IPMERC Training
Programs.
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29
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231
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34
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Programs
IPMERC 101Foundations of IPMERCThe six-phase call structure, from Intro to Close, with a worked example per phase.FoundationsIPMERC 200Intro - the first 30 secondsAn opener that survives the first 30 seconds and starts the real conversation.IntermediateIPMERC 210Probe - open questions that surface the needOpen questions that uncover the real pain point before you deploy a FAB.IntermediateIPMERC 220Match - FAB on the stated needA FAB that lands because it connects to something the client just said out loud.IntermediateIPMERC 230Expand - setting expectationsSharpen expectations upfront so they don't diverge later.IntermediateIPMERC 240Rules of Engagement - process agreementsProcess agreements that make the difference between collaboration and tug-of-war.IntermediateIPMERC 250Closing - confirmed next stepsWhy most closes fail before the close, and what to do about it.IntermediateWRIOC 101Objection handling with WRIOCWelcome, Re-examine, Isolate, Overcome, Close.FoundationsWRIOC 220Price and salary objectionsWRIOC applied to the two objections that come up on every call.IntermediateFAB 101FAB constructionFeature, Advantage, Benefit. In that order. Always.FoundationsFAB 150USPs and one-linersMemorable lines that compress your USP into one sentence.FoundationsAGY 101Recruitment process: sourcing to placementThe five-phase delivery process, with KPIs per phase.FoundationsAGY 210Cold calling and the gatekeeperThe 10-second opener, the relevant trigger, and three ways past the gatekeeper.IntermediateAGY 320Retained search and partnershipsSelling retained search instead of NCNP, and how partnerships compound the funnel.ExpertMND 110Sales mindsetMindset principles: no jargon, take a position, 30/70 talk ratio, control the agenda.FoundationsMND 220Hot Job: lead-to-dealWhat separates a Lead from a Hot Lead, and how to close one in a single IPMERC pass.IntermediateTER 101FoundationsPEO 101FoundationsPLN 101FoundationsCRM 101FoundationsAGY 150FoundationsAGY 220IntermediateKAN 201IntermediateINT 201IntermediateOFF 201IntermediateKLA 201IntermediateSLS 301ExpertMGR 201IntermediateTPL 101Foundations
Research
One in four clerks is goneSeptember 2026Ageing without a benefit waveSeptember 2026No more satisfied than the restSeptember 2026Supervision grows twice as fast as the stateSeptember 2026Everyone else fell fasterSeptember 2026Scarcity does not stop at the borderSeptember 2026The wage wave recedesSeptember 2026What employers do about shortagesSeptember 2026The only constraint rising again is labourSeptember 2026The 2035 openings are mostly replacementSeptember 2026111,713 ICT firms and countingSeptember 2026The country of second jobsSeptember 2026Near the bottom on STEMSeptember 2026Short here, surplus thereSeptember 2026The empty youth reserveSeptember 2026Forty-four years of workSeptember 2026Unemployment here is a short staySeptember 2026Half of Dutch workers work from homeSeptember 2026Two of the five negotiation styles payAugust 2026One in 25 changes employer every quarterAugust 2026Quality beats speed as top hiring problemAugust 2026More time scheduling than assessingAugust 2026The gap sits after the apply buttonAugust 2026Who leaves decides the shortageAugust 2026The in-house recruiter only pays off above five to seven placementsAugust 2026First wider, then the agencyAugust 2026The shortage has a job titleAugust 2026Cloud in seven firms out of ten, ICT staff in threeAugust 2026Construction and the grid need 103,000 people before 2029August 2026More graduates, the same shortageAugust 2026Labour costs rose 26.5%, yet salary rarely blocks a vacancyAugust 2026372,000 part-timers want more hours, against 297,000 unemployedAugust 20261.87 million workers leave within ten yearsAugust 2026In construction the vacancy rate went from 7.5% to 7.4%August 2026Labour supply barely grows again before 2040August 202636,000 more people in IT, and the market still coolsAugust 2026
Open source
Research articles published openly by IPMERC Research. Free to read, cite and share.
Architecture pays best: a median of €7,800 a monthMedian gross monthly salaries per IT market in the Netherlands, based on 1,115 observations from 968 candidates.72% of candidates do not get past the first interviewLead times, dropout rates and salary bands by seniority across twelve IT markets.Amsterdam dominates every IT market except Embedded and PHPDistribution of IT candidates across Amsterdam, Rotterdam, Utrecht and the rest of the Netherlands per market.The five-attempt rule comes from a 1942 surveyWhere the sales myth comes from and what large datasets show about following up with clients.Structured conversationsA framework for opening, questioning, proposing, handling resistance and closing.