This session is about best practices for effective influence, but this is all in an effort to move from a recruiter to a talent advisor For this course we will go over 2 specific frameworks that you can always pull from - one on the 3 modes of persuasion and the other on behavioral techniques for influence - to create a holistic cohesive comms plan for when it comes to influencing stakeholders One thing we’re going to do at the end of this course is we’re going to give you the opportunity to get into a room and start to build that muscle of what it means to incorporate these 2 frameworks in a situation that you probably will be faced with and how to pull the levers that we’ve given you to actually put these frameworks into action, to create impact, and influence stakeholders.

Provide participants with data-driven insights on the importance and business impact of running an inclusive recruitment process. Support participants in developing a comprehensive formula and methodology for pre-interview stages, integrating inclusion best practices effectively. Participants will gain essential insights into training and coaching hiring managers and teams, empowering them to foster an inclusive candidate experience. Participants will be provided with data-driven insights on the importance and business impact of running an inclusive recruitment process. Participants will master inclusion best practices applicable to all phases of the interview process. Participants will gain a solid understanding of the ideal interview debrief process, including best practices around aggregating finalists’ assessments and scores. Participants will learn specific tactics and best practices to support all internal stakeholders on facilitating an inclusive interview process.

Through this training, participants will: Learn to effectively prepare and present diverse data types, encompassing both standard and strategic categories, for kickoff meetings with hiring managers. Acquire three key best practices for effectively engaging with hiring managers: preparation, anticipation, and facilitation of meetings. Develop skills and tools to effectively address challenging inquiries from internal partners, establish impactful agendas and expectations, and secure buy-in through data-driven approaches, engaging exercises an activities.

-Participants will understand the components of Psychological Safety and how they work together to attract & recruit top talent. -Participants will develop skills to embed processes and practices in the recruitment process that maximize Psychological Safety for candidates. -Participants will learn best practices to foster Psychological Safety in groups and with individuals, including candidates.

Participants will understand the differences, nuances, and valuable results of the talent advisor approach compared to a traditional recruitment approach. Participants will empower themselves with clear and actionable competencies that will move them toward becoming talent advisors. Participants will gain a solid understanding of the three pillars of being a Talent Advisor, with clear and actionable steps to build and nurture those skills.