# data[].attributes.headline
Mentality towards recruitment - Tommy Smith

# data[].attributes.subject
Mentality towards recruitment - Tommy Smith

# data[].attributes.body
You have just one opportunity to create a strong first impression and put the interviewee at ease while maintaining control. is just 5 steps to a convo, juts like the field.

1. Introduction: The initial phase is crucial; it sets the tone for the interview and aims to make the candidate feel comfortable. This is where you take control. Greet the candidate and establish a welcoming atmosphere.

2. Short Story: Provide a concise overview of your agency - who you are and what you do. The candidate should be attentive and engaged during this introduction. Explain why your agency is so effective.

3. Presentation of Cost vs. Value Business Breakdown: Present a clear breakdown of the cost versus the value of your business. Highlight the advantages and get the candidate excited about the potential for rapid growth and opportunities within your agency.

4. Closing: Conclude the interview by asking the candidate why they believe they are the best fit for the position. Give them the chance to ask any questions they may have.

5. Rehash: Reiterate the key points of the interview and inform the candidate about the management's decision.

# data[].attributes.body
1. Keep it Simple: When you're explaining the job opportunity, don't overwhelm with too much detail. Share what's necessary, and only add more when they ask.

2. Stay Confident: Avoid getting defensive if they have questions or concerns. Keep your cool and answer honestly.

3. Be Realistic: Don't downplay the work involved. Show enthusiasm, but also be truthful about what the job entails. If someone is watching you, always stick to the systems, if you get upset with nos and happy with yes, you dont truly bealive that they work you are hoping they do so.

4. Recruit Actively: You need to actively work on building your team. Just doing two interviews a week won't get you the results you want.

In simpler language, it's about keeping things straightforward, staying confident, being honest about the job, and actively recruiting to succeed in this opportunity.

# data[].attributes.body
In personal recruitment, the key is to seize control for a faster program. We encounter numerous individuals daily, and we can expedite the process by taking charge. This can happen through various avenues, including social media, LinkedIn, and even through in-person interactions in the field.

1. Control in Personal Recruitment: The central theme is maintaining control throughout the recruitment process, allowing for more efficiency and speed.

2. Various Channels: We have different platforms, including social media and LinkedIn, as well as face-to-face interactions in the field.

Having business cards or cantacts makes this more professional and easy

# data[].attributes.body
We grow faster than any other company can; we have more people.

There are a couple of things we should consider.

First, we have to learn not to prejudge. Many times, we judge based on resumes, presentations, and various factors. People may do the same with us, but we shouldn't reciprocate. During an interview, it's impossible to assess work ethics or attitude.

If someone from a different background is applying, we need to remember that they're here because they want something we offer: control over their careers. For example, if someone claims to be excellent at sales and has amazing leadership experience, we should question why they left their previous position. If they were a top performer, why did they come here?

2 - Image: We must ensure that we speak, think, and act like managers. When someone talks to us, they should assume we are the CEO of the company. A sharp and professional demeanor makes it easy to work with us. Our style at work should be professional in a way that doesn't offend anyone. Ever wondered why every U.S. president looks similar? They don't dress to attract or look good; they dress to maintain credibility.

When recruiting, remember that it's easier to recruit through multiplication than addition. Multiplication involves finding individuals skilled in the field and other areas, so they can start recruiting, and this process continues until it multiplies.

The introduction is where we create an effective atmosphere, setting the stage for smoother presentations, because we've already built a positive initial impression. Review people's resumes beforehand, so we can tailor the interview to know the person better.

# data[].attributes.body
What were they doing before? Why were they there? Why did they quit? How much money were they making previously? All the resumes can provide us with crucial insights into areas where we can make improvements.

# data[].attributes.body
What is the goals of short story? To explain why, what we do and who we are. The short story is my biggest bullet. The short story is for a reason, and provides reason for the why of everything we do in the business. Why we offer this positing and why we talk to this many people in a day.

If we see a promotion of 70% off in a store we would be sceptical, until someone tell us they are doing clearance on the store and what WHY that big promotion. Exact same thing explaining how in an interview, that build credibility.

We have to explain why are we such a big company and how we grow so fast, why do we do direct marketing better than other people?

It is also very important to explain why we focus on direct marketing, so explaining the difference between direct and indirect and that is what allow us to grow fast. LOA in direct marketing it’s always more favourable than indirect.

# data[].attributes.headline
Experiencial marketing recruitment-Rania Baker 

# data[].attributes.subject
Experiencial marketing recruitment-Rania Baker 

# data[].attributes.body
So what we bring to a client it’s different than any other marketing, for example, if the client want to make money by creating a comment cual they have to pay everything upfront, the hairstylist, the makeup artist, the jingle. And what is the return they get? Uncertain, nothing guarantees that people are gonna buy from that commercial, but what we do for them is that we say “we gonna do you a favour” so we gonna go out there, we gonna market the product , we are going to bring people to your brand . We are going to do 3 things

1- we  are gonna increase your brand awareness
2-increase brand exposure
3- increase your sales

You pay us for every person we bring, it’s cost effective, zero risk , 100% result guarantee.

TV commercials are not effective, people just don’t pay attention to it.

What do you think they will prefer? Make more money or pay upfront without certainty of return

# data[].attributes.body
Make them understand what is that they gonna get out of the interview, explain what are the pros and skills they can learn.

Explain the top of the business to the bottom so they understand “where they are reaching”

When are they gonna take more responsibility, recruitment.

It’s always key to know their background so we can use what they like or inspire them to make them understand and relate to the business

# data[].attributes.body
What is the theory behind the client we representing, for example direct TV

we have to build:

1-Value

2- Cost

The higher we value the value is, the less the cost is

In that process. We have to look where are the values and where are the cost (bullet theory)

Bullets

-No seniority

-team building

-No office politics

-Growth

-Money, control over pay

When we interview people we already seen their resumes, we know them a little. We have to go from there so we make the interaction exciting, for example: if we seen they like sports, we can mention any mana hart or important person who made it and is into the same things. That builds excitement and they can relate.

Also, one things not to do is making things look easier than they are. Promising fast promotions and tons of money at the beginning will damage the relation between the person and ourselves. We have to be realistic and pre empt the fact is going to be difficult sometimes but that’s what the program is for.

Mention their past, for example “military” background.

“Wow it’s a lot of effort I can’t imagine the discipline it takes! That’s why we choose you Because this is a program where we need that so you can develop!”

No experience? Oh that’s fine, but I wanna give you a shot, how are you gonna compensate bringing in the table if you don’t have a lot of experience! I’m very intrigued.