101 Demo Script - Template and Example

101 Demo Script - Template and Example

To download the Template and Example documents, scroll down the screen, hover over the attachment and click the download link.

101 Demo script for i-intro®

This element of the demo is the set up or the pre frame. We need to establish pain points that the client may have and tailor the solution accordingly. It is important to elaborate and ask further questions to really understand what the client wants to communicate. It is even more important to listen and show the client that we are listening. Pause before every reply and don’t tell. If you are speaking before the client has finished talking then you are, ‘telling not selling’.

Thank you for taking the time to talk to me; have you 20/30 minutes to talk? ANSWER

Hope you have had a chance to review the video link/information that I sent you.

What were your initial thoughts/first impressions of video/information? ANSWER

I should be able to show you a live demonstration today; which I’ll come back to.

As discussed briefly on the phone last week, I wanted to talk you through a new recruitment process that we have invested in and developed.

We have changed the way in which we work for certain assignments quite dramatically. To this end we offer a hugely increased value proposition.

The system is called i-intro® and is a combination of award winning Technology and cutting edge Methodology which gives a more in depth candidate assessment, streamlines the recruitment process, reducing costs and commercial down-time and increasing new employee retention.

Although we have many years of recruitment experience within the team, this new system allows us to get candidates more involved in the process, allows us and yourselves to assess candidates more accurately in line with your brief and allows you to access candidate information using an online platform anytime anywhere. This also means that candidate shortlists can be viewed in a more consistent fashion.

We have invested in this completely unique method as it ensures our clients get the best candidates and more importantly achieve extraordinarily high retention rates.

Before I demonstrate the system, I just wanted to cover off a few questions that I didn’t have a chance to ask you when we spoke previously.

In terms of hiring and firing people; why is it you typically hire someone what are you normally looking for. What information do you need to see and what are you looking for predominantly on someone’s CV? ANSWER

Exactly this is what we have found that people are hired based on their credentials, what they’ve done in past, their experience, market knowledge, who they’ve worked for, what it says on their CV. Then we judge them by how they show up for interview, how they interact with us and how they communicate what they’ve done and how they’ve done it.

Tell me, what are the reasons you let the last few people go from your Company, and was it a difficult process? (ANSWER)

The more difficult to ascertain is how people show up after 3-6 months in the job and how their behaviours and character traits fit with your company’s values and ethics. It would also be incredibly difficult to establish how the candidate’s behavioural profile fits with the actual job requirements.

These are inherently the reasons why people are fired. It’s usually a cultural mismatch an attitude problem or an inability to motivate themselves to get the job done. 9 out of 10 times it’s attitude or bad behaviour however more often than not the environment can amplify these character traits.

This makes it imperative that we consult thoroughly with the hiring company, establishing their needs, creating the blueprint. Then of course assess the candidates according to this blueprint. These candidates will ultimately fit well with the company and more importantly be a good job fit and in turn stay in role long term which should be every company’s priority.

Currently do you have procedures and audit trail process to make sure this is part of the hiring and firing process? Can you test for characteristics, job fit, behaviours, ability to learn etc? (ANSWER)

Before I get into the discussion around what we are doing with our process and what this platform will provide for you could you just tell me: Are there any other people in the company that are involved in the hiring process? Second part of that question is, Do they have appropriate experience or qualifications to assist in this process and could they be involved in the search, selection, assessment, hiring and on boarding? (ANSWER)

If the answer is yes then we really need to get them involved in the process as early as possible to add more value and prevent miscommunication.

Over the last 10/15 years business processes have changed a lot. If you look at production, R&D, manufacturing, logistics and technology there has been massive developments and change. The whole world has practically become one market place with the Internet and the labour force has changed identity with more mobile and home-based workers.

Explain to me, how has your business changed (ANSWER)

If these are the changes that you can describe now and I’m sure there will be many more; Tell me, how has your recruitment process changed over the same period, has there been any dramatic change in how you attract, select and assess your workforce? (ANSWER)
Most companies I consult with on recruitment and retention have a current tried and trusted method for hiring and firing.

Could you describe the process within your company, highlighting any strengths or weaknesses? (ANSWER)


This is a common pattern within organisations so you are not alone. In fact I’d say the majority of companies have a similar approach and hold true to the tried and trusted method of conventional CV and 2/3-stage interview approach. The surprising factor for me is not the approach it is the introduction of another person’s opinion, usually at final interview stage.

A major consideration for all companies is the financials. There is always a cost related to hiring new staff and they can be quite substantial.

Do you have any idea how much it costs as a percentage of salary, to bring someone into your company? (ANSWER)

Things to consider are the resource provided and the time spent, the training/on boarding, company car, time lag to get productive in role, travel expense and much more which may also include recruitment fees. Most companies average this out at 25-50% uplift on basic salary.


This is only half of the story; there is an even more dramatic consternation and pain surrounding the cost of fire, or losing someone, especially in first 12 months. This is huge considering loss of productivity, time, money, resource, pensions, cars etc. The pain is even more accentuated when we are reminded of what it cost to bring this person into the company in the first place.
Do you have any idea what this costs you or do you have any examples you could share of how this has affected your company? (ANSWER)

These are the main areas that I focus on and make it of the utmost importance to try and educate my clients that this can be avoided and there is a better way. When financial directors question my fees, I gently remind them that I can save them substantial wastage in their annual budget regarding recruitment by getting the process at least 96% right. They like that a lot because this wastage is oftentimes hundreds of thousands and not tens.

Does what I’m talking about make sense to you?
​Do you know what your retention rates for staff are in first few years?

 

Other questions you could ask:

  1. What is your average length of service for staff?
  2. What is your current recruitment process? For example: 1st stage coffee and chat through CV, 2nd Interview Presentation, de-brief between hiring manager and HR, any discrepancies on who you want to hire.
  3. How long does it take to recruit a new person on average?
  4. Who is involved in the recruitment process?
  5. How do you test for behavioural match or cultural fit?
  6. How do you test Skills and competencies?
  7. Do you ever use Agencies?
  8. How do you normally choose an Agency?
  9. Have you ever had Agencies guarantee their work?
  10. What do you normally receive from agencies in relation to candidates?
  11. Do you recruit on skills and expertise or behaviours?
  12. How well trained are your current staff to select the right personnel?
  13. Can you tell me what happened to the last member of staff who joined and left your company?
  14. Why were they recruited and what was the reason for leaving?
  15. Where is your company strong in the hiring process e.g. training, attracting candidates?
  16. What area would be weak for you in the hiring process?

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