- 2 months ago
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LearningTranscript
00:00:00There will be a lot of training already
00:00:02If I tell you a small summary
00:00:04Your first training is Manpreet
00:00:06About company introduction and onboarding session
00:00:08After that, you have a interaction with us
00:00:10Where you have to push CRM
00:00:12Usage, pipeline
00:00:14And candidate
00:00:16And will be related to your training
00:00:18After that, your training will be
00:00:20Where you will tell
00:00:22That in Quittal
00:00:24We have access what facilities
00:00:26And what needs
00:00:28And how can we use it without
00:00:30What's up to open
00:00:32How can we send messages to Quittal
00:00:34That particular part we have covered up
00:00:36So you will see
00:00:38If we have a device to connect
00:00:40Then we don't need to
00:00:42What's up to do
00:00:44Even if you have a phone
00:00:46If you have a message
00:00:48Then you will be
00:00:50And it will be helpful
00:00:52You will understand
00:00:54If you have a full leverage
00:00:56Interview reminder
00:00:58Candidate follow up
00:00:59Short listing messages
00:01:00Offer letter
00:01:01These all things
00:01:02You will start automatically
00:01:03So that you will increase
00:01:04Productivity
00:01:05Basically
00:01:06Quittal
00:01:07What's up
00:01:08Productivity
00:01:09You will understand
00:01:10After that
00:01:11Next meeting
00:01:12Next day
00:01:14Warehouse
00:01:15Before
00:01:16Code of conduct
00:01:17Day to day
00:01:18Schedule
00:01:19Particularly
00:01:20Recorder
00:01:21Picker
00:01:23Picker
00:01:24And Packer
00:01:25Where
00:01:26Out
00:01:27Meeting
00:01:28Where
00:01:29Process
00:01:30Training
00:01:31How to do
00:01:32Picker
00:01:33Picker
00:01:34Picker
00:01:35Picker
00:01:36And Packer
00:01:37Eye
00:01:38Sourcing
00:01:39How to do
00:01:40Candidate
00:01:41How to do
00:01:42Candidate
00:01:43Store
00:01:44And
00:01:45Last
00:01:46Final
00:01:47Activity
00:01:48In which
00:01:49Feedback
00:01:50Candidate
00:01:51Candidate
00:01:52Call
00:01:53In
00:01:56Kind of
00:01:57Warming
00:01:58First
00:01:59Candidate
00:02:00Call
00:02:01To see
00:02:03How to do
00:02:05Picker
00:02:06Candidate
00:02:07Candidate
00:02:08Part of
00:02:09Controversy
00:02:10Controversy
00:02:11In
00:02:12Controversy
00:02:13Controversy
00:02:14Controversy
00:02:16Controversy
00:02:17Controversy
00:02:18Controversy
00:02:19Controversy
00:02:22So this was your overall experience, where you attended 2 days training, onboarding, induction session.
00:02:27Now let's move forward, particularly if you are doing picker picker, white or blue,
00:02:35or any other segment.
00:02:37In this HR industry, the basic role of the candidate is to understand the psychology of the candidate.
00:02:43Candidate, we are going to push for what to do, demand or supply.
00:02:48We are going to try the candidate for the job or the candidate of the need.
00:02:54Basically, you know, the patch-up is there, where there are two-sided needs.
00:02:58If one-sided needs is, then the patch-up is not.
00:03:00If you need to push, then you don't agree.
00:03:05If you have 10% of your requirement, then you will have 90% of your requirement.
00:03:10Then you will be convinced of your attitude,
00:03:13You have to put a conviction in your position.
00:03:16This is not the case,
00:03:18that you will have to be very long,
00:03:20You will have to go and walk in your path.
00:03:22But, if you will go and walk in your path.
00:03:23You will have to go and walk in your path.
00:03:25The job is your right.
00:03:26The job is my right.
00:03:27So this is your right.
00:03:28You will have to stop the candidate.
00:03:30It is your left side,
00:03:31And this is your right side.
00:03:33It is your right side.
00:03:35So it is your right side.
00:03:36Candidate starts to start the decision,
00:03:39I don't know if I can't do this job, I don't know if I had a need for the job
00:03:42I was not the same job, I had a good job of working on the job
00:03:45So, candidate's conviction starts to start the job
00:03:48But the second situation is that
00:03:50Candidate's need is 70%
00:03:5330% is your platform as a mediator
00:03:56As a mediator, the job needs
00:03:59The need is strong, it wants to go
00:04:01But you have 20-30% of your effort
00:04:0470-80% candidates are ready for yourself
00:04:07So, if you have a need for yourself
00:04:10Candidate's need is your own
00:04:12So, he will be aggressively asking you
00:04:15What is your job?
00:04:16What is your salary?
00:04:17What is your criteria?
00:04:18What will you know?
00:04:19I will interview you
00:04:20Then again, let's suppose
00:04:21You will drop your call
00:04:23Candidate's need is your own start
00:04:26Ma'am, you told me
00:04:27Where is your job?
00:04:28Where is your location?
00:04:30I will tell you
00:04:31If you have already experienced
00:04:34Then you will be fresh
00:04:36If you are freshers
00:04:37Then you will experience
00:04:38That you will be different
00:04:39That candidates have different psychology
00:04:41Different needs
00:04:42Different needs
00:04:43Different concerns
00:04:44Different objections
00:04:45Different objections
00:04:46If you have every objection
00:04:48To kill
00:04:49That you will know
00:04:50That you will know
00:04:51That you will know
00:04:52That you will know
00:04:53That you will know
00:04:54That you have to understand
00:04:55That you will know
00:04:56That you will know
00:04:57Not only in recruitment
00:04:58But in HR
00:04:59Employee
00:05:00Retention
00:05:01To understand
00:05:02In the psychology
00:05:03To understand
00:05:04To explain
00:05:05In your number of candidates
00:05:07To explain
00:05:08To change productivity
00:05:09To take a better team leader
00:05:10To promote
00:05:11You will know
00:05:12That you will know
00:05:13Things to start
00:05:14How are you going to do
00:05:15To understand
00:05:16To understand
00:05:17Your main communication
00:05:18To understand
00:05:19This session
00:05:20Which ones
00:05:21Are we going to discuss
00:05:22we have to ask you what you want to do
00:05:24how to convince you
00:05:26how to push you
00:05:28how to identify right candidates
00:05:30not to put your hands on your hands
00:05:32they should not put your hands on your hands
00:05:34and they should utilize you
00:05:36and use them
00:05:38they should be a candidate
00:05:40so you will know
00:05:42you will be very good at this session
00:05:44and I think
00:05:46this is a basic core training
00:05:48which is already finished
00:05:50this is a soft training
00:05:52which will be 1 week
00:05:54you will have 2 or 3 sessions
00:05:56alternate days
00:05:58so you will attend 3 sessions
00:06:00then you will become a champion in recruitment
00:06:02and then you will become a champion in recruitment
00:06:04and then you will become a champion in recruitment
00:06:06so you will be very good
00:06:08and then you will be very good
00:06:10so we will start our main session
00:06:12which is particularly today
00:06:14which you will learn
00:06:16so introducing myself
00:06:18my name is Mahesh
00:06:20my name is Mahesh
00:06:22you will remember
00:06:24that I have talked to you
00:06:26in the final interview round
00:06:28and you will hear a little bit
00:06:30so all of your commitments
00:06:32were in the interview
00:06:34and you will have more discussion
00:06:36because
00:06:38when we talk to a candidate
00:06:40when we talk to a candidate
00:06:42then I will not be comfortable
00:06:44until I will not ask you
00:06:46what is going on in and out
00:06:48what is your plan
00:06:50who is home and who is family
00:06:52what is your plan
00:06:54what is your goal
00:06:56what is your goal
00:06:58if I will not listen to a candidate
00:07:00in 2-4-5 minutes
00:07:01until I will not know
00:07:02what is your plan
00:07:04if I will ask my question
00:07:05then I will directly say
00:07:06tell me something about yourself
00:07:07so the candidate
00:07:08has a polished answer
00:07:09thank you for introducing
00:07:11thank you for giving me opportunity
00:07:13to introduce myself
00:07:14first line
00:07:15HR thinks
00:07:16my name is Mr.Praveen
00:07:20HR already said
00:07:21okay Praveen
00:07:22tell me about yourself
00:07:23the same way
00:07:24my name is Praveen
00:07:25my name is Praveen
00:07:26My name is Praveen
00:07:27what is your name
00:07:28he knows
00:07:29that Praveen
00:07:30his name is Praveen
00:07:31his name is Praveen
00:07:32his name is Praveen
00:07:33then HR
00:07:34what is going on
00:07:35how many candidates
00:07:36are repetitive
00:07:37like
00:07:38would be
00:07:39parroting
00:07:40would be
00:07:41and how many
00:07:43could be
00:07:44and how many
00:07:45This is a similar experience when we have recruitment
00:07:48I am going to tell you that
00:07:49particularly 2-3-3 calls
00:07:52for recording
00:07:54which many people have not sent
00:07:56so they all have to say that
00:07:58why not send them
00:07:59because they have the whole process
00:08:01if you miss any part
00:08:03then you will not know
00:08:05that you will not know
00:08:08especially if you are fresher
00:08:10so if you don't do this activity
00:08:12then you will be lost
00:08:14and you will not know
00:08:16that you will not get the same activity
00:08:18or you will learn a session
00:08:20possibly not
00:08:21so you will complete your activity
00:08:23time to time
00:08:24in meeting
00:08:2515-20 minutes
00:08:26wait until the end date
00:08:27and you will have to call them
00:08:29until the end date
00:08:31at least you will join
00:08:32and keep all activities
00:08:34now
00:08:36my screen will be visible
00:08:39is the screen visible
00:08:41yes sir
00:08:44perfect
00:08:45yes sir
00:08:46perfect
00:08:47perfect
00:08:48perfect
00:08:49so
00:08:50in this session
00:08:51we will know
00:08:52how to work
00:08:53how to work
00:08:54and how to work
00:08:55how to work
00:08:56and how to work
00:08:57how to work
00:08:58how to work
00:08:59how to work
00:09:00how to work
00:09:01how to work
00:09:02how to work
00:09:03not more than that
00:09:04we will not complete
00:09:05so
00:09:07this presentation
00:09:08will be in 6 parts
00:09:10first
00:09:11understanding
00:09:12candidate mindset
00:09:13candidate
00:09:14how to think
00:09:15second
00:09:16building initial trust and report
00:09:17how to make the report
00:09:18how to make the report
00:09:19how to make the report
00:09:20how to make the report
00:09:21how to make the trust
00:09:22that we will discuss
00:09:23overcoming
00:09:24candidate resistance
00:09:26you can say
00:09:27then say
00:09:28when you say
00:09:30when you say
00:09:32when you say
00:09:33you say
00:09:34yes
00:09:35now okay
00:09:36perfect
00:09:37what you say
00:09:38how to make the report
00:09:40how to make the report
00:09:41influencing and motivating candidate
00:09:42influencing and motivating
00:09:43candidate
00:09:44one candidate
00:09:46decision
00:09:47one single role
00:09:48doesn't matter
00:09:4910 things
00:09:50if I say
00:09:51that you can join
00:09:52do not have any candidate, sir, you will talk about it, okay, done, I have joined, no, behind the scene, you are thinking a lot of things, you are thinking about your stability, your location, your comfort, your work from home, security, stability, all things, right,
00:10:11so, you have to plan a lot, and make it better, if you have to plan a final decision, before you have 10 types of input, then you have to justify something,
00:10:22that's okay, work from home, this is okay, this is okay, recruitment is good, it's okay, it's okay, it's okay, it's okay, so fresh, you will be able to learn your judgment,
00:10:31and then you have to finally agree, that okay, that's okay, let's move on,
00:10:36so you have to convert you after 5-6 things you have to follow
00:10:41in 5-6 things you have to make trust, initial repo, you have to make a little bit of understanding
00:10:47if you have to make a problem in that 5-minute duration, you have to make a difference
00:10:51you have to break your resistance
00:10:53then you have to make a candidate think about it or not
00:10:56if you have to say it or not
00:10:58then you have to make a main
00:10:59when you think that resistance is gone
00:11:01when you hear something, you have to conduct your relationship
00:11:07so that you architects it
00:11:09my money and your работать online
00:11:12you can put your trust that you have to create a stronghold
00:11:18so first you have to promise yourself
00:11:24then you have to motivate yourself
00:11:27you will motivate yourself
00:11:29I am confident that I will run away from you, and I will protect you.
00:11:32I will get to the other side of you.
00:11:35After the resistance, we have to influence our main task.
00:11:39Candidate to influence too, because there is no candidate or decision without influence.
00:11:45If you want to buy a product or buy a decision or buy a decision,
00:11:51or if you want to buy a activity,
00:11:53That's why you have a role play in the decision, so you have to influence on the candidate.
00:12:06Otherwise, candidate will not only tell you, you have to influence and motivate.
00:12:12Motivate?
00:12:13Candidate's salary is not a job, it's not a job.
00:12:16It's immediate job.
00:12:17In that situation, candidate will start a fresh start,
00:12:21so it's a different level of challenges.
00:12:23Job is not able to get rejected,
00:12:24it's not confident that you can get interviewed.
00:12:26It's also a challenge.
00:12:27If you experience,
00:12:29a few years ago,
00:12:30it feels like that industry is right or not,
00:12:32I'm going to be right,
00:12:33I'm going to be right,
00:12:34I'm not going to be right,
00:12:35I'm not going to be right,
00:12:36this job is not suitable.
00:12:37If you have 3-4 years old,
00:12:40it's so much that it feels like that
00:12:42again,
00:12:43I'm going to be wrong or not,
00:12:46I'm not going to be wrong.
00:12:47So you understand,
00:12:48fresher's journey,
00:12:49if you have 15 years old,
00:12:51every experience,
00:12:54every level,
00:12:56every candidate,
00:12:57there are some problems
00:12:58for job change.
00:13:00You have to do resistance,
00:13:01I don't want to do it,
00:13:02I don't want to do it,
00:13:03I don't want to do it,
00:13:05you have to do it.
00:13:06You have to do it,
00:13:07because ultimately,
00:13:08you have to motivate you.
00:13:10You have to motivate you,
00:13:11and you have to do it,
00:13:12and you have to do it,
00:13:13so motivating is the process
00:13:16part part towards it.
00:13:17Then,
00:13:18professionalism you must maintain,
00:13:20next time is the time,
00:13:22you get hundred on
00:13:25and hundred miles into your life
00:13:26until next time is the day,
00:13:29your interviews will be done,
00:13:30so your directions will be
00:13:31different,
00:13:33because of your time there,
00:13:34travel and care journey,
00:13:35whatever you look for,
00:13:37that you can drag some time you!.
00:13:38or doctor,
00:13:39you know how long did yourself.
00:13:41that you don't know where you are going to go
00:13:45so what do you need to do professional
00:13:47maintain a little bit
00:13:49if you have 5 minutes or 10 minutes
00:13:51explain your opening
00:13:53very good
00:13:55communication is perfect
00:13:57you don't know how to feel
00:13:59you don't know
00:14:01but you don't know
00:14:03professional
00:14:05you don't know
00:14:07so candidate
00:14:09you can do it
00:14:11because you know
00:14:13work from home
00:14:15you will get 100 jobs
00:14:1795 fraud
00:14:19you will get 50
00:14:21probability
00:14:23you will get a lot of training
00:14:25this charge
00:14:27you will get a lot of allurement
00:14:29you will get 40,000
00:14:31when you have 15,000
00:14:33but
00:14:35you will get 40,000
00:14:372,000,000 rupees easily you will need to pay for your candidate trust.
00:14:42If not, you will not have it.
00:14:44Because some candidates already have a job.
00:14:48If you talk about them, you need to leave.
00:14:51In your interview.
00:14:53If you have a fraud, you will maintain professional.
00:14:56Follow up. Follow up is always like a fool.
00:15:00Both kind of, you will not be left back.
00:15:01When you have left, you will not be left.
00:15:02If you have left, you will not leave.
00:15:04Follow up will be like a fool.
00:15:06you need to leave the candidate
00:15:08at which time you should leave the candidate
00:15:10you will see the candidate behind you
00:15:12follow up then you will go up
00:15:14trust and retention
00:15:16and final thoughts and final key principles
00:15:18so this is basically our presentation
00:15:20main agenda
00:15:22which we will cover one by one
00:15:24coming to the very first understanding the candidate mindset
00:15:26so the first thing
00:15:28in your mind
00:15:30is why candidates behave as they do
00:15:32basically
00:15:34you think
00:15:36what a man is
00:15:38what a man is
00:15:40what a man is
00:15:42what a man is
00:15:44and I don't agree
00:15:46just a minute
00:15:48just a minute
00:15:50just a minute
00:15:52meeting is gone
00:15:54and it is going to go
00:15:56and then we will go
00:15:58to the next meeting
00:16:00if you have a
00:16:02if you have such a type of problems
00:16:04that
00:16:06so
00:16:08so
00:16:10why candidates behave as they do
00:16:12why candidates behave as they do
00:16:14if you have a
00:16:16you can use the same type of problems
00:16:18so
00:16:20you need to mute me
00:16:22please mute yourself
00:16:24what are you
00:16:25what are you
00:16:26what are you
00:16:27what are you
00:16:28what are you
00:16:29what are you
00:16:30okay so
00:16:32why candidates behave as they do
00:16:34see now all types of human varieties will be
00:16:38meaning if there are human species
00:16:40then one of them will be
00:16:42which is the motivation level of the type
00:16:44or the background
00:16:45so you will feel that all types of candidates
00:16:48are not just one big solid candidate
00:16:50then you will feel that this kind of candidate is
00:16:52then you will feel that all kinds of candidates
00:16:54but you will feel that every candidate
00:16:58is in different ways
00:17:01what is the first thing
00:17:03The first thing is diverse background, varied motivations.
00:17:06Each candidate's background is different. Candid decisions are influenced by personal needs.
00:17:11This is a very important point.
00:17:13Everyone's personal needs can be a lot of risk.
00:17:18If someone's personal needs can be an important decision.
00:17:22Then, everyone's personal needs can be an important decision.
00:17:24Then, financial pressure.
00:17:26There are many decisions that can be caused by financial pressure.
00:17:30You can find a good job to find 1-2-3 months.
00:17:35But you can not give 1-2-3 months.
00:17:37You can find a good job to do 6 months.
00:17:43But you don't have time for 6 months.
00:17:45Because your financial pressure is already at peak.
00:17:47You need to have to get to.
00:17:49Past experience.
00:17:50Some candidates have lost their past experience.
00:17:52Some are left and left and left.
00:17:54Some are left and left and left.
00:17:56Some are left and left.
00:17:58Confidence level.
00:18:00Confidence level.
00:18:01Confidence level.
00:18:02These are 4 factors.
00:18:03Personal needs.
00:18:05Financial pressure.
00:18:06And experience.
00:18:07Confidence level.
00:18:09Each candidate in 4 around.
00:18:11This is the background.
00:18:12This is the background.
00:18:13This is the background.
00:18:14This is the decision.
00:18:15This is the decision.
00:18:17It is the decision.
00:18:18Now you can either need a job offer.
00:18:19You can buy it and your past experience
00:18:20You got to get through whatek too.
00:18:21You had to buy that.
00:18:22Godointing job that's coming.
00:18:23Yes.
00:18:24Five phone it is with advice than me.
00:18:25If I find it or not
00:18:26Orilate at phone.
00:18:27This has valid and Alle at the end.
00:18:28Famous experience.
00:18:29You can buy it since I am more than sorry.
00:18:30But lose it.
00:18:31If you huh.
00:18:32so the candidate is thinking about the same thing
00:18:34so the candidate is thinking about the same thing
00:18:36and the motivation is not
00:18:38suddenly not
00:18:40this is the same thing
00:18:42this is the 4 things
00:18:44who can be in personal needs
00:18:46because of the small job
00:18:48if you don't have job
00:18:50and you don't have to ignore it
00:18:52because of my personal needs
00:18:54because of the EMI
00:18:56these are the same thing
00:18:58the recruitment process
00:19:00in which the candidate
00:19:02has all their emotions
00:19:04and their insecurities
00:19:06and all their own
00:19:08kind of data
00:19:10what are all candidates
00:19:12if you see a particular job
00:19:14insights or data
00:19:16INC20
00:19:18and form
00:19:20then you can see
00:19:22candidates
00:19:24who are underpaid
00:19:26who are underpaid
00:19:28they are just different
00:19:30different
00:19:32they are just different
00:19:34different
00:19:36they are not
00:19:38they are just different
00:19:40they are just different
00:19:42who are different
00:19:44who are different
00:19:46who are different
00:19:48different
00:19:50different is different
00:19:52they are not bad
00:19:54they are just different
00:19:56different hoonah galt baat thodi hootie hai
00:19:58share aapse different hai
00:19:59uska kama hai khana
00:20:00aapka kama hai
00:20:01usko wapas thodi khana
00:20:02aapka kama hai bhaagna
00:20:03kyunki aap
00:20:04usko nai kha sakte hai na
00:20:05woha aapko khaayega
00:20:06uska nature hai
00:20:07to woha aapse different hai
00:20:08koj dausara januar hai
00:20:09woha usse different hai
00:20:10koj tisra hai
00:20:11woha usse different hai
00:20:11to different hoonah galt thodi hootah hai
00:20:13different is different
00:20:14they are not bad
00:20:15to candidates aapko milenghe
00:20:17bhoot alag-alag variety gay
00:20:18kuchka kaisa souch ucchar
00:20:20kuchka bilkul alag
00:20:21kuch aegdem rangilhe
00:20:21kuch aegdem alag mijaj ke
00:20:23lekin woha sab
00:20:23aap ye samajhe
00:20:24sabka aapna-apna need hai
00:20:25aapko bas ye dhekna
00:20:27aapna kaam joh dhe rhe hai
00:20:28woha unke liye suitable hai
00:20:29ya nai hai
00:20:30fifth then
00:20:31agar ham candidate ke type ki baat kare
00:20:334 type ki candidate
00:20:35aapko milenghe
00:20:35mainly recruitment me
00:20:36pahala urgent job seekers
00:20:38madabh aise
00:20:39bilkul immediate joiner
00:20:41who are responsive
00:20:42but recruiter must ensure
00:20:44they are truly fit for the role
00:20:45sirif or sirif
00:20:46fit honen chciye
00:20:47role ke liye
00:20:48otherwise
00:20:48woh candidate responsive hai
00:20:50aap call karenghe
00:20:51tornt baat karenghe
00:20:52aapna dhekha bhi hooga
00:20:52kahi candidate ke samanhe
00:20:53se call ate
00:20:54both responsive hoote
00:20:55urgent job seekers hai woh
00:20:56aur urgent job seekers
00:20:58immediately
00:20:58aapki baat maanke
00:20:59chalee bhi jayenge
00:20:59dousre passive candidate
00:21:01aeis a candidate
00:21:02ki
00:21:03joh already employed
00:21:05hain
00:21:05woha kaheen na kaheen
00:21:06job kar rhe
00:21:07but required
00:21:07extra motivation
00:21:08and long term benefit
00:21:09to make a shift
00:21:10agar already
00:21:11hai
00:21:11to unko
00:21:11dhekhi
00:21:12shift karana
00:21:12padega
00:21:13or shift
00:21:13tab bhi
00:21:14aata hai
00:21:14jab
00:21:15kuch aap
00:21:15plus unko
00:21:16dhu
00:21:16tab woh shift
00:21:16karenghe
00:21:17to aapko
00:21:17lag gya
00:21:18aap pooch
00:21:18liye
00:21:18candidates
00:21:19ki
00:21:19abhi
00:21:19aap
00:21:19kaha
00:21:19kama
00:21:20karenghe
00:21:20usko
00:21:21bula
00:21:21ki
00:21:21may
00:21:21yaha
00:21:21kama
00:21:22karengho
00:21:22kitna salary
00:21:22miltha
00:21:23itna
00:21:23aap
00:21:24semaj
00:21:24jahe
00:21:24agar
00:21:24uska
00:21:25already
00:21:25work
00:21:25chal
00:21:26raha
00:21:26salary
00:21:26bhi
00:21:26achcha
00:21:27mil
00:21:27raha
00:21:27aapke
00:21:28pats
00:21:28me
00:21:28definite
00:21:30proportion
00:21:31nai
00:21:31isko
00:21:31shift
00:21:31karenghe
00:21:32jitna
00:21:32to aap
00:21:33us
00:21:33time
00:21:33waste
00:21:33mat
00:21:34karenghe
00:21:34woh
00:21:34candidate
00:21:35nahi
00:21:35jahe
00:21:35kya
00:21:35kya
00:21:35kya
00:21:36passive
00:21:36candidate
00:21:37woh
00:21:37already
00:21:37working
00:21:38hai
00:21:38aapke
00:21:39paas
00:21:39me
00:21:39aasa
00:21:39laghe
00:21:40ki
00:21:4010,000
00:21:40job
00:21:41hai
00:21:41aapke
00:21:4110,000
00:21:42kye
00:21:42lekin
00:21:42aapke
00:21:43paas
00:21:43me
00:21:43incentive
00:21:44perks
00:21:44roaster
00:21:45roaster
00:21:46incentive
00:21:47kuch
00:21:47na
00:21:47kuch
00:21:48hai
00:21:48to
00:21:48aap
00:21:49push
00:21:49karenghe
00:21:50woh
00:21:50fir
00:21:50ho
00:21:51saka
00:21:51resistance
00:21:51ko
00:21:52to
00:21:52kye
00:21:52putrani
00:21:52job
00:21:52chod
00:21:53ke
00:21:53aapke
00:21:53currency
00:21:53chala
00:22:06kye
00:22:07hgue
00:22:07kano
00:22:09kai
00:22:10wo
00:22:10entre
00:22:13chakka
00:22:15go
00:22:16k ؟
00:22:22chakka
00:22:23candidate is the candidate who can go and not go
00:22:27and this candidate is the candidate who can
00:22:31get a skill based job and not like that
00:22:35they are not a skill job
00:22:37so if you like that candidate
00:22:41if you like that dilemma or not
00:22:44you can push it
00:22:46then you can go
00:22:47but in the number one category
00:22:48is urgent job seekers
00:22:50especially if you have incoming calls
00:22:52they are urgent job seekers
00:22:55if you focus on urgent job seekers
00:22:57they will easily go
00:22:59if you call or outbound
00:23:02they will be passive candidates
00:23:04passive little bit time wasters
00:23:06passive candidates
00:23:07don't do that
00:23:09focus on urgent job seekers
00:23:11time wasters
00:23:12time wasters
00:23:13candidate
00:23:14ma'am has called
00:23:15let's go
00:23:16ma'am
00:23:17ma'am
00:23:18ma'am
00:23:19ma'am
00:23:20ma'am
00:23:22ma'am
00:23:23they will be very serious
00:23:24they will be very interested
00:23:25but such candidates
00:23:26who you think
00:23:28are
00:23:31they will be very interested in
00:23:32time wasters
00:23:33because if you want to hear it, you don't want to hear it.
00:23:36If you don't have any cross-question, salary or jagger,
00:23:39genuinely, that candidate is not your candidate.
00:23:42That means you understand that you are valuable time waste.
00:23:45So, you need to call and understand it
00:23:49that the candidate is urgent job seekers or passive.
00:23:52Now, I will tell you the biggest criteria.
00:23:55Urgent job seekers, if the first thing is incoming call,
00:23:59the first category is automatically.
00:24:012. If the candidate is asking yourself,
00:24:04and the salary is asking yourself,
00:24:06within a minute,
00:24:08then you can understand that you are active candidate.
00:24:11If the candidate is listening to you,
00:24:14then you can just tell us about it.
00:24:17So, this word is so common.
00:24:19It is so common.
00:24:2199% chance is,
00:24:23that the candidate is not the same.
00:24:27This is your personal experience.
00:24:29You can tell us that it's not.
00:24:31It's not.
00:24:32If someone has missed you,
00:24:33it's not a chance.
00:24:35You have to say,
00:24:36You ask me please,
00:24:37I see and you know,
00:24:38I see,
00:24:39I see and if you see that it's not a pen.
00:24:41This word is not allowed.
00:24:42You know,
00:24:43I will tell you the word.
00:24:44So, you can ignore this kind of candidate.
00:24:47Urgent job seekers.
00:24:49If you are passive, you can shift.
00:24:51Then you can shift.
00:24:53Candidate's expectations
00:24:55and reality.
00:24:57So, first of all, common candidate's expectations.
00:25:00First of all, what is high salary?
00:25:02High salary.
00:25:03If you say this kind of candidate,
00:25:07you can say,
00:25:09okay, okay,
00:25:11you can say,
00:25:14you can say,
00:25:16you can say,
00:25:18you can say,
00:25:20if you say salary, candidate high,
00:25:22or demand,
00:25:24then you can understand it.
00:25:27High salary,
00:25:28if you say high salary,
00:25:30you can say,
00:25:32convenient location,
00:25:34all expectations,
00:25:36salary,
00:25:38job security,
00:25:40and reputed company,
00:25:42reputed company,
00:25:44plus high salary,
00:25:46a combination,
00:25:47just where you work,
00:25:48when you work,
00:25:49when you work,
00:25:50otherwise,
00:25:51you don't work.
00:25:52Microsoft, Google,
00:25:53then you work,
00:25:54high level,
00:25:55reputed skills,
00:25:56member,
00:25:57otherwise,
00:25:58high salary,
00:25:59then job security,
00:26:01job insecurity,
00:26:02in security,
00:26:03because high salary,
00:26:05generally,
00:26:07underpaid,
00:26:08underpaid,
00:26:09high pay,
00:26:10so,
00:26:11as easy as possible,
00:26:13as easy as possible,
00:26:15and reputed company,
00:26:17then generally,
00:26:18not,
00:26:19because reputed company,
00:26:21directly,
00:26:22indirectly,
00:26:23reputed company,
00:26:25through,
00:26:26companies,
00:26:27companies,
00:26:28talent hunting,
00:26:29from their own,
00:26:30they get out of,
00:26:31and,
00:26:32where you find,
00:26:33those reputed company,
00:26:35but,
00:26:36you understand,
00:26:37that expectation,
00:26:38false,
00:26:39wrong expectation,
00:26:40and immediate joining,
00:26:41some candidates,
00:26:42today,
00:26:43this is common expectation,
00:26:45today,
00:26:46so,
00:26:47five,
00:26:48six,
00:26:49five,
00:26:50six,
00:26:51six,
00:26:52but,
00:26:53you know,
00:26:54high salary,
00:26:55expectations,
00:26:56have,
00:26:57or,
00:26:58convenient location,
00:26:59all,
00:27:00convenient,
00:27:01and,
00:27:02not,
00:27:03and,
00:27:04job security,
00:27:05and,
00:27:06obviously,
00:27:07job security,
00:27:08because,
00:27:09job security,
00:27:10all,
00:27:11you know,
00:27:12the,
00:27:13the,
00:27:14best company,
00:27:15obviously,
00:27:16so,
00:27:17that,
00:27:18this is,
00:27:19that,
00:27:20you know,
00:27:21all the,
00:27:22the,
00:27:23the,
00:27:24the,
00:27:25as,
00:27:26a,
00:27:27the,
00:27:28the,
00:27:28the,
00:27:29the,
00:27:30the,
00:27:31the,
00:27:33the,
00:27:35the,
00:27:36the,
00:27:37the
00:27:38the,
00:27:39the,
00:27:40the
00:27:42the,
00:27:44On the store, all the salaries are 8000,000,000.
00:27:50If you can see that, if you can see that at the store,
00:27:54the cashier or ESP accountant,
00:27:56the salary is 8000,000,000.
00:27:58If Blinkit is a private company,
00:28:01which is funded by venture capitalists,
00:28:04and has a valuation,
00:28:06then what do companies do they need to grow?
00:28:092-4-5-10-6-7-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9-9.
00:28:14Those companies, those companies,
00:28:16who will reach for 30 years now and are flowing away from ROAT,
00:28:19these companies,
00:28:34if you have more covenant,
00:28:37or has no 1иниce.
00:28:42otherwise, there are such people who have 12,000 salary dream job
00:28:47and there are such candidates who have 12,000 salary that you offer today
00:28:50and you say it's crazy, who is 12,000 rupees?
00:28:53so they are like this
00:28:55you also think that you have to find the company's budget according to which balance
00:29:00and some realistic conditions
00:29:03and you have to negotiate a little bit
00:29:06and you have to negotiate a little bit
00:29:09and you have to pass a little points and objections
00:29:13if you have a candidate, you have to pass a little answer
00:29:16and you have to pass a little clarity
00:29:18so basically high expectations
00:29:23you have to match the high expectations
00:29:26and how you will do it
00:29:28you will be able to understand you
00:29:30when you talk about candidates
00:29:32and you already know them
00:29:34coming to the next
00:29:35we are covering which point?
00:29:37understanding candidate mindset
00:29:39mindset means that
00:29:40first, background and other candidates
00:29:41type of candidates
00:29:43and expectations
00:29:45first, you understand these three things
00:29:47you are going to go to the next
00:29:48building initial trust and repo
00:29:49in a minute, you can understand that candidate in mind, what kind of candidate is, what kind of candidate is, and what kind of candidate is.
00:29:54First, you have to understand three things.
00:29:56Now, when you talk about candidate, you have to talk about the presentation,
00:29:59so that you have to understand two, four, five candidates,
00:30:04what kind of candidate is, what kind of candidate is.
00:30:07Accordingly, you have to give time.
00:30:09Coming to the next, Building Initial Trust and Repo.
00:30:12Now, what kind of candidate is, what kind of candidate is, what kind of candidate is.
00:30:15First, 30-second rule.
00:30:18First, 30-second rule, what does it mean?
00:30:21Before moving ahead, first, tell me your feedback.
00:30:24My voice is perfectly, audible.
00:30:26You have to understand speed.
00:30:33Okay.
00:30:34Voice is okay.
00:30:35Yes, yes.
00:30:36Speed is right.
00:30:37Fast, slow.
00:30:40All good.
00:30:42So, Building Initial Trust and Repo
00:30:48How do we create?
00:30:49initial trust will start to create the Qge CONね?
00:30:51We are talking about initial trust, long term trust,
00:30:53and long term trust to not because it is the best for your standing current replaces and to meet the same person.
00:30:56Cor minority trust is the best for the commented on the Pge.
00:30:57First, 30-second rule.
00:30:59First, 30-second rule.
00:31:00First, 30-second rule must be that,
00:31:02our table code is the best for us.
00:31:03When we are talking about 30 seconds,
00:31:05we are talking about the right premier 쿠н or particular roles.
00:31:07We are talking about 5uche as well,
00:31:08and it's our main male solution.
00:31:10First, creating a strong first impression. Use a clear, confident tone, sound professional, yet approachable. And state your name, company and reason for calling.
00:31:23In the first 30 seconds, if you haven't told this, clearly, who's the phone?
00:31:28Second, the tone is not confident. It feels like a dumb-dumb, dull, dull.
00:31:33I've seen some people personally, who use the phone? It's a bad voice.
00:31:38It's a bad voice. It's a bad voice.
00:31:41Then again, the sound of loudspeaker is loudspeaker.
00:31:45The sound of loudspeaker, you have heard of the sound of loudspeaker.
00:31:54It should be a bad voice.
00:32:06approachable
00:32:08say about here
00:32:12which place
00:32:14maths
00:32:17if you speak
00:32:19point
00:32:21ask a question
00:32:23tell you
00:32:25point
00:32:26and state your name
00:32:29reply
00:32:31form
00:32:32using
00:32:34Blinkit
00:32:35and I will call you
00:32:37initially
00:32:38sir
00:32:39good morning
00:32:40you know
00:32:41you know
00:32:42you know
00:32:43you know
00:32:44you know
00:32:45properly
00:32:46good morning
00:32:47Aditya sir
00:32:48Manishabad
00:32:49Blinkit
00:32:50I will call you
00:32:51this line
00:32:52I will call you
00:32:5310 seconds
00:32:54I will call you
00:32:56who did
00:32:57and who did
00:32:58and who did
00:32:59and who did
00:33:00and then
00:33:01I will start a conversation
00:33:02and I will call you
00:33:04from the
00:33:05I will call you
00:33:06Mr. Raghav
00:33:07Yes
00:33:08ma'am
00:33:09OK
00:33:10Raghav sir
00:33:11Raghav sir
00:33:12My name is
00:33:13you for a job
00:33:14I want to do
00:33:15so
00:33:16First line
00:33:17is
00:33:18that
00:33:19this is
00:33:20so common
00:33:21so
00:33:22that
00:33:23the
00:33:24what
00:33:25I want to do
00:33:26do
00:33:27of
00:33:28obviously
00:33:29phone
00:33:30foreign
00:34:00You should have a job.
00:34:02If you say yes, then you say yes and then you say yes.
00:34:06Then you say it's a road.
00:34:08No, don't say it's a good job.
00:34:10It was a good job for 20000K job.
00:34:12It was a simple job.
00:34:14Don't say yes.
00:34:16So, you think yourself, what are you saying to someone like that?
00:34:18And then you said,
00:34:20you look at night or day shift,
00:34:24you will need to do it.
00:34:26You will need to do it.
00:34:28your dog is required to take贖 song
00:34:33where your dog is required to do it
00:34:34I have noticed that the Tomの voice tone
00:34:36you see there is a little picking packing
00:34:38a little loading unloading
00:34:39to do it
00:34:40loading unloading
00:34:41you need to do it
00:34:42and you need to do it
00:34:43and then your job night shift
00:34:46day shift is allowed to do it
00:34:47your salary is a lot of money
00:34:50so you are thinking
00:34:51that you have justified
00:34:52it are a lot of money
00:34:54so canter can't do it
00:34:55why do you need to do it
00:34:57..
00:35:03..
00:35:07..
00:35:21..
00:35:27where we're going to the de-mart
00:35:29one Mmart-방s
00:35:301-2 cup
00:35:31for 10 cups
00:35:32to do that
00:35:33you can go on
00:35:34You can bring it
00:35:37you can show it
00:35:38your job
00:35:40job
00:35:41You can show it
00:35:43you can just
00:35:43you can
00:35:44you can
00:35:45you can
00:35:46you can
00:35:47keep it
00:35:48you can
00:35:48keep it
00:35:49you can
00:35:51you can
00:35:53keep it
00:35:55If you have clients or customers, you need to do dressing, arrange, just to do dressing.
00:36:05In the role, you have to maintain cleanliness.
00:36:10Cleanliness maintain, you need to have a little sweeper.
00:36:14Cleanliness maintain, you need to have a right position.
00:36:18Where you have to have a right position.
00:36:20If you have a rapper, if you have a right position, you should not fake it.
00:36:23You have to maintain cleanliness.
00:36:25But I have to listen to those candidates.
00:36:27They say that you need to have a good load and unloading.
00:36:31And you need to have a salary.
00:36:33So, what do you expect?
00:36:35You can't say that.
00:36:37You can't say that.
00:36:39So, in this tone, make sure that you are saying it's good.
00:36:43Then, you need to introduce yourself.
00:36:45Tele-calling feel, you don't give me.
00:36:47If you have a name, you can't say that.
00:36:49So, you can say that example,
00:36:51Aditya Sir, I am Manisha calling from Blinkit.
00:36:53I am reaching out because we have an opening that matches your profile.
00:36:57First of all, you have to talk accordingly.
00:36:59If you are in the blue collar, picker-packer,
00:37:01you don't have to talk in English.
00:37:03Don't talk in English.
00:37:04Say a little word in English.
00:37:05We also speak in English.
00:37:06We also speak in English.
00:37:07In other words, speak in Hindi.
00:37:08You can understand who you are saying.
00:37:10Like that.
00:37:11You will see.
00:37:12You can see.
00:37:13You can see.
00:37:14You can see,
00:37:37So, you should be accordingly.
00:37:39Then, Establishing Creditability.
00:37:43How will you explain creditability?
00:37:45First of all, your identity is your creditability.
00:37:49If you are talking about A-B Slate or Nestigo,
00:37:52then you won't know.
00:37:53If you are talking about Nestigo,
00:37:55then JustDale,
00:37:56then if you are talking about Instamart,
00:37:58then you will think you will go to the three of them.
00:38:00It doesn't mean anything.
00:38:02If you are talking about Mahesh,
00:38:03talking about India Mart,
00:38:04talking about here and there,
00:38:05it means that you need a job.
00:38:07So, tell directly the name of the company.
00:38:09I'm talking about Blinkit and HR,
00:38:11and you apply for your job.
00:38:13So, this is the availability.
00:38:15To the point, direct.
00:38:17You make credibility in the name of the company.
00:38:19And the second,
00:38:20Over-Promising,
00:38:21never do that.
00:38:22Over-Promising, short-term, long-term,
00:38:23both of you will end up.
00:38:24Because you are saying over-promising,
00:38:26many times.
00:38:27Candidate says,
00:38:28there is a lot of roster balance here.
00:38:30Yes, it will be.
00:38:31Yes, it will be.
00:38:32In any case, I will talk about HR.
00:38:34That one will be different.
00:38:36It will danger half-term,
00:38:37only you will vote
00:38:38Thank you,
00:38:39and he will give you a name and give you a candidate
00:38:41and he will give you a candidate
00:38:43and he will say that his candidate is a candidate
00:38:45and promise and hype
00:38:47so he will not give you a candidate
00:38:49creditability is your time
00:38:51so this is a creditability
00:38:53candidate is your time to get a candidate
00:38:55third active listening
00:38:57active listening
00:38:59what is open in it question
00:39:01you can ask a candidate
00:39:03sir where are you doing
00:39:05so you can plan immediate job
00:39:07how much salary
00:39:09what was your role
00:39:11that is your role
00:39:13you can do a good role
00:39:15you can do it
00:39:17you can do it in a blanket
00:39:19it is a simple job
00:39:21it is not simple
00:39:23you know
00:39:25people can do it
00:39:27store
00:39:29store
00:39:31it is a simple job
00:39:33salary fixed
00:39:35you can do it
00:39:37you can do it
00:39:39you can do it
00:39:41so there are 2 vacancies
00:39:43you can add them
00:39:45limited seats
00:39:47there are 2 vacancies
00:39:49so if you want to go
00:39:51then I will give you a question
00:39:53if there is a need
00:39:55otherwise you can say
00:39:57there are 2 vacancies
00:39:59so you can go
00:40:01if you want to go
00:40:03if you want to go
00:40:05comfortable
00:40:07telecalling feel
00:40:09HR you know how to talk about
00:40:11so you have to talk about
00:40:13then you will see
00:40:15what you ask
00:40:17answer
00:40:18open ended question
00:40:19where are you doing
00:40:21last salary
00:40:23which company
00:40:24fresh or experience
00:40:25you will think
00:40:2710 years
00:40:28obviously
00:40:29that will not go to 10,000 salary
00:40:31so in that situation
00:40:33you will ask salary
00:40:35and ask that
00:40:36it is not fit
00:40:37so better
00:40:39if you want to ask
00:40:41who you want
00:40:43unless until
00:40:44you want to do
00:40:45salary
00:40:46you will ask
00:40:47and ask
00:40:481-2 minutes
00:40:49if you want to ask
00:40:5020-30-40 seconds
00:40:51then you will ask
00:40:53if you want to ask
00:40:54if you want to ask
00:40:55salary
00:40:5630,000
00:40:57then you will ask
00:40:58that you will ask
00:40:59that
00:41:00you will ask
00:41:01that
00:41:02you will ask
00:41:03you will ask
00:41:04yes
00:41:05you will ask
00:41:06so you will ask
00:41:07do that
00:41:09then you will ask
00:41:10then you will ask
00:41:12a question
00:41:13that will be
00:41:14well
00:41:14you will ask
00:41:15what about
00:41:16what about
00:41:17you will ask
00:41:18you will ask
00:41:19yes
00:41:20then you will ask
00:41:21a patiently
00:41:22why
00:41:23I am
00:41:24I have seen some recruiter and said,
00:41:26like you said,
00:41:27sir, you first hear me.
00:41:29Sir, you first hear me.
00:41:31Sir, you first hear me.
00:41:33No, if he says,
00:41:34then you first hear me.
00:41:36What do you want to say?
00:41:38He says, I want part-time job.
00:41:40So, better,
00:41:42he said it, then you know it.
00:41:44Just a little empathy.
00:41:46Empathy is not to show you.
00:41:48Because the candidate
00:41:50says, I don't get salary here,
00:41:52so you have to mix it up.
00:41:54You understand the candidate's perspective.
00:41:58What is the current situation?
00:42:02He says,
00:42:04I have to travel to you.
00:42:06So, you have to travel to me.
00:42:08So, you say, yes sir,
00:42:10I understand that you have to travel a little bit.
00:42:12But, sir, manageable.
00:42:14At least, your job will be good.
00:42:16You will get a good opportunity.
00:42:18You have to travel a little bit.
00:42:20You have to travel a little bit.
00:42:22People will have to travel to your staff.
00:42:24If you have to travel a little bit,
00:42:26you have to go into your job.
00:42:28So, some candidates can do that.
00:42:30You might not have to travel.
00:42:32But, if you are your job,
00:42:34you will be from some personal.
00:42:36If you are trying to travel no matter what the client is,
00:42:38you could have to travel.
00:42:40For instance,
00:42:41so you have to be able to do it
00:42:43and you have to travel
00:42:44and you have to be able to go out
00:42:45and you have to be able to stay home
00:42:48so you can justify something to be able to do it
00:42:51because candidate is saying that I'm interested
00:42:52but there is a car and phone not
00:42:54so you will tell them that they will be able to do it
00:42:56but how do they will be able to tell you
00:42:58so candidate will be able to do it
00:43:00so what will be about
00:43:01if you need to talk to this first time
00:43:02when you have to talk about this
00:43:045-6-7 minutes and you think that you will see that
00:43:07candidate is interested
00:43:08now attention to your candidate will be 나중에 phone
00:43:11when you give an interview, interview is a good point
00:43:14then you call the call
00:43:15then even after you both go
00:43:17otherwise as you have already met his candidate
00:43:20how many candidates are
00:43:21the time of interview
00:43:23then he goes
00:43:23phone takes
00:43:24then you haven't dropped
00:43:25you're on the field if you have roommates
00:43:27phone just
00:43:28this is the common problem
00:43:29after the candidate is gone
00:43:31then you have to leave a short list
00:43:33then you are not going to call
00:43:35update
00:43:36and when he started working and he started working and started after you had to say,
00:43:41that he is working or he is leaving.
00:43:43I don't know what he's saying.
00:43:44So in this situation then candidate is not going to do that.
00:43:47Because he is going to make a relationship.
00:43:49So this is the first call you have to do this.
00:43:53You can understand that recruiter is a role that if you are 10 building,
00:43:57if you want to go to 10 building,
00:43:59then as a recruiter you can jump from there,
00:44:02and before reaching you, you can make your flying, your safety, your aircraft, your safety, your aircraft
00:44:10in the middle of the road, you can make your aircraft ready to fly, then you can save it
00:44:18because candidates are like this, you don't have to talk or call, then you can drop it
00:44:23you have to do active listening, so candidates will start trusting
00:44:27and you can delete everything, so you can do it, so they can get you
00:44:32what effectively you can do, I want to start using a daily test
00:44:36and then you can do that with your prototype, to be able to drive
00:44:39so that person is like this the same thing, you can do it
00:44:42because you can use your training, so you can use your training
00:44:46oh, a little bit, ok, oh my god
00:44:49now someone will go, I need your headlights, they're getting pagar
00:44:52okay, you need to distribute, you need to know you
00:44:55I can't do anything, but I'll do it tomorrow.
00:44:58Then the candidate asked me to go,
00:45:00I'm going to HR for 2 hours,
00:45:02I've waited for 2 hours,
00:45:03I've waited for a while and I've waited for a while.
00:45:05Okay, okay, okay.
00:45:06So HR asked me,
00:45:082 hours,
00:45:09I've waited for a while and I've waited for a while.
00:45:11So you need to have a mirroring.
00:45:13So I think that you need to have a little sympathy,
00:45:15a little understanding,
00:45:17a little understanding of the audience,
00:45:19but you need to keep your attention.
00:45:21Don't do everything.
00:45:22I'm a bad guy, I'm a bad guy.
00:45:24I'm sitting there for 2 hours.
00:45:26Okay, you're a bad guy,
00:45:28you're sitting there for 2 hours.
00:45:30Okay,
00:45:31I need to have a little common sense.
00:45:33I know,
00:45:35what's happening?
00:45:37Just a joke.
00:45:39But mirroring,
00:45:41you get a little pacify.
00:45:43You get a little connection,
00:45:45and trust.
00:45:46You tell me that this happened.
00:45:48Otherwise, you'll get out of some candidates.
00:45:50You can call them in the name.
00:45:52If you think that you have a name,
00:45:54or you've got a name,
00:45:55or you've got a name,
00:45:56or you've got a call.
00:45:57Then you have to say,
00:45:58Hello Manisha,
00:45:59I'm Mahesh.
00:46:00Hello Tanisha,
00:46:01I'm Mahesh.
00:46:02Hello Raghav Sir,
00:46:03I'm here.
00:46:04So,
00:46:05I'm talking about it.
00:46:07You know,
00:46:08I don't know who I am,
00:46:09I'm not talking about it.
00:46:11I'm talking about it.
00:46:13So,
00:46:14So that time is not much more.
00:46:15The name you have to speak.
00:46:16It is positive and respected feeling.
00:46:192.
00:46:21We have only one thing to do with building initial trust.
00:46:25Initial trust is very important.
00:46:27It is simple.
00:46:29It is very important.
00:46:31You have to speak creditability.
00:46:33You have to make a name.
00:46:35You have to make a name.
00:46:37I don't know if you don't know.
00:46:39You don't know where you are going.
00:46:41You can get a name.
00:46:43I don't know where you are going.
00:46:45After that, the candidate says,
00:46:46I have to say this.
00:46:48This is active listening and mirroring.
00:46:51That's the second point.
00:46:52Coming to the third.
00:46:53Overcoming candidate challenges.
00:46:55Resistance.
00:46:56Candidates, what will be resistance?
00:47:00Where will it be?
00:47:02First, objections.
00:47:03What are the common objections?
00:47:05There are typical candidates
00:47:07who don't have hesitations.
00:47:09Salary too low.
00:47:10Job location too far.
00:47:11Not good.
00:47:12I can't do it.
00:47:13I can't do it.
00:47:14I can't do it.
00:47:15There are some distracting things.
00:47:16Some recruiter companies.
00:47:17They will be responsible for the company.
00:47:19But what do you need to do?
00:47:20You need to break their resistance accordingly.
00:47:23You need to keep your attention.
00:47:25If you are aware of salary low,
00:47:26if you are aware of salary,
00:47:27you can tell that the best industry is the best.
00:47:29Then you can see candidates who are low.
00:47:31You can see candidates who are low.
00:47:32You can see candidates who are low.
00:47:33You can see candidates who are low.
00:47:34You can see the best manager.
00:47:35You can see the best locations.
00:47:36Locations or whatever.
00:47:37You can see that they are far.
00:47:38But you can say that you can start from.
00:47:39If you have a nearby location,
00:47:43you will be able to shift.
00:47:45If you feel that you are nearby,
00:47:46then you can say that you are near.
00:47:48Then you can say that.
00:47:49You can say that you can start from.
00:47:50Location is far.
00:47:51You can start from.
00:47:52After that you can start from,
00:47:53then you will be able to start from.
00:47:54At least you can start from.
00:47:56so that you can start from.
00:47:57So that you can start from.
00:47:58So that you can start from.
00:47:59Before you have a bit of money.
00:48:00If you feel a bit of job,
00:48:01then you have a stability to your mind.
00:48:02The candidate will say that.
00:48:03The answer is correct.
00:48:04Let's start from.
00:48:05Then you will see.
00:48:07So you will see.
00:48:08Then you will see where are you going from.
00:48:09When are you looking at your job?
00:48:10The candidate asked you to ask.
00:48:11Yes.
00:48:12I am looking for 10-month-old.
00:48:13Then you will start from.
00:48:14Then he will say that.
00:48:15No.
00:48:17No.
00:48:18I don't have a salary.
00:48:19I don't have a salary.
00:48:20I don't have a location.
00:48:21Then you can see location,
00:48:22As you know, if you have a great job, I think you'll get a little too far and you'll get a salary, then you'll get a salary.
00:48:29So, why don't you do this? You start the job.
00:48:32If you have 15 days already, you can start the job then you'll get 7-8-7 salary.
00:48:36You start the job. You start the job.
00:48:40You start the job, you'll get a lot of work, you'll get a lot of time.
00:48:44Otherwise you'll get the time, then you'll get a company again.
00:48:48By that you can set it up.
00:48:51then you have to give some guidance and influence
00:48:55then the other thing is that you are scared
00:48:59especially when you share documents
00:49:03because in many job provisions you have to go to the interview
00:49:07like you have to take a card or pen card
00:49:11and you know that no blue color is not so trained
00:49:13that you don't have to take a card or pen card
00:49:15you don't have to take a card or pen card
00:49:17you will find that you will remove everything
00:49:19so if you have to make it to your guide
00:49:21then you will need to take a card
00:49:23so if you like to make an initial repo
00:49:25then you will take a FARC
00:49:27after the interview
00:49:29you will not share
00:49:31you will start with it
00:49:33this is a fear
00:49:35how do you deal with all this
00:49:37then if you have to answer the objections
00:49:39therefore you will use a simple framework
00:49:41then you will answer the папers
00:49:43first you will sign to acknowledge
00:49:45Which one of the things that you like
00:49:47This one of the things that you should acknowledge
00:49:49I am the location very far
00:49:51But
00:49:53You should acknowledge
00:49:55Then clearly
00:49:57If you are the location
00:49:59I am the point that you might be
00:50:01But
00:50:03Turn around
00:50:05This is how you can tell
00:50:07Turn around
00:50:09You should acknowledge
00:50:11You should
00:50:13and to clarify the details
00:50:15no sir no sir no sir
00:50:17you don't have to go to the location
00:50:19no sir night shift
00:50:21no sir night shift
00:50:23when you give the night shift
00:50:25otherwise mainly your day shift
00:50:27because of damage
00:50:29if there is confusion
00:50:31then turn and out
00:50:33turn and out
00:50:35give it a solution
00:50:37give it a benefit
00:50:39one example
00:50:41salary is very low
00:50:43so this candidate has objection
00:50:45salary is very low
00:50:47so the recruiter said
00:50:49i understand your concern
00:50:51yes sir
00:50:53salary is very low
00:50:55the base is x
00:50:57but with incentive
00:50:59you can earn more
00:51:01if you join quickly
00:51:03clarify
00:51:05yes
00:51:07clarify x
00:51:09you can earn more
00:51:11if you join quickly
00:51:13if you join quickly
00:51:15you can earn more
00:51:17if you join quickly
00:51:19then
00:51:21candidate
00:51:23you can earn more
00:51:25you can earn more
00:51:27if you join quickly
00:51:29then
00:51:31you can earn more
00:51:33if you join quickly
00:51:35you can turn and out
00:51:37you can earn more
00:51:39every objection
00:51:41every objection
00:51:43acknowledge
00:51:45clarify
00:51:47then
00:51:49turn and out
00:51:51please
00:51:53so
00:51:55you can find
00:51:56like
00:51:57i will
00:51:59do
00:52:01work
00:52:03to
00:52:05see
00:52:07you can
00:52:09do
00:52:11work
00:52:13you can
00:52:15so there is such an objection, such an acknowledgement
00:52:19when you say, okay, okay, then I will do this, then I will tell you,
00:52:22and then I will tell you, and then I will tell you,
00:52:24and then you have to deal with the conversation
00:52:26and then you have to deal professionally
00:52:28and then you have to deal with negotiation skills
00:52:32you have to deal with negotiation, like with a shop
00:52:35you have to deal with 10 rupees, 500 rupees,
00:52:38250-400, 420, 400 final, done,
00:52:41like this, this is a negotiation, this will remain,
00:52:45this is the negotiation, this will go,
00:52:47in every place, so you have to deal with candidates
00:52:51and you have to deal with the money,
00:52:53but you can give some alternatives,
00:52:55some big picture, some career growth,
00:52:57stability, if you exist,
00:52:59you can give some urgency,
00:53:01some pressure,
00:53:03you can go,
00:53:05you have to deal with 12-15,000,
00:53:07and you have to deal with 8,000,
00:53:09and everything,
00:53:19and everybody believe how to get a recommendation,
00:53:21they will be of 10,50, and I will tell you,
00:53:23people aren't doing this,
00:53:25you will about 10-15 seconds,
00:53:26and I feel it just like you because you are taking your steps,
00:53:29and the park will continue your steps,
00:53:31and you willENA,
00:53:33ALTERNATE, NEARBY OFFICE LOCATION,
00:53:35if it exists,
00:53:36then give it ALTERNATE,
00:53:38if you need ALTERNATE,
00:53:40then,
00:53:41HANDLING NO,
00:53:43there are two types of NOs,
00:53:45one is hard NO,
00:53:47NOT INTERESTED,
00:53:49he said NOT INTERESTED,
00:53:51I have said PICKER PICKER,
00:53:53I have said this,
00:53:55sorry ma'am NOT INTERESTED,
00:53:57there is no idea,
00:53:59not interested,
00:54:01I have said hard NO,
00:54:03no,
00:54:05no,
00:54:07no,
00:54:09no,
00:54:11no,
00:54:13no,
00:54:15no,
00:54:17no,
00:54:19no,
00:54:21no,
00:54:23no,
00:54:25no,
00:54:27no
00:54:29no,
00:54:31no,
00:54:33no,
00:54:35no,
00:54:37no,
00:54:39no,
00:54:41no,
00:54:43no,
00:54:45no,
00:54:47no,
00:54:51no,
00:54:53no,
00:54:55no,
00:54:57no,
00:54:59no,
00:55:01no,
00:55:03no,
00:55:05no,
00:55:07no,
00:55:09no,
00:55:11no,
00:55:13no,
00:55:15no,
00:55:17no,
00:55:19no,
00:55:21no,
00:55:25no,
00:55:29no,
00:55:31no,
00:55:33no,
00:55:35no,
00:55:41if that has been himself, then he can get a say
00:55:43otherwise we can get on there
00:55:45so if he can get on there
00:55:47or if he can get on there
00:55:49or if he can get on there
00:55:51but he can get on there
00:55:53but if you have a call
00:55:54property he can see
00:55:55bank and credit card
00:55:57he can not hire
00:55:59sir he can save my number
00:56:01if he wants you
00:56:03yeah I can tell
00:56:04how many number you get on there
00:56:06how many get on there
00:56:08how many get on there
00:56:09because he said no
00:56:11but some time you have seen it
00:56:13but some time you have seen it
00:56:15you can understand it
00:56:17and you can see it
00:56:19okay
00:56:21then good
00:56:23so you can see
00:56:25after some time you can see
00:56:27directly no
00:56:29because it is the past experience
00:56:31candidates are different
00:56:33past experience
00:56:35the next
00:56:49influencing
00:56:51motivating
00:56:53this is a factor
00:56:55which you need to develop
00:56:57then you can see it
00:56:59which you can see
00:57:01what is the most basic
00:57:03what is the most basic
00:57:05what is the most basic
00:57:07that you can motivate
00:57:09you can not be able to
00:57:11fight with the stars
00:57:13that is the most motivation
00:57:15what is the most motivation
00:57:17if you are taking the offer
00:57:19at least that is the best
00:57:21the best offer
00:57:23is the best offer
00:57:25and the best offer
00:57:27is the best offer
00:57:29good
00:57:31good
00:57:33good
00:57:35then
00:57:37what is the best offer
00:57:39is the best offer
00:57:41on your job
00:57:43your benefits
00:57:45I have seen that
00:57:47the basic salary is in easy
00:57:49the basic salary
00:57:51the blanket
00:57:53salary will come
00:57:55Your suddenly joining will be, when you do not ask what you will say.
00:57:58There is two minutes of interview, when you say HR,
00:58:02you will not all benefit to me all.
00:58:03So you know this benefit,
00:58:05it's like HR and interview.
00:58:07This is my job.
00:58:10Your job will give clarity,
00:58:12interview will be very simple.
00:58:14The interview will give clarity is not.
00:58:15Now that HR is already done,
00:58:18you must go there and go.
00:58:20I will call you on the spot interview.
00:58:23You can select the chances of your full full.
00:58:24so that's it
00:58:26so that's it
00:58:28clarity
00:58:30and if you have any simple joining
00:58:32you can join
00:58:34some candidates
00:58:36this is not
00:58:38this is not
00:58:40so
00:58:42you can tell
00:58:44job simple
00:58:46screening simple
00:58:48working simple
00:58:50you need to know
00:58:52intuition
00:58:54you need to know
00:58:56personal benefit
00:58:58can you respond more to personal benefit than technical job details
00:59:00focus on that
00:59:02personal benefit
00:59:04you need to know
00:59:06that you will get a salary
00:59:08bike or whatever
00:59:10you can manage
00:59:12like that you can tell
00:59:14if you have another benefit
00:59:16like incentive
00:59:18incentive
00:59:20medical support
00:59:22job security
00:59:24story telling
00:59:26story telling
00:59:28story telling
00:59:30story
00:59:32candidate
00:59:34ma'am
00:59:36ma'am
00:59:38ma'am
00:59:40ma'am
00:59:42ma'am
00:59:44ma'am
00:59:4620
00:59:4825
00:59:50you will not
00:59:52do
00:59:54but
00:59:56you have to start
00:59:5815
00:59:59you have to start
01:00:0015
01:00:01but
01:00:02you know
01:00:03where you work
01:00:04you want to grow
01:00:06to help
01:00:08but
01:00:10you have to grow
01:00:12supervisor
01:00:14manager
01:00:15ok
01:00:16so
01:00:18progress is
01:00:2025
01:00:21you will not
01:00:22go to
01:00:23go
01:00:24and you will
01:00:25go
01:00:26and you will
01:00:27get
01:00:28a story
01:00:29you can
01:00:30create a
01:00:31relatable
01:00:32story
01:00:33start
01:00:34you will
01:00:35get
01:00:3625
01:00:3715
01:00:38you will
01:00:39do
01:00:40you will
01:00:41do
01:00:43you will
01:00:45do
01:00:47you will
01:00:49do
01:00:51you will
01:00:53do
01:00:552
01:00:56two
01:00:572
01:00:582
01:00:592
01:01:002
01:01:013
01:01:022
01:01:042
01:01:052
01:01:062
01:01:073
01:01:082
01:01:102
01:01:122
01:01:132
01:01:152
01:01:162
01:01:172
01:01:202
01:01:223
01:01:232
01:01:24so you can go with your hand
01:01:25I mean, you will always stay here
01:01:27you will always stay here
01:01:29after that you will always tell me
01:01:31if you want to leave it
01:01:32when you get more, you will always stay
01:01:342 openings of your area
01:01:37and the location is nearby
01:01:39otherwise you can be alone
01:01:41if you want to go to Novida
01:01:42if you want to tell me
01:01:44so do you like me
01:01:45so I will be doing your job
01:01:48so you create urgency
01:01:51limiting opening, joining bonus, you can get a little bit
01:01:56you can say a little bit about 10% but you should get a little bit
01:01:59which you should get a little bit
01:02:01but not much
01:02:03and you should trigger them
01:02:06it depends on person to person
01:02:11but you shouldn't have a conversation
01:02:13you should have money, stability, family needs
01:02:16you should have a shift when you have a job
01:02:19you can handle it
01:02:21long-term, short-term career
01:02:23basically, you don't need to pick up and work
01:02:25all the places you can do
01:02:27so if you have a white-collar job
01:02:29polish job, wipro, sbi, bank
01:02:31you should have a long-term career prospect
01:02:33near home, work from home, near home, timing
01:02:37you should have to do it
01:02:39last but not least
01:02:41professionalism, follow-up or trust
01:02:43it's simple
01:02:45structure follow-up, game of touch point
01:02:47touch point
01:02:49touch point
01:02:53show room
01:02:54one touch point
01:02:55tata
01:02:57manager
01:02:59old man
01:03:00good morning
01:03:01touch point
01:03:03sahib
01:03:03good morning
01:03:05you've got inquiries
01:03:06you are gone
01:03:08you are gone
01:03:10you are gone
01:03:12you are gone
01:03:14you are good
01:03:16so you have to get touch point
01:03:181,2,3
01:03:20every step
01:03:22you have to maintain
01:03:24so you have to get touch point
01:03:26you will not know
01:03:28when you have to go to your house
01:03:30so before you have to get touch point
01:03:32you have to build touch point
01:03:34similarly follow up
01:03:36when you have to go to your house
01:03:38you have to go to your house
01:03:40good morning sir
01:03:42this is your interview
01:03:44I talked to HR
01:03:46HR has also short test
01:03:48now you have to go to your house
01:03:50you have to go to HR
01:03:52I have done
01:03:54many times
01:03:56I have to fight for HR
01:03:58I have to do rejection
01:04:00I have to talk about it
01:04:02but if you have to go to your house
01:04:04if you have to ask a candidate
01:04:06what will you react?
01:04:08you will say that
01:04:10then I will go to your house
01:04:12then you will go
01:04:14then you will go to your interview
01:04:16when you have to go
01:04:18then you will follow up
01:04:20if you have not given documents
01:04:22if you have to go to your interview
01:04:24then you will tell me
01:04:26then you will tell me
01:04:28then you will go to your house
01:04:30then you will tell me
01:04:32then I will tell you
01:04:34so if you want to go
01:04:36then you will go
01:04:38then you will go there
01:04:40there will be an opening
01:04:42then you will not be able to do it
01:04:44so you will also motivate yourself
01:04:46follow up
01:04:48then you will go
01:04:50do you go for those
01:04:52I will say that
01:04:53I am interested
01:04:54take it all
01:04:55then you will follow up
01:04:56you will follow up
01:04:57then you will follow up
01:04:58do you must call it
01:04:59every place
01:05:00you will do it
01:05:01you will find out
01:05:02at some places
01:05:03you will see
01:05:04on HR five times
01:05:05please
01:05:06please
01:05:07please
01:05:08please
01:05:09please
01:05:10if HR 2-3 times you get to follow up
01:05:12then you get to know what happened
01:05:14let me tell you what happened
01:05:16let me tell you what happened
01:05:18then come from tomorrow
01:05:20so it was like the resume
01:05:22but you had phone once again
01:05:24so HR thought that
01:05:26consistent
01:05:28ready
01:05:30so you can call it
01:05:32similarly follow ups
01:05:34and when you push
01:05:36and when you stop
01:05:38when you think that you are spamming
01:05:40and you are doing more
01:05:41then do it
01:05:42then do it
01:05:44but if you are in the future
01:05:46then tell you
01:05:48follow up
01:05:50follow up
01:05:52call
01:05:53send a hi
01:05:54invite
01:05:55what's up message
01:05:56job description
01:05:57reminder
01:05:58good morning
01:05:59good evening
01:06:00at least 1-2-3
01:06:02so you can connect
01:06:04and see that
01:06:06you can see
01:06:08you can see
01:06:10drop outs
01:06:12drop outs
01:06:14drop out
01:06:15process
01:06:16drop out
01:06:17join
01:06:18drop out
01:06:19drop out
01:06:20drop out
01:06:21this is
01:06:22screening
01:06:23interview
01:06:24schedule
01:06:25interview
01:06:26shortlist
01:06:27join
01:06:28work
01:06:295-6 steps
01:06:30these are pipe
01:06:31these are pipe
01:06:32they are
01:06:33they are
01:06:34but they are
01:06:35many times
01:06:36they are
01:06:37but they are
01:06:38the leakage
01:06:39if 100 were
01:06:40they were
01:06:41screening
01:06:42then 80
01:06:43interview
01:06:44they are
01:06:4580
01:06:47interview
01:06:48then
01:06:49then
01:06:5050
01:06:51interview
01:06:52then
01:06:5330
01:06:54then
01:06:5520
01:06:56finally
01:06:5710
01:06:58join
01:06:59then
01:07:005
01:07:01this is
01:07:02every
01:07:03place
01:07:04if
01:07:05need
01:07:0625
01:07:07people
01:07:08join
01:07:09exam
01:07:10this is
01:07:11every
01:07:12step
01:07:13you can see
01:07:14drop out
01:07:15drop out
01:07:16reminder
01:07:17here
01:07:18location
01:07:19you can go
01:07:20picker
01:07:21picker
01:07:22picker
01:07:24if
01:07:25you can
01:07:26leave
01:07:27the
01:07:28availability
01:07:29don't
01:07:30leave
01:07:31then
01:07:32leave
01:07:33the
01:07:34calendar
01:07:35and
01:07:36leave
01:07:37the
01:07:38calendar
01:07:39drop out
01:07:40chance
01:07:41will
01:07:42long term
01:07:43trust
01:07:44if
01:07:45you need
01:07:46to make
01:07:47job
01:07:48this
01:07:49case
01:07:50you can
01:07:51long term
01:07:52benefit
01:07:53not
01:07:54enough
01:07:55you can avoid
01:07:56it
01:07:57like
01:07:58long term
01:07:59behave
01:08:00at least
01:08:01rudeness
01:08:02don't
01:08:03do
01:08:04rudeness
01:08:05don't
01:08:06do
01:08:07rudely
01:08:08talk
01:08:09don't
01:08:10talk
01:08:11don't
01:08:12do
01:08:13need
01:08:14concern
01:08:15if
01:08:16long
01:08:17term
01:08:18is
01:08:19positive
01:08:20relationship
01:08:21connect
01:08:22that
01:08:23you can
01:08:24understand
01:08:25who
01:08:26are
01:08:27who
01:08:28are
01:08:29who
01:08:30are
01:08:31who
01:08:32are
01:08:33who
01:08:34are
01:08:35who
01:08:36are
01:08:37they
01:08:38who
01:08:39are
01:08:40who
01:08:41are
01:08:42who
01:08:43are
01:08:44who
01:08:45are
01:08:46who
01:08:47are
01:08:48the
01:08:49the
01:08:50the
01:08:51yes
01:08:52the
01:08:54the
01:08:55final
01:08:56thought
01:08:57is
01:08:58the
01:08:59process
01:09:00core
01:09:01principle
01:09:02is
01:09:03trust
01:09:04make
01:09:05you
01:09:06have
01:09:07new
01:09:08lasting
01:09:09professional
01:09:10relationship
01:09:11I will tell you that if you have 40-50 candidates to follow up, then you will have at least 1500 candidates to follow up.
01:09:18In 1500, you will have 200-300-400-500 candidates, which will save your number.
01:09:24And you will also save your number.
01:09:28Long term relations is working on 6-7-8 months.
01:09:31If you have 1500 candidates, then you will know 10 months of 15,000 candidates.
01:09:37In the future, you will see your LinkedIn profile here and there will be a lot of people.
01:09:43In the future, if you have so many candidates, if you have so many candidates,
01:09:48if you have a status, that Reliance has a job availability, particularly Deloitte has a job availability,
01:09:53then immediately, 10-20 candidates will be interested.
01:09:57If you have 10-20 candidates, you will need a job.
01:10:00Then you will immediately send a conversion in the future.
01:10:03If you have a long term recruiter, you will see a conversion in the network.
01:10:08You will need a job post.
01:10:10Ethical practices you will need to maintain.
01:10:12Otherwise, you will need a whole game.
01:10:14Where you start talking about your career is finished.
01:10:16Simple, there are two key takeaways.
01:10:20First, you will need to understand your candidate and create a relation.
01:10:24That's it.
01:10:25That's it.
01:10:26I hope you will understand your whole session.
01:10:28You will understand your question.
01:10:29Yes, sir.
01:10:30Yes, sir.
01:10:31Please.
01:10:32Yes, sir.
01:10:33Please.
01:10:34Sir, are there any questions in this room?
01:10:35No, sir, it's not related to this session, but there are some questions.
01:10:36Yes, please.
01:10:37Thank you, sir.
01:10:38Thank you, sir.
01:10:39Thank you, sir.
01:10:40Thank you, sir.
01:10:41Thank you, sir.
01:10:42Thank you, sir.
01:10:43You have time given to us.
01:10:44I have also learned a lot of things.
01:10:45But, some of the questions have been discussed.
01:10:46Yes, please.
01:10:47Thank you, sir.
01:10:48Thank you, sir.
01:10:49First, first, thank you.
01:10:50You have given us the time.
01:10:52I have learned many things.
01:10:54But, some of the things we have now have done, like we have talked about.
01:10:56thoughts.
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