing, how recruiters find CVs, LinkedIn Recruiter, local networks, profile selection, candidate interest confirmation, employer reports).

Customer Support

• No content provided.

Internal Support

• No content provided.

Mentimeter

• No content provided.

Ice Breaker

• The ice breaker question was: If you could hire any footballer in the English Premier League for a senior or technical role, who would it be and why?

Why this is Relevant for You

• Customer-facing: Boost deal conversion rate (enhanced product knowledge, clear communication of product value to clients). Tailor client solutions (understanding unique selling points, customizing, sales pitches based on client needs, making sales approach more relevant).
• Customer Support: Quicker issue resolution (strong product grasp, troubleshooting/resolve issues swiftly). Enhanced support experience (provide proactive solutions to reduce escalations and increase customer loyalty, ensure knowledgeable service).
• Internal Support: Increase product IQ (deep understanding of features, value propositions, and delivery process knowledge). Efficient collaboration (effectively work across departments for smoother workflows and company alignment).

What you should be able to answer after this session

• What is the primary function of the Executive Recruitment product?
• How does Pro Recruit service differentiate itself in the recruitment process?
• What does "Fit for Purpose" HR Solution entail?
• What steps are involved in the candidate assessment process?
• Why is it essential to minimize the risk of a bad hire in executive recruitment?

Hybrid Products

• No content provided.

WEF: Future of Jobs 2023/2024 Insights

• Companies prioritize candidate experience by leveraging technology.
• Transition from credential-based hiring to skills-first approach.
• 79% of HR professionals value skills assessments over traditional hiring processes.
• Despite improvements, 75% of employers face ongoing difficulties filling roles (especially high-skilled sectors).
• Diversity and Inclusion (DEI) initiatives are central to recruitment strategies.

Future Trends in Recruitment Technology

• AI is increasingly used for candidate screening (quick, objective resume analysis).
• Companies report a 70% reduction in hiring time due to AI integration.
• Predictive analytics helps organizations forecast hiring needs and identify suitable candidates based on historical data.
• 75% of employers are experiencing difficulties in filling roles.
• Recruiting increasingly looks beyond local talent pools.
• Automation tools handle interview scheduling, reminders, and follow-ups.

Challenges in Headhunting & Recruitment Metrics

• Long hiring processes lead to loss of quality candidates.
• Candidate ghosting is common (39% of recruiters report candidates cutting off communication).
• Poor employer branding negatively impacts applications (96% consider a strong employer brand, 87% avoid those with bad reviews).
• Skills shortages extend time-to-hire (global talent shortage doubled since 2014).

Creating a Compelling Value Proposition for Senior Talent

• Competitive salaries attract senior talent (83% of senior professionals consider compensation crucial).
• Positive company culture is important (58% value alignment with organizational values).
• Companies with robust learning and development programs experience 30% higher employee retention rates among senior staff.
• 67% of senior candidates prioritize work-life balance.
• Remote/hybrid work options are appealing to senior candidates (25% increase attractiveness).

Understanding our Employer Needs - Hiring Challenges

• Sourcing candidates takes longer than shortlisting.
• Filling senior-level roles takes 1-3 months.
• Employers use multiple sourcing options (paid job boards).

Understanding our Employer Needs - Resources & wallet Share

• Most employers have a small recruitment budget (1-20%).
• 42% of surveyed employers have a dedicated recruitment team of 1–3 HR professionals.

Jobberman Customer Success Stories

• No content provided (just a title slide).

Pro Recruit

• Problem statement (managing recruitment without HR expertise or excessive time; finding top candidates, ensuring candidates are suitable for roles, shortening hiring process).
• Pro Recruit solution (pre-qualified candidate shortlist within 5 days).
• Value Proposition (save time, assured quality, effortless).
• Recruitment Journey – Employer (Create Job Description, Fill in Service Requisition Form, Advertise Job Advert, Get list of pre-interviewed candidates, Interview & Hire).
• Recruitment Journey – Jobseeker (Access job advert, submit CV & cover letter, Get shortlisted, Get interviewed).
• Recruitment Journey – Recruiter (filter by matching-score, shortlist candidates, do interviews, detailed report summary).
• Pro Recruit Pricing (pricing varies by country).
• How the product works (no detail).
• Key Metrics for Success (time to deliver, candidate quality, client satisfaction, conversion rate, repeated business, client retention & cost per hire).

Executive Recruitment

• Problem statement (finding and attracting hard-to-fill senior candidates, tailoring process for niche roles, hiring multiple candidates effectively, minimizing bad hires).
• Solution ("Fit for Purpose" end-to-end recruitment service for senior and executive roles).
• How sourcing works recruiters create shortlist of 5-7 candidates within 2–4 weeks.
• Ideal Roles for Exec Recruitment (best-suited product for senior career level and specialist roles).
• Executive Recruitment – Goals & Pain Points (hiring senior roles, guaranteed replacement within 3 months, accessing passive talent, expertise in specific roles and salary benchmarks, no-stress recruitment for senior roles, obtaining candidate profile replacements).
• Understanding the Value Proposition (fit for purpose [personalized, end-to-end solution, talent management and competency assessments], assured quality [pre-interviews, academics, experience verification plus expectation and availability], saving valuable time and resources).
• Where we find candidates (other job platforms, LinkedIn, offline sourced CVs, job seeker database).
• How exec recruitment is served tools for interacting with customers (Zoho CRM (sales), Zoho Recruit(re)crutiers), (Zoho Desk (CX for customer feedbacks)).
• Metrics for Recruiter Success (deal count, workload, speed, won rate, fulfillment rate, lost deals, service level, non-viable deals, viability).

Additional notes

• There are many tables/charts with data, which have been summarized into bullet points.
• There are requests for post training assessments and feedback.

This quiz covers essential aspects of product training relevant to customer-facing roles. It focuses on understanding value propositions, effective recruitment processes, and managing success in sales. Participants will also explore employer needs analysis and effective sourcing strategies.