With over 20 years of experience in executive search, corporate recruiting, consulting and leadership, Michael Homula shares his experience, knowledge and insights to high performance recruiting through highly interactive and effective consulting sessions:


Recruiter Training


Recruiting is about engaging talent and building relationships. Yet the art and craft of what to do with the names (the candidate data), is still a mystery to even the top echelon of strategic talent acquisition professionals.

Michael Homula teaches step by step and phrase by phrase, the art and craft of recruiting (including best practices for managing recruiting time and activities). Here you will learn the mechanics of calling and engaging high performing and happily employed passive talent. Concentrating on understanding “opportunity gap” and finding “career wounds” rather than “pitching jobs”, this is the skill of how to influence high performers and compel them to engage, shepherd them through the recruiting process, pre-close at key points to make offers that won’t be declined, and even a proven method for preventing counter offers entirely.

Say goodbye to cheesy, “I heard you were excellent at what you do” scripts and even cheesier and less effective email scripts.

Humor, brutal honesty, meaningful role-plays, and live recruiting calls highlight this interactive, intense, and proven recruiter training.


Recruiting Audit

Do you worry that your recruiting team’s interpretation of best practice is not current or in line with the needs of the business? Have you ever wondered whether you are getting the most value or ROI for your recruitment spend? Have you ever thought that the competition seems to be one step ahead of you in recruiting? If the answer is yes, you should use the Recruiting Mirror.

Often, it is easier to examine the successes, challenges, and deficiencies when someone else holds up the mirror. The Recruiting Mirror reviews the key drivers of your recruiting team (people), operation (process), and systems (technology) to provide executive analysis and recommend practical solutions to improve and create real value.

You need the Recruiting Mirror if:

  • The spend on search fee’s and outsourcing of recruiting process seems exorbitant
  • There are no meaningful recruiting metrics, current metrics are not aligned with the business or reveal little about performance
  • Recruiters are consistently missing established key performance indicators or metrics
  • The recruiting process takes to long for key roles (customer facing or revenue generating positions) or lacks efficiency
  • Recruiting technology features are not maximized for value
  • Uncertain which sources of hire yield the best return
  • Most searches start from “scratch” rather than taking advantage of talent pipelines for mission critical roles
  • Recruiter are spending too much “processing” or with “administrative tasks” and not enough time actually recruiting
  • Business leaders and hiring managers cut recruiting out in favor of sourcing, interviewing and hiring on their own


Competency Modeling

On April 15, 1912, when the R.M.S. Titanic struck an iceberg, it tore at the rivets along 300 feet of the ship’s hull. Those below, the crew and steerage, felt and saw the damage first. Those above deck went about their evening – blissfully unaware their mortal fate was sealed in the chaos reigning below.

Then and now, the greatest danger to your “ship” is below the surface. The sinking of the Titanic provides invaluable lessons for hiring. Hiring for the right experience, skills, and knowledge only is the equivalent of repeating the same deadly mistakes of Titanic.

High performance organizations go beyond these credentials to identify what makes high performers out perform low performers. More importantly, what is the difference between high performers and average performers? In this training, learn what is a behavioral competency, why it matters, and how to uncover them in your organization to improve sourcing, recruiting and hiring – all the while driving business performance.

Make the next move towards improving your recruiting strategies and tactics. Contact us today.

Candidate Experience


How do you create a world-class candidate experience? You make them feel loved.

There has been a shift in the job market balance of power and far too many companies are struggling to adapt. Companies, and their recruiting teams, find themselves in a candidate centric marketplace where the very best talent has multiple options when considering a career change.

Constant delays, ridiculously long hiring process, even more ridiculous interview demands, rescheduled meetings, and unresponsiveness are all common complaints from candidates. When these conditions exist, not only will the very best candidates remove themselves from consideration (if they even choose to be considered in the first place), they often share their poor experience with others via social media or anonymous review sites. Since high performers are also the most influential within their professional peer groups, this can be very costly.

Creating a candidate centric hiring process, ensuring everyone who touches a candidate brings their “A” game, is mission critical to recruiting and business success. We will examine what makes a great candidate experience and convert the findings into operational reality by:

  • Customizing the experience for each candidate without sacrificing “process” or “compliance”
  • Creating “WOW” moments with any budget
  • Implementation of a published Candidate Bill of Rights
  • Gaining candidate feedback and executing on findings
  • Ensuring every candidate feels L.O.V.E.D.


Recruiter to Consultant

There is a significant difference between those organizations that perform recruiting activities and those that have a Talent Acquisition Engine.

Yes, you read that right: Talent Acquisition Engine. Engines make things go and true talent acquisition makes a business go – providing a competitive advantage.

This comprehensive, interactive, and often humorous forum reveals data driven differences between recruiting and talent acquisition, challenges old paradigms, breaks rules, and discounts antiquated metrics (among other things) to enable business leaders, recruiting leaders, and recruiters to transition from order taking recruiters to pro-active talent acquisition consultants - creating competitive advantage for the companies they serve.


Hire Great Recruiters

Hiring a recruiter is among the critical hires for any company. Whether you are replacing a recruiter who has been promoted or left your organization, hiring the first recruiter for your growing company, or building out a new recruiting team, you must be right about hiring your next recruiter.

So, what does it take to hire a Top Recruiter? What critical behaviors and skills should you identify and then hire for? How will you know the talent can be coached and developed? How can you more accurately predict how well they will perform in the future?

In this training, we will examine 10 behavioral competencies that exist in every great recruiter through real life recruiting situations and projects in order to know they yield the results every business wants to extract from their recruiting organization. We will then discuss how to translate these competencies into an operational reality to source, recruit and select your next Top Recruiter.


Disrupt Recruiting

In this training, Michael draws on his more than 20 years of cross-functional talent acquisition leadership and advisory results and shares his innovative recruiting strategies and tactics that were called “so disruptive and innovative it takes your breath away” by John Sullivan, the fierce critic of HR convention. Michael will also share how he turned those strategies into operational reality, and went on to create a competitive business advantage for FirstMerit, Quicken Loans and a host of his clients.