THE PRA GROUP - PRA USA (THE PRA GROUP, Inc.)

COSTS NOTE: GI bill funding from Base commander or other source for the purchase of equipment necessary. High End PC phone, Desk, Chair and Cell Phone. SKILLBRIDGE PROGRAMTRAINING PLAN FOR THE ROLE OF:MARKET RESEARCHERJob Title: Market Research AnalystPrimary Position Purpose: To provide the Recruiters (Direct and Contract) with strategic lists of places to call to support ongoing recruitment efforts. Secondary Position Purpose: To provide upon request strategic lists of potential clients to Account Reps on an as needed or assigned basis.Experience and Skills preferred:• BS degree or equivalent experience• Strong knowledge of computers programs especially MS Word and Excel.• Average knowledge of the Internet and Internet Search Functions.• Very well organized.• Self-disciplined, with a strong work ethic.Work Responsibilities: • To provide a lists to each recruiter on a weekly basis to enhance our network in this area.• To create specific lists of potential candidates based on a priority basis.• To create and maintain “sizzle” on all active client companies.• To research and provide community information for candidates close to offer.• To create “attraction” based job postings and post them to the appropriate websites.• To provide lists of target companies for FYI efforts on candidates with a base salary over $100,000.• To research and maintain all appropriate association memberships that could be used for sourcing purposes.• To provide potential Direct Hire Leads for new markets to the Direct Hire Team.Weekly Workflow Prioritized: Listed in Priority Order1. For each recruiter provide on a weekly basis a list of people for them to call for recruiting efforts. Information to be provided includes Name, Title (if possible), Company and phone number presented in an excel spreadsheet.2. Based on need and by assignment of a member of management team provide a list of other positions as needed by the current workflow of the office.3. Based on need and by assignment of a member of management team proved a list of target companies for FYI candidate providing Name, Title, Company and phone number presented in an excel spreadsheet.4. Any additional work as described above upon request of a member of management.DETAILED INITIAL MARKET RESEARCH TRAINING OUTLINEDay 1:• New Hire Paperwork• Introduction to Company Phone System/Remote Logins/Passwords/Etc.• Start learning internal ATS system• Introduction to Company Policies, Procedures, Supplies, Etc.• Assign “Market Mastery” project (See Addendum A)Day 2:• Work on “Market Mastery” projectDay 3:• Work on “Market Mastery” project• WATCH VIDEO 1 of “CANDIDATE SOURCING MASTERY” - (See Addendum B)Day 4:• Work on “Market Mastery” project• WATCH VIDEO 2 of “CANDIDATE SOURCING MASTERY”Day 5• WATCH VIDEO 3 of “CANDIDATE SOURCING MASTERY”• Begin Database Cleanup Project• Present Finished “Market Mastery” project – end of day.Day 6• WATCH VIDEO 4 of “CANDIDATE SOURCING MASTERY”• Continue Database Cleanup ProjectDay 7• WATCH VIDEO 5 of “CANDIDATE SOURCING MASTERY”• Continue Database Cleanup ProjectDays 8-13• BEGIN THE SALES DEVELOPMENT PROGRAM TO UNDERSTAND THE CLIENT SIDE MARKET RESEARCH – SEE ADDENDUM C• Continue implementation of Skills learned from Candidate Sourcing MasteryDays 14 – 60• Contribute to the various Search Assignments by implementing the tactics you’ve learned in a real world setting.Day 61-120• When appropriate progress has been made in the clear understanding of the Market Research role (and if desired by the intern) begin Cross functional training into the Project Coordinator Role. That training outline is found in Addendum DDays 121 and beyond• Apply all skills learned to ongoing practical application in the day to day interactions within our business.ADDENDUM AMarket Mastery ProjectAssignment: Create a presentation that you will present to your team/ Team Lead. The final project should educate on the items below. Project Deadline: 3 daysPart 1: Overview of the INSERT YOUR INDUSTRY OR SKILL SPECIALTY• Gather data on the size of the industry within SPECIFY THE TARGET GEOGRAPHY• What are some related trade groups/associations/publications?o Build a list of all companies that match our targeted niche’ with the geographyo Separate this big list into subcategories based on INSERT DIVISION CRITERIA HEREo For each company, identify the following:▪ Find their website and bookmark if they have a “careers” page▪ How big is the company – both # of employees and sales▪ The physical address of the company▪ Gather the name of the Owner/CEO/President ▪ Gather the name of the highest-level Human Resource person at the company▪ Gather the name of any relevant Vice President at the company▪ The main phone number for each location** Note you will use this information later to build out various new business development strategies**Part 2: Understanding the Roles We Commonly Deal With• Put together a “Plain English” description of the following roles:o List the top 16 positions your company most often works on as searchesPart 3: Common Terminology• Define the following termso List all of the common (standard) abbreviations and acronyms that are common in your chosen marketSAMPLE – COMPLETED MARKET MASTERY PROJECT GUIDEABC RECRUITING COMPANYThe purpose of this project is to help you understand the industry, terminology, and roles you will be dealing with while working at our firm. The best way to understand the scope of the work we do is to immerse yourself in our space and to take the time to go in-depth into the subtleties and nuances that will help you have more in-depth conversations with both candidates and clients as you work here.The assignment:Create a PowerPoint presentation do be presented to the office team that educates them to the items below.Project Deadline: 3 daysPart 1: Overview of the Cheese Industry• How big is the cheese industry overall in the US• What is some cheese industry related trade groups/associations/publications• Specifically detail the Cheese Industry here in Wisconsino Include Number of Plantso List of Plant Locations o Name of the Plant Manager at each locationo Name of the Human Resource Manager at each locationo Main phone number for each location• The various types of cheese manufacturing facilitieso Natural Cheeseo Italian Cheeseo Specialty Cheese o Cut and Wrap Operation• How is cheese made – the basicsPart 2: Understanding the Roles We Commonly Deal With• Put together a “Plain English” description of the following roles:o Director of Operationso Plant Managero Quality Control Managero Maintenance Managero Food Technologisto Plant Engineero Human Resource Managero Sensory Scientist Part 3: Common Terminology• Define the following termso HTSTo HACCPo Cut & Wrapo Shredding Operationso PMPo Cultured Productso Aging Cheeseo PLC’sADDENDUM BNEXT LEVEL EXCHANGECANDIDATE SOURCING MASTERY PROGRAMLESSON 1: - The History of Recruiting and Understanding Your RoleObjective: The history of Recruiting and the Market Mastery Project• Description: This session will focus on 2 things – first we are going to talk about the actually history of the Recruiting industry. How did our industry start? How has it evolved over the years? What are the trends and demographics that have affected our industry the most? How have Recruiting teams grown and shifted over the years? All of these questions and more is where this session will start. Then we will move into the “Market Mastery Project” – this homework assignment will have everyone who participates taking the time to truly learn in an in-depth and comprehensive way the scope of the industry in which their firm works. This will be an old school research project that will have them build out an comprehensive list of the companies in your market, the job descriptions for the searches you conduct most often and the terms that they will need to understand to be most effective in their role.Lesson Plan:• Watch Video – Session 1 • Review the Market Mastery Project with your Practice LeaderLESSON 2: - Candidate Attractions and Research BasicsObjective: It's a new breed of candidates these days - they are more focused on what they want and a lot less interested in what your client wants. How you approach them, the picture you paint for them is one of the most critical elements in sourcing candidates in today's candidate short markets. This session will help you understand precisely how to prepare to present opportunities to a candidate - how to get the most out of your job postings and how to outsource internal talent acquisition departments.Lesson Plan:• Watch Videos – Session 2 • Create an Attraction Based Job Description for the first open order you will work on.How long should it take you to get the homework done?• 1 dayWhen this lesson is done:• Email the 2 documents to your Coach for review.• Schedule a 30-minute call with your NLE mentor to review the documents and open Q&ALESSON 3: - Using Job Boards To Source CandidatesObjective: Whether you use just your company website or a variety of the paid boards like Indeed, CareerBuilder or ZipRecruiter understanding the role that job postings play in an all-around recruiting strategy is critical in this candidate short market we find ourselves in today. This session will focus on how to get the most out of your postings, what the appropriate follow up should be and the ways you can incorporate it into your everyday recruiting process.Lesson Plan:• Watch Videos – Session 3• Create Job PostingsHow long should it take you to get the homework done?• 1 daysWhen this lesson is done:• Schedule 30 minutes with your Practice Leader to go over your list and role play your first recruiting call.LESSON 4: - Using Job Boards To Source CandidatesObjective: There is a significant difference between simply matching keywords in a database and putting together a list of people our clients will actually write a check for. It is the match between what we look for and this unique “Placeability” that we will be focusing on in this session. What should you think about? How to build a comprehensive search call list? The most effective use of LinkedIn? And so much more.Lesson Plan:• Watch Videos – Session 4• Create begin research on first Search AssignmentHow long should it take you to get the homework done?• 1 daysWhen this lesson is done:• Schedule 30 minutes with your Practice Leader to go over your list and role play your first recruiting call.LESSON 5: - Understanding Configuration and Use of a DatabaseObjective: Your database should be the very centerpiece of everything that happens within a firm. The information contained in your database is worth millions of dollars over the years if it is built and managed correctly. Well this final session of the series will focus on all things database related. Lesson Plan:• Watch Videos – Session 4• Create begin research on first Search AssignmentHow long should it take you to get the homework done?• 1 daysWhen this lesson is done:• Schedule 30 minutes with your Practice Leader to go over your list and role play your first recruiting call.Addendum CNEXT LEVEL EXCHANGESALES DEVELOPMENT TRAINING PROGRAMLESSON 1: - THE SDR ROLE & THE MARKET MASTERY PROJECTObjective: This lesson will focus on your understanding of the overall function of the SDR and the assignment of the “Market Mastery Project” this project will teach you to understand the specifics of the niche’ area your Practice Leader works in.Practice Leader Prework: Complete the Market Mastery Project Sheet so you can give it to the SDR.Lesson Plan:• Watch Videos:o SDR – Module 1 – Clip 1 - Life of an SDR• Begin Working on the Market Mastery Project• Training on your firms specific ATS systems and any key software programs (interseller, outplay, etc.) that your company has that you will use as part of this role.How long should it take you to get the homework done?• 3 days• The finished Market Mastery Project should be presented to your Practice Leader at the end of Day 4LESSON 2: - SETTING UP THE OPEN POSITION STRATEGYObjective: This lesson will focus on your understanding, set-up, and execution of the Open Position Strategy.Practice Leader Prework: Complete the Open Position Implementation FormLesson Plan:• Watch videos:o SDR – Module 2 – Clip 1 – Open Positions Explainedo SDR – Module 2 – Clip 2 – Setting up Indeedo SDR – Module 2 – Clip 3 – The Call and Email Patterno SDR – Module 2 – Clip 4 – The Voicemails and Callo SDR – Module 2 – Clip 5 – Emails and Conclusion • Set-up all of the specific Job Postings in Indeed and create the appropriate “rules” in Outlook to manage the incoming flow of leads.• Set-up all the form emails you will be using for this strategy.• Repeat this process for any other services you will use for leads such as LinkedIn, Monster, Dice, etc.How long should it take you to get the homework done?• 2 dayWhen this lesson is done:• Schedule 30 minutes with your Practice Leader to review the set-up and discuss the call pattern and emails you will use.LESSON 3: - SETTING UP THE TARGETED COMPANY STRATEGY AND MPC STRATEGYPractice Leader Prework: Complete the Targeted Prospecting Implementation FormObjective: This lesson will focus on creating a list of Targeted companies for us to pursue as clients as well as how to use them to help give us more opportunities to put MPC candidates in front of clients. Lesson Plan:• Watch videos:o SDR – Module 3 – Clip 1 – Creating the Target Listo SDR – Module 3 – Clip 2 – Target List Call Strategyo SDR – Module 3 – Clip 3 – Voicemails and Emailso SDR – Module 4 – Clip 1 – MPC Strategy ALL• Start to create your Targeted Prospecting List based on the Guide from your Practice Leader.How long should it take you to get the homework done?• 2 daysWhen this lesson is done:• Schedule 30 minutes with your Practice Leader to go over your list.LESSON 4: - TIME MANAGEMENT & OVERCOMING OBJECTIONSObjective: This lesson will focus on how to manage your time to be as productive and organized as possible. It will also prepare you for the objections you may hear from people and how to overcome them. Practice Leader Prework: Go over daily/weekly expectations with the SDRLesson Plan:• Watch Videos:o SDR – Module 5 – Clip 1 – Time Managemento SDR – Module 6 – Clip 1 – Overcoming Objectionso SDR – Module 7 – Clip 1 – Final ThoughtsHow long should it take you to get the homework done?• 1 dayWhen this lesson is done:• Your ready – tomorrow you start making calls.This is the video link and password for all videos mentioned belowhttps://vimeo.com/showcase/7791658Password: NLESDR2020! (it IS case sensitive)NEXT LEVEL EXCHANGEPROJECT COORDINATOR TRAINING PROGRAMAddendum DLESSON 1: - Planning and Prioritizing your Work .Objective: This session will focus on how to organize, prioritize and plan your day/week/month so that your truly working in a way that gets the most bang for every single minute of your day.Lesson Plan:• Watch Video – Session 1 (Pages 5-12 in Recruiting Guide)• Review the Project Coordinator Schedule with your ManagerHow long should it take you to get the homework done?• 1 daysLESSON 2: - Candidate Attractions and Sourcing BasicsObjective: This session will dive into how to talk to candidates about opportunities in a way that they actually listen to the whole opportunity - getting you more candidates and better referrals.Lesson Plan:• Watch Videos – Session 2 and Session 3 (Pages 21-43 Recruiting Guide)• Create an Attraction Based Job Description for the first open order you will work on.• Create the corresponding Candidate Questionnaire for the first order you will work on.How long should it take you to get the homework done?• 1 dayWhen this lesson is done:• Email the 2 documents to your Coach for review.• Schedule a 30-minute call with your Coach to review the documents and discuss your search strategy for your first recruiting assignment.LESSON 3: - Making Recruiting CallsObjective: This session will center on the absolute best way to tell candidates about an opportunity - starting with power driven voicemails then shifting into presenting the opportunity, how to end the conversation, get more referrals, spinning Recruiting Calls into Business Development and how to start the qualifying process. Lesson Plan:• Watch Videos – Sessions 4 and 5 (Pages 45-60 in Recruiting Guide)• Finish your list on first 50 people you will contact for this assignment.How long should it take you to get the homework done?• 2 daysWhen this lesson is done:• Schedule 30 minutes with your coach to go over your list and role play your first recruiting call.This is the video link and password for all videos mentioned belowhttps://vimeo.com/showcase/9158500Password: SRAProj22 (it IS case sensitive)INSTRUCTOR QUALIFICATIONSAll training is conducted through Next Level Exchange and Sanford Rose International. Next Level Exchange is the largest Recruiting Training Organization in the United States. The actual training programs are delivered and mentored by 2 of their senior trainers. Their biographies are listed below.Instructor #1: GREG DOERSCHING – PRESIDENT – NEXT LEVELGreg Doersching is the award-winning President of Next Level Coaching – one of the most comprehensive Recruiting Training/Owner Consulting programs in the country. He is also a Senior Network Advisor with Sanford Rose Associates, one of the Top 10 Executive Search Firms in the country.For over 28 years Greg has been recognized as one of the most innovative voices in the recruiting industry. He is an International Trainer and has presented hundreds of workshops and Keynote Addresses for the National Association of Personnel Services, American Staffing Association and the Association of Canadian Search, Employment and Staffing Services, Fordyce Forum and numerous Regional, State, and Local groups. He is consistently rated as one of the top presenters for each conference and is the recipient of the NAPS Lifetime Achievement Award for his contributions to the Recruiting Industry.He currently consults with many nationally known staffing and recruiting agencies where he helps these firms improve their overall recruiting process. He is an expert in creating and establishing Direct Hire and Contract recruiting divisions, his knowledge and process have taken contract and temporary firms to new levels of productivity. There are very few Trainers/Consultants who are true “students” of our industry the way Greg is and the knowledge he can share drastically improves recruiting production.Greg has also mentored and trained thousands of recruiters, his thorough style and step-by-step training approach develop a core foundation of recruiting excellence that is hard to beat. Recognized as one of the "Top Producers" for the state of Wisconsin - he served for 2 years as the President of the Wisconsin Association of Personnel Services.Instructor #2: ERIN BENT – DIRECTOR OF TRAINING – NEXT LEVELErin is the Senior Director of Training for Next Level Exchange and Sanford Rose International. Erin joined Kaye/Bassman in 2007 as a Senior Search Consultant specializing exclusively in the Consumer Products industry focusing primarily in sales and sales support roles. In 2011, she launched Next Level Exchange’s sales team and now oversees the team of Client Service Directors who showcase Next Level’s array of services throughout the recruiting industry. In addition to her role with Next Level Exchange, Erin also serves as the Director of Training for Kaye/Bassman, facilitating the Foundation Training Program to new hires and conducting ongoing learning and development throughout the organization. This core training program applies to all associates at each stage of career progression, from the basic recruiting fundamentals to effective marketing techniques, to more sophisticated curriculum for longterm development.Erin graduated from the University of Washington in Seattle with a Bachelor of Arts degree in Political Science and minor in Communications. Her father is General Peter Chiarelli (US Army Retired)Evaluation of SkillBridge InternsScoring: 1 = Poor 2 = Below Expectations 3 = Meets Expectations 4 = Above Expectations 5 = OutstandingCompetitive but displays good sportsmanship. 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Displays an Optimistic Attitude 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Asks for Advice and then Follows It 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Shows Up Early and Stays Late (Calls at Night) 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Personality Over the Phone 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Fearlessness when Calling 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Volunteers for Special Projects 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Good Strategic Thinking for Recruiting 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Retains things that are explained to them 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Well Organized 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Attention to Detail 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Computer Skills 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Closing Skills 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Negotiating Skills 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Well Planned – and written down 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Demonstrates Market Mastery 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Professional Vocabulary 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Matching Skills (Candidate to Job Skills) 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Uses the Database Effectively 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________Honesty with Clients/Candidates 1 2 3 4 5Comments: ____________________________________________________________________________________________________________________________________________________________________TOTAL SCORE: ____________Evaluation Scoring Matrix:0 to 35 = Unacceptable performance36 to 54 = needs improvement55 to 74 = meets expectations 75 to 84 = above expectations85 to 100 = excellent performance.Computer and Phone and Desk