Hunting and fishing; tools and best practices:
• Tools and best practices for grinding within a proactive candidate search.
• Tools and best practices for job postings within a reactive candidate search.
• Active/passive candidate differences; throughout the entire process.
• Establishing a search plan and setting up online tools.

Resume review:
• Resume review, when it seems like there are no great resumes to review.
• Secrets to finding needles in haystacks.
• Searching for two different candidate types to fill one REQ.
• Defining red flags and disqualifiers within elimination based processes.

Defining requirements and determining compensation:
• Need-to-have, want-to-have and unconventional skills.
• Fixing cracks in the company’s operational process.
• Conventional needs = traditional experts, complex or intangible needs = Unconventional Experts.
• Unicorn candidate possibilities, from an expert perspective.
• The compensation range and how to advertise it.

Recruitment demands; time and money:
• The cost of search and the managing of resources.
• Where low-level search skills can be applied.
• Cherry picking the candidate market.

Candidate communications:
• “Fit-Fit” check boxes for “win-win” candidates.
• Selling the opportunity.
• Unconventional Expert characteristics.
• Candidate interview skills put into perspective.
• Recruiter interviews versus management interviews, filling the basket versus emptying the basket.

The offer:
• The importance of the offer letter.
• How to address counteroffers.
• Negotiation strategies.