I design and build academies that provide you with the roadmap to hire, develop and retain people with a proven wireframe that create consistent contribution in short timescales.
It seems every recruitment business with ambitions to grow has selected to follow an academy style offering.
Academies are a great way to grow your own talent. Everyone learns how to succeed in your business from the very beginning.
It’s competitive to secure the top trainees. You will stand out with a well structured, documented learning journey. Everyone claims to have a leading academy. Few do.
I can help you build something that will help you engage, develop and retain good people.
Training is something that happens to you.
Learning is a personal choice that requires inspiration and purpose.
Here at ZEN we are led by our seven rules which have become our guiding principles.
They are the bedrock of the success of our Academy programmes.
Without them, we lose the essence of learning.
We find ourselves in an attention deficit economy. To maintain the attention and interest of our learners we must focus on making it engaging, interesting and meaningful.
Purpose for the learner not the business.
Spaced repetition cycles are the key to remembering.
If you don’t put something into practice immediately, the chances are you will forget it.
Content delivery requires immediate purposeful practice.
Feed the curious mind. Encourage creativity. Give people discovery missions and the breathing space to dig deep and ask questions.
We need to show people how to rekindle their natural childlike curiosity
Stimulate the visual cortex. No powerpoint – trainers don’t kill people’s learning, bulletpoints do. Infographics, video and showing people is the way.
Show, don’t tell.
The shortest route to mediocrity is to be worried about failure - about standing out and being ridiculed. Sociophobia is the number one fear in western society. No one likes to be laughed at and ridiculed.
There is no failure, simply learning opportunities.
The journey to getting good is linked to how long you are willing to be shit at something.
Amazing recruiters don’t hatch out of eggs.
Learning is a journey of incremental improvement
Despite popular opinion (even amongst trainers) a steep learning curve is good. It means high levels of learning happens very quickly. Let’s make it easy to learn. Coaching on the job speeds up habit development.
To help new delivery consultants get up to speed quickly and to contribute to the placements within the business, it is important to make sure training is being put into practice immediately. Training delivered as “little and often” is more impactful than front loaded content that needs to be absorbed and remembered before being put into practice.
Each session in the Delivery Consultant Academy is designed to last 60 minutes and is delivered via Zoom so your new hires can quickly put their new found skills into practice.
70% of our learning in recruitment takes place whilst doing the job.
The academies I design are intended to create a structured approach to learning on the job. Whilst contributing to the business through meaningful activity.
Support and coaching brings to life the contextual application of content. Many experienced recruiters would score highly in the theoretical exam of how to do the job. It’s the classic KNOW | DO gap that exists in every profession.
Performance development is where the rubber meets the road. Where content and context meet. At this time supportive coaching, contextual learning and reflection increase performance considerably.
The ZEN academies are not designed to make people more knowledgeable. They are designed to create productive, high performing recruiters. Only through close collaboration can we achieve this, together.
Transitioning from a Delivery Consultant to 360 Consultant role can be challenging. When you are established as a resourcing specialist, the step to 360 is attractive. The reality is that you are going back to being a rookie again. Learning new skills and starting at zero to build you customer base.
In addition to this, the need to deliver is still present. Allocating protected time for sales and business development time is critical. Waiting until you have enough time will create inconsistency at best.
The wireframe structure for the 360 Consultant programme I’ve created gives participants access to high quality tactics and strategies and then the breathing space to be able to put it into practice, whilst also delivering against live roles. Working with the group on a step by step process, together we can build a route to market and follow a sales plan to help them win high quality, committed business.
This session sets a project for everyone to pull together a prospect list of potential customers so each participant has identified a minimum of 100 businesses that can then be fed into their sales plan. This session will ensure that everyone has enough data to feed their weekly sales activity. This exercise, should be completed 2-4 weeks prior to starting the main programme.
The session itself will cover:
Participants will be set lead generation goals and homework to define what good business looks like for their market and the work they want to win.
Participants will be encouraged to build their own objection handling playbook – to help them deal with objections professionally in real time. This will give them confidence to know what they are going to say and enough choices to apply flexibility to the situation.
It is important that everyone knows how to qualify a new job before they start to work their lead list. This session is delivered alongside lead nurture so everyone is prepared and ready for the inevitable – picking up a new job with a new client at full fee.
Everyone will be given a self diagnostic tool to audit their linkedin profile, sharing strategy and marketplace to help them to build a relevant, engaged audience.