Product Training Championship Content PDF

PRODUCT TRAINING CHAMPIONSHIP CONTENT  Customer Facing Purpose: Deep understanding of value proposition, sales process, recruitment process & how to manage success. Content: Recap of employer needs → use survey feedback about the struggle with sourcing, small recruitment teams, multiple sources us...

PRODUCT TRAINING CHAMPIONSHIP CONTENT  Customer Facing Purpose: Deep understanding of value proposition, sales process, recruitment process & how to manage success. Content: Recap of employer needs → use survey feedback about the struggle with sourcing, small recruitment teams, multiple sources used to find candidates etc. Show low share of recruitment wallet. Pro recruit - what is it, how it works from an employer’s point of view (5 Cvs in 5-7 days, delivered by a recruiter), prices, then how we deliver on it (confirm how recruiters find the CVs, ie they post a listing on our platform, they source CVs from our database of passive candidates, they use LinkedIn Recruiter, they contact local networks), how they select profiles, how they call seekers to confirm interest, and the report they complete for the employer. What they say. 2 Customer Support 3 Internal support 4 Mentimeter 5 ICE BREAKER If you could hire any footballer in the English premier league for a senior or technical role, who would it be and why? 6  Why this is relevant for you Customer-facing Customer Support Internal Support - Boost Deal Conversion Rate: - Quicker Issue Resolution: A - Increase Product IQ: This With enhanced product strong grasp of the product will program will give you a deeper knowledge, you’ll be able to empower you to troubleshoot understanding of our products, clearly communicate the value and resolve customer issues including; features, value of our hybrid products to swiftly, leading to improved propositions, and delivery clients, leading to higher trust customer satisfaction. processes. This will equip you and ultimately, more with the knowledge to successful deal closures. - Enhanced Support Experience: confidently represent our You'll be better equipped to product offerings internally. - Tailored Client Solutions: provide proactive solutions, Understanding the unique reducing escalations and - Efficient Collaboration: With a selling points of the Hybrid increasing customer loyalty better grasp of product details, products allows you to through efficient and you will be able to work more customize pitches based on knowledgeable service. effectively across departments, specific client needs, making - ensuring smoother workflows your sales approach more and better alignment with targeted and compelling. company objectives. - 7  What you should be able to answer after this session What is the primary function of our Executive Recruitment product? How does our Pro Recruit service differentiate itself in the recruitment process? What does "Fit For Purpose" HR Solution entail? What steps are involved in our candidate assessment process? Why is it essential to minimize the risk of a bad hire in executive recruitment? 8  HYBRID PRODUCTS 9 WEF: Future of Jobs 2023/2024 insights Companies are increasingly prioritizing the candidate experience by leveraging technology to streamline and personalize the recruitment process. A significant trend in 2024 is the transition from credential-based hiring to a skills-first approach. Approximately 79% of HR professionals value skills assessments over traditional hiring processes. Despite improvements in recruitment strategies, over 75% of employers report ongoing difficulties in filling roles, particularly in high-skilled sectors such as healthcare and skilled trades. DEI initiatives remain central to recruitment strategies, with organizations recognizing the importance of a diverse workforce in driving innovation. Sources: Future of work 2024, Future of recruiting, SHRM Talent trends, 10 Future Trends in Recruitment Technology AI is increasingly being used for candidate screening, allowing recruiters to analyze large volumes of resumes quickly and objectively. Companies are reporting a 70% reduction in hiring time due to AI integration Predictive analytics is transforming recruitment by helping organizations forecast hiring needs and identify candidates likely to succeed in specific roles based on historical data. 75% of employers are reporting difficulties in filling roles, companies are increasingly looking beyond local talent pools to recruit internationally. Automation tools are increasingly being used to handle interview scheduling, reminders, and follow-ups with candidates. This reduces administrative burdens and ensures a smoother experience for candidates throughout the recruitment process. Sources: Future of recruiting, recruitment trends 2024/25, Candidate FYI 11  Challenges in Headhunting & Recruitment Metrics Lengthy recruitment processes can result in losing high-quality candidates who may accept offers elsewhere. Candidates prefer companies that recognize Long Hiring Processes their skills quickly. Ghosting has become increasingly common, with 39% of recruiters reporting candidates cutting off communication. This phenomenon is often due to poor Candidate Ghosting interview processes or receiving other job offers. Circle diagr Poor Employer 96% of candidates would consider applying to a company with a strong employer brand, while 87% would avoid companies with negative reviews. am Branding Lack of qualified candidates has been reported, with the Skill Shortage global talent shortage more than doubling since 2014. This shortage extends time-to-hire and forces recruiters to settle for less-than-ideal candidates, leading to higher attrition rates. Sources: Juggle Hire Future of recruiting, Skima industry trends, 12  Creating a Compelling Value Proposition for Senior Talent Companies offering competitive salaries are more A positive company culture is increasingly important, attractive to senior talent. 83% of senior with 58% of senior professionals valuing alignment professionals report that compensation is a with organizational values. Companies that actively crucial factor in their job acceptance decisions. communicate their culture attract better-fit candidates Companies with robust learning and 67% of senior candidates prioritize work-life balance development programs experience 30% higher and flexibility in their job choices. Offering employee retention rates among senior staff remote/hybrid work options can make a company 25% more appealing to this demographic Sources: World Economic Forum 2023/24 13 Mentimeter 14 Understanding our Employer Needs - Hiring challenges Employers take the most time sourcing than shortlisting for candidates It takes employers 1-3 months to fill senior level roles 15 Understanding our Employer Needs - Hiring Frequency Employers use more than 1 option to solve their challenges in hiring and most of them are using paid job boards. Most of our employers conduct a simple one off hiring closely followed by some who continuously hire 16 Understanding our Employer Needs - Resources & wallet share 42% of employers who responded to our survey have dedicated team of 1-3 HR professionals or less Employers have a low share of money set aside for recruitment, from their budget, only 1-20% is set aside for this purpose 17 18  PRO RECRUIT 19  The problem statement - Pro Recruit How can I manage recruitment How can I ensure candidates with effectively without HR expertise or great CVs are also the right fit for dedicating too much of my time? my role? How do I find top candidates who How do I shorten the hiring aren’t actively job-seeking and process and receive pre-screened may not apply to my job postings? candidates quickly? Pro Recruit provides you with a pre-qualified shortlist of candidates within 5 days by leveraging our extensive network reach of talent. 20  Pro - Recruit Pro Recruit is our bespoke product where our HR experts leverage all our internal capabilities to assess, pre-interview and shortlist candidates in What's the advantage order to provide you with 5 pre-qualified candidates in 5-7 days. The Pro Recruit product does all the recruitment heavy lifting which allows the What is it? employer to only focus on interviewing top candidates.. What's the Value? How does an employer benefit? Pro Recruit delivers pre-qualified candidates so that you can simply select We recruit the most qualified candidates by leveraging who to hire in a very short time and you get our extensive network reach of talent and resources a summary report for each shortlisted and matches their qualifications to the job description candidate. 21  Understanding the Value Proposition 1. Save On Time: The Pro Recruit product is delivered on average within 5 working days, making it the product with the shortest TAT. 2. Assured Quality: The Pro Recruit product involves conducting pre-interviews to ascertain academics and work experience qualifications plus salary expectation and availability. 3. Effortless: The Pro Recruit product takes care of all the laborious recruitment tasks which makes it effortless for the employer to pick and interview the right candidates. 22 Let's put the value propositions into perspective Imagine it almost EPL season, you’re the head coach of a football team and you need to quickly and efficiently find the best player to strengthen your squad. 23 Let's put the value propositions into perspective ProRecruit, it’s like having a top scout who delivers the best talent to you. players are rigorously tested before joining the team, you just pick the right player 24 Recruitment Journey- Employer 1. Create a Job Description for the role 2. Share extra job requirements via the Service Create A Job Requisition Form (to be provided by your account Description Fill In The Service manager). Requisition Form 3. The role is advertised using a standard job product so as to create a candidate pool, while leveraging EMPLOYER Interview JOURNEY the full talent network. and hire 4. BrighterMonday/Jobberman sends a list of 5 Advertise The pre-interviewed candidates, with a detailed report, Job Advert of why they were selected. 5. You interview candidates and hire. Get list of pre-interviewed candidates NB: TAT For The Whole Process Is 5 - 7 days 25 Recruitment Journey - Jobseeker Accessing The Job Advert Through The Job Seeker Profile Submit CV and Cover Letter JOB SEEKER JOURNEY Get Shortlisted and Pre-interviewed by BrighterMonday Get Interviewed by the hiring company 26  Recruitment Journey - Recruiter Once recruiters get a shortlist, they do interview Once the job is posted screening to ensure the recruiters use the relevance candidate is the right fit for matching score and ATS the job filters to determine a shortlist. If by any chance a recruiter doesn't get the right fit from the applications, we do a search on the database Lastly recruiters send a detailed report summary to the employer for the selected candidates and the reason they were selected 27  Pro Recruit Pricing COUNTRY NIGERIA GHANA KENYA UGANDA Pro- Recruit (inclusive NGN 300,000 GHS 5,000 KSH 60,000 USH. 1,500,000 of VAT) Premium Pro- Recruit Quote varies GHS 3,000 KSH 60,000 Does not have (inclusive of VAT) 28 How the product works 29 How to measure success? Key Metrics for Success: 1. Time to Deliver (TAT): The average time to deliver five pre-qualified candidates should be between 5 to 7 days. 2. Candidate Quality: A high percentage of candidates should meet or exceed client expectations, as measured through client feedback. 3. Client Satisfaction: Maintain consistently high client satisfaction scores, reflecting the quality and relevance of the candidates delivered. 4. Conversion Rate: Achieve a high conversion rate of shortlisted candidates who progress to interviews or are successfully hired by the client. 5. Repeat Business & Referrals: A strong indicator of service quality and client trust, reflected by the number of clients returning for additional recruitment services or providing referrals. 6. Client Retention: A high percentage of clients should continue using Pro Recruit for subsequent hiring needs after their initial engagement. 7. Cost per Hire: The average cost of providing the service (including time, resources, and expertise) should remain competitive and aligned with the client’s hiring budget. 30  EXECUTIVE RECRUITMENT 31  The problem statement - Executive Recruitment How can I find and attract What’s the best way to hire hard-to-reach senior candidates multiple senior-level candidates with the necessary skills and quickly and effectively? experience? How can I tailor my hiring process to attract niche candidates while How can I ensure my hires are a maintaining a personalized perfect fit and minimize the risk approach? of a bad hire? Our “fit-for-purpose” solution that offers end-to-end recruitment service for senior and executive roles. This service can also be used to recruit lower-level, niche roles that are hard to find OR to recruit 10 or more people at a time 32  Executive Recruitment Our Executive Recruitment product What does end-to-end recruitment mean? proactively headhunts and provides a pre-screened candidates for senior and technical roles with a success rate of 100% We work with our clients to first thus minimizing the risk of a bad hire to 0%. understand their recruitment needs, go Executive Recruitment and Consulting through the job description with them, service that offers “Fit For Purpose” HR source candidates, receive feedback from Solution, covering Personalised end-to end clients, assist with interviews, and facilitate recruitment services. the process until the client makes an offer to a candidate. What is it? 33  Executive Recruitment Our recruiters create a candidate shortlist of 5-7 candidates within 2-4 weeks. How does sourcing work? Our quality guarantee Candidate replacement will be done where a hired candidate is deemed to be unsuitable or fails to Ideal roles for exec recruitment complete their 3-month probationary period. Best-suited product for Senior Career Level and Specialist role. 34  Executive Recruitment - Goals and pain points Hire a senior role What is the goal Hire a highly specialised role Guarantee of replacing a candidate within 3 months if the new hire isn’t working out Challenges of accessing passive talent (job seekers who are not currently looking for What pain points a job until you contact them directly) does employers Having no expertise in filling senior/special roles face Lacking insights on how to benchmark salaries and benefits What benefits does No-stress recruitment for senior-level, niche or unique candidates and profiles Exec Recruitment Easy recruitment of multiple candidates for one common job requirement give Get candidate replacements 35  Understanding the Value Proposition 1. Fit for Purpose: Covers personalised end-to-end recruitment services for Senior & Executive roles, Talent Management and Competency Assessments. 2. Assured Quality: The Executive recruitment product involves conducting pre-interviews to ascertain academics and work experience qualifications plus salary expectation and availability. 3. Saving Valuable time & Resources: The Executive recruitment product takes care of all the client's entire recruitment process, allowing the client focus on other priorities. 36 Let's put the value propositions into perspective When you set out to award the prestigious Ballon d'Or, you're not just looking for any player; you're searching for the best of the best only those players who truly deserve it — Our Executive Recruitment service is the same in that we boast of a 100% success rate in placing the best- most deserving candidate 37  Exec Recruitment process We follow this approach over the next 10-15 working days to fill exec roles. Needs & Scope Analysis Sourcing & Filtering Assessment & In Depth Interviewing Needs analysis and understanding of Headhunting/Targeted Search specifics to better serve you. Technical & competency based tests from competitor organisations. & interviews for selected candidates. Shortlisting & Reporting Client Interviews & Candidate Offer Management & Reporting Preliminary onboarding. Selection Client Interviews and Candidate Negotiation and Candidate selection. Management till resumption. (TBA by client) (TBA by client) 38 Exec Recruitment pricing This is a postpaid service in our portfolio which requires a contract to be signed by both parties. Fees would be paid once successful candidates is hired. This would be for the executive, managerial and technical roles only. Nigeria: A commitment fee of N250,000 and 15% of the Kenya: 100% of 1 Month Uganda: 100% of 1 Ghana: 12% of Annual annual gross salary of each Gross salary Month Gross salary selected candidate. Gross Salary 39  During Exec recruitment, we find candidates through the following: Candidate search on other Where we find platforms candidates LinkedIn Our recruiter files of offline sourced CVs Our job seeker database on our platform  3 tools for interacting with customers when serving executive recruitment roles: Zoho CRM (sales) How exec recruitment is Brings in the executive recruitment deal served Zoho Recruit (Recruiters) Fulfils the exec recruitment deal by finding candidates and facilitating interviews Zoho Desk (CX for customer feedback) Contacting customers after the role has been finalised to assess customer satisfaction How the product works 42 How to measure success? Metrics Per Recruiter/Team Automated Ratios Deal count by product (monthly, half-yearly, annual) Shortlist to Interview: Tracking of number - Workload interviewed shortlisted versus number of Deal stage per product (ie sourcing, awaiting candidates. Ratio should tend towards 1 or feedback, etc- Activity 100%. Average turnaround-time (monthly, half-yearly, Interview to Offer: Tracking number of annual) - Speed candidates interviewed before an offer is Deals successfully closed by number and revenue made. Ideal range 3 - 5. (monthly, half-yearly, annual) - Won rate (deals Offer Acceptance Rate: Tracking number of that progressed to service delivered) offers accepted versus total number of offers Deals successfully fulfilled by number and revenue made. Ratio should tend towards 1 or 100%. (monthly, half-yearly, annual) - Fulfillment rate (for exec, deals that got to offer and above. Benchmarks for Metrics Deals lost by number and revenue (monthly, half-yearly, annual) - Service Level Fulfillment Rate for Exec - 100% Non-viable deals i.e on-hold, inactive or cancelled TAT for Exec - 10 days by number and revenue (monthly, half-yearly, annual) - Viability 43 Quiz!!! 44 Reminder: Complete your post-training assessment Post Training Feedback Post-Training Assessment Assessment Deadline - 45 Reminder: Mark as “DONE” in Google Classroom 4 6 THANK YOU