About this course
Two days to launch it. Twelve weeks to lock it in.
Every placement, work trial and outcome payment starts with an employer conversation, yet almost all consultant training focuses on compliance and administration. Your consultants already know they should be contacting employers. What stops them is not a knowledge gap: rejection hurts, and avoidance disguises itself as work. Open Doors trains for the hard part.
What changes
- A live pipeline: Every consultant managing 15 or more named local employers across four relationship stages, reviewed in supervision.
- A daily habit: Two employer touches a day, every day, not dependent on motivation or memory.
- Rejection-proof people: Consultants who log a "no" as data and dial the next number.
- Employers who return: Relationships that produce trials, carved roles and repeat hires.
The program
- Day 1: The Pipeline and the Person The four-stage employer pipeline, the psychology of avoidance, and a live call lab with real calls to real employers.
- Day 2: Making the Ask and Making It Stick Branching scenarios on the hard conversations, then the Daily Two, if-then plans and accountability pods.
- Week 2 A 90-minute virtual session: rejection clinic and habit repair.
- Week 6 A half day of advanced scenarios built from participants' real pipelines, with a manager checkpoint.
- Week 12 A 90-minute session: results, case stories, a sustainability plan and graduation.
What every learner receives
- The 52-card Employer Engagement Deck, with field-ready plays across the four pipeline stages.
- The program manual and handout pack: opener scripts, an objection bank, target list and habit tracker.
- A manager briefing pack, because manager support is the strongest lever for making training transfer.
- A measurement report at weeks 6 and 12, showing behaviour change and not just attendance.
Groups are capped at 14 learners so everyone takes part in the live call lab.
