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Nancy Parks

Nancy Parks is the founder of HRPartnersplus, a training and consulting practice specializing in sales skill training for recruiters. Using a unique one-on-one training model, HRPartnersplus helps recruiters creating a road map for conducting structured, highly-focused and efficient conversations that exactly mirror the decision-making process of candidates and prospects. With 40 years of experience in business, education, and non-profit environments, she brings a wealth of practical experience and technical competencies to her clients. As a top sales person, she was consistently recognized and rewarded for her ability to exceed sales quota -- receiving the prestigious “Account Executive of the Month” award three times in a single year. While at the AT&T National Sales Training School, she developed a performance diagnostic tool for sales managers that received high marks as a method for helping reduce training costs and improve job performance. With deep roots in education, she has taught all levels -- from elementary through graduate school. A tracking of the evaluations of her recent training and educational offerings showed a consistent overall client satisfaction rating of 4.5 or above (rating scale: 5=very satisfied). As a master teacher, she brings a passion for learning and teaching -- and a love of people -- into all of her work. She holds a Ph.D. in educational leadership from Gonzaga University.

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10 Steps to Building Rapport With Job Candidates

by
Nancy Parks
May 1, 2013, 6:45 am ET

Good morning, Mr. Phelps.

mission.jpgYour mission, should you decide to accept it, is to call someone and quickly establish rapport.

This person will be someone: (a) you don’t know; (b) will not be expecting your call, and; (c) will not want to talk with you.

You will have approximately 30 seconds to accomplish your mission. If you don’t succeed, you won’t have a second chance. Good luck, Jim! keep reading…

Gaining Commitment from Candidates: A 10-Point Checklist

by
Nancy Parks
Jul 17, 2012, 5:19 am ET

Does this sound familiar? You are having a great conversation with a “rock star” candidate who has applied for one of your positions. You share the details about the position and your candidate seems genuinely excited. You might even be getting lots of “buying signals.” You assume that you are both in “violent agreement” that this is the perfect position!

So you move your rock star forward — setting up an appointment with the hiring manager. Your candidate sounds excited, and you are looking forward to one more “fill” on your scorecard for the month. Life is good!

But not so fast. keep reading…

5 Steps to a Successful Recruiting Presentation

by
Nancy Parks
Jun 14, 2012, 5:21 am ET

In the world of sales, there is a high correlation between presentation skills and sales success. Great salespeople work to hone their communication skills and are able to communicate with confidence and impact. In addition, they are often remembered and acknowledged as key business partners — not simply as “someone trying to sell us something.”

Less successful salespeople, on the other hand, spend very little time consciously building their competency in this area.

But what are the elements of a great presentation? Is there a way to make a compelling presentation over the phone? And more importantly, what can recruiters do to build their phone presentation skills? In this article, I provide a simple 5-point checklist for recruiters who make presentations to candidates and hiring managers during phone conversations. keep reading…

Recruiting By the Numbers — Analyze This! (Part 2 of 2)

by
Nancy Parks
May 31, 2012, 5:56 am ET

In Part 1, we looked at the importance of “knowing your numbers.” To be successful in meeting demand from hiring managers, great recruiters need to know how to move “suspects” (think: passive candidates) through a sales funnel, or pipeline, quickly, and effectively. And they need to know their conversion rates throughout the process.

In this article, we turn our focus away from the recruiter’s activities and look more closely at the passive candidate’s activities. In order to be effective at moving people through a sales funnel or pipeline, know the key factors that affect whether a person is open to moving forward or not.

So what makes a person even want to move from being a “suspect” to a “prospect”? From “prospect” to “candidate”?  There are three key decisions that your suspects, prospects, and candidates need to make in this “change process.” Let’s look at each of these.

Key Decision #1: Is This Worth My Time? keep reading…

Recruiting By the Numbers — Analyze This! (Part 1 of 2)

by
Nancy Parks
May 30, 2012, 5:38 am ET

Many great recruiting departments and organizations pride themselves on being “metrics-focused” or “metrics-driven” — And for good reason. There’s plenty of research that confirms the value of having clear strategic and operational targets.

Generic recruiting pipeline

In addition, employees appreciate having expectations (think: metrics) that are “SMART” (specific, measurable, actionable, realistic, and time bound). In the recruiting world, some common metrics include time to find, time to hire, survey scores (from hiring managers and candidates), as well as various quality of hire metrics.

How confident are you that you can “hit your numbers”? Are you able to consistently and quickly deliver qualified candidates to your hiring managers? If you are highly confident in your ability to meet or exceed the expectations of your hiring managers, that’s great! Chances are, then, you “know your numbers” very, very well.

This article focuses on one specific aspect of managing opportunities — knowing some key metrics. The next article in this two-part series will focus on some specific techniques for moving individuals through your funnel, or pipeline.

What Have You Done for Me Lately? keep reading…

A New Year’s Resolution: Stop Talking Nice About Your Company …

by
Nancy Parks
Dec 16, 2010, 5:41 am ET

(…and start asking questions instead).

Why? Simply stated: Because people need to know they’ve been heard and understood. Today’s top sales performers know that it’s more important to understand than to persuade.

So what does this have to do with recruiting? Good question. Perhaps you can begin by answering these three questions yourself: keep reading…

Got Quota? Aligning a Great Recruiting Process With a Great Sales Process

by
Nancy Parks
Sep 14, 2010, 2:19 am ET

If you are reading this article, you may already have a great recruiting process. Perhaps you have worked hard to identify a series of defined, repeatable steps that (when performed correctly) lead to excellent results for you and for your recruiting organization. You may even have key metrics to help you evaluate the effectiveness of your recruiting process at each step.

But have you ever wondered what you might be able to do to drive to even higher levels of performance — individually or as a group? Consider aligning your recruiting process with a great sales process. keep reading…