Archive for the Recruiter Training Category

Go For No

Posted in Motivation, Recruiter Training with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on September 12, 2008 by ronmasoncoaching

I recently finished a great book written by Richard Fenton Andrea Waltz.  The premise is simply to design your business building efforts around the word NO.  Invariably, most people in HR Recruiting and contingency recruiting when building their rolodex set goals around the word yes.  Yes I want to interview.  Yes I will accept the offer.  Yes, I would like to retain you.  Yes I intend to sign the agreement.  We all have heard these responses in the past, right?

GoForNo proposes it is more profitable to design your business building efforts around getting no’s.  If you focus on a no goal, you will not stop your prospecting efforts when you hit a mulitple yes’s, which is what most of us do.  We set a production goal, hit it more quickly than we expect and guess what?  It’s time to take a break and enjoy our success.

The paradigm shift occurs when you have a firm no goal.  With a no goal, your successes will not become and obstacle in your journey to your larger dream goal.  Interestingly, at Ron Mason Coaching we teach to get comfortable, competent and confident, so a professional recruiter can get into massive action and thereby begin to acquire no’s rapidly.

Awesome litttle book.  Enjoy it.

Advertisements

Cracking The Referral Code

Posted in Recruiter Training with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on September 3, 2008 by ronmasoncoaching

Step One:  Small Talk / Humor

Hello, Jim?  This is Ron Mason with Ron Mason International.  How are you doing?   Great!  Listen I was thinking about our last conversation and decided maybe I should leave sales.  Your pitch was awesome.

 

Step Two:  Ask

I’m calling for a couple of reasons.  First, I’d like to ask you a question.  Even though you have never worked for a company I recruit for, based on your experience with me through interviewing with my clients in the past, would you feel comfortable referring me if you knew anyone who was looking at new job opportunities?

 

Step Three:  Promise

Great!  I want to assure you Jim, that if you did recommend me to anyone, You will never regret it.

I will make their goal, my number one goal.

I will give them excellent service.

I will keep you informed through out the interview process.

It is important to me that you know how much I value your recommendation.

 

Step Four:  The Reason / Help

The other reason for my call is to ask you if you know of anyone thinking of hiring or looking for a new job in the near future.  You see, Jim, the job market in our area has been very active, and most of the Candidate’s I work with have landed in new jobs, so I need great people for my clients.

 

Step Five:  Who Do You Know Who…?

Who do you know who might be interviewing or looking for a new job?

 

Step Six:  Probe ( Close Three Times)

1.      How about someone you currently work with?

2.      Anyone in the neighborhood?

3.      Anyone from the last company you worked with?

 

Step Seven:  Permission and Commitment

No?  Well, I appreciate your help.  Let me ask you, Jim, from time to time there are new opportunities and changes in the market that could affect your job and income.  If I were to keep you posted on those changes, would that be of value to you?  So if I kept in touch would that be okay with you?  Great, then, I promise I will.

 

Creating relationships, authentic relationship may seem trite in today’s technology leveraged cutting edge consulting recruiting world, but I would propose relationship creation, is a recruting tip you should consider in sales recruiting or recruting employees in a passive environment.  All the best.

 

 

 

Power of 3’s

Posted in Recruiter Training, recruiting strategies with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on August 15, 2008 by ronmasoncoaching

An often overlooked and powerful strategy in sale recruiting is simply, the power of 3’s.  Setting the stage by sharing your commitment to providing great service, being in communication along the way, and handling your business with integrity, is the first step in the process.  Assuring your referral source you will take care of their friend like family and assuring your referral source they will never be embarassed are key.

Once comfortable, I move to the second step in the process, it is time to ask for referrals.  I like to focus my referral requests in a few key areas.  Usually, the person I am talking with and I have history together.  I may have sent them out on interviews in the past which means I have access to their resume and the company’s they have worked with in the past.  I ask for a referral from their past employer, then I inquire about current colleagues and lastly I narrow down to the competition.  Typically, I get the referral on the third request.  It’s a powerful recruiting strategy which only deepens the relationship I already have.

As always, sales and recruiting, is always a step by sttep process.  Asking for the referral out of sequence will not yield the same results as following the process.  Stop by and check out a resource that you can leverage for accountability, role play and skill enhancement that will boost your billings.

Sales Leadership Candidate in DC- Federal Intelligence Community

Posted in Recruiter Training, Talent with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on July 30, 2008 by ronmasoncoaching

Leveraging cutting edge consulting recruiting strategies has led me to a an incredibly talented strategic and tactical Federal Vice President.  Having built federal businesses to over $400,000,000 a year in the past, and having both hardware and software experience, has created a unique skill set for any company serious about doing business with the federal government.  Of course he is cleared with a TS/SCI plus Polygraph.  Great catch.

So, how did I find him?  In sales recruiting it’s a networking game to build relationships, nurture the relationship and once complete, create referrals from those networks.  Recruiting strategies developed with long term strategic views towards building profitable relationships have become the foundation of my business.

Is networking a sales game or simply a networking game?  Interestingly, whether I am in a social situation on the weekend or a ‘networking’ event during the week, the game is always the same, and that is simply I need to sell myself to those I want to associate with.  Semantically, networking and sales are disparate but in reality they are one and the same. 

Perhaps a more fitting word would be attraction.  Making myself attractive will undoubtedly attract those I seek to enter into relationship with.  In sports recruiting and athletic recruiting the game is the same.  Picture a winning football team like the U. of Florida in 2006, are they more attractive to recruits now than prior to winning a championship?  Drilling down further, consider their head coach.  Regardless of how impressive the program is, if the young recruit finds the coach repulsive, do you think the recruit will choose Florida?

Chances are he may not.  If he found Florida’s head coach attractive the deal would be locked down instantaneously. 

Undoubtedly, in our competitive world of recruiting, it is important to generate and enhance skills that make us more attractive, which is why we continually focus on learning conversational selling skills which blend seemlessly with our personality.  That synergy, creates an attractive being who is growing ever more powerful in their understanding of human pyschology, and the greater our understanding of human pyschology, the more impact we can deliver to the lives we touch.

Integrating New Skills- Recruiter Coach and Trainer

Posted in Recruiter Training with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , on July 28, 2008 by ronmasoncoaching

Seminars, training and learning new skills are the foundation of contemporary professional education right?  I know quite a few people personally who we can consider ‘seminar junkies’ and certainly you can name a few as well.  Continually, these people keep coming back for more and more education but seemingly, these same people fail to internalize and ‘become’ the person with new skills, disciplines and processes.

Many of also avidly read self-help, self-improvement and books to acquire new skills of any type.  Obviously, there is a benefit to filling your mind your great content, right?  The cliche of ‘garbage in – garbage-out’ truly has merit, however there is a limit to how far the average person can integrate their newly acquired content.

In every industry there are purveyors of great content, which if integrated effectively would lead to quantum leaps in performance, but inevitably, people seldom make quantum leaps.  Why?

Two obvious answers appear when inquiring.  First, our mind set needs to shift from doubt to excited expantcy, fully emotionalized with happiness and second, it is imperative new training be integrated powerfully through skill practice. 

Truly committed recruiters and executive search consultants need to have an environment where they can role play and be held accountable.  Developing new skills requires 45 days of consistent action.  Committing daily to spend fifteen minutes of your time role-playing verifiable selling processes overlaid with your personality will empower to ‘be’ the person who is capable of profitably handling objections, creating referrals and attracting new business.

Through recruiter coaching, any recruiter, whether they are starting a recruiting business, recruiting employees or recruiting athletes in athletic recruiting, can ‘sharpen their sales saws’ to perfection.

Clearly there a number of very strong resources available to recruiting professionals, however I have personally researched and experienced a number of the larger ‘brands’ and I have continually found them credible, but lacking.  You see, the foundation of our business is simply our conversational selling skills and there is only one resource available to today specifically designed to train recruiters.  In it we do not teach how to create a blog, or develop webinars, nor do we hand you a book of scripts and send you on your way and we will not even share recruiting training information that is stale and 30 years old.  We will simply teach a proven sales process that when completely integrated into your daily conversations will create more income, more certainty and more peace of mind.

Resume Mastery- Resume Creation That Generates Results

Posted in Recruiter Training, recruiting strategies with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on July 25, 2008 by ronmasoncoaching
Ever wonder why Executive’s and HR Recruiter’s choose one resume over another?  Are you curious what content they are searching for?  Have you been perplexed over what information is need-to-share and which information is background noise?  Candidly, hiring authorities today have access to vast numbers of resumes and typically they are searching for a few key skills and benefits regardless of the position to be filled.  Unaware of what those skills and benefits are, many times we stack the probabilities against us by the language and content we include in our resume and ultimately, we inadvertently write ourselves out of consideration unwittingly.

Faced with this uncertainty, many people choose to outsource their resume creation entirely to a firm that specializes in writing resumes for a fee.  While the presentation, consistency and organization of the content is typically outstanding, often the information shared lacks impact and power.  As a contingency and retained recruiter for ten years I have many professionally created resumes in my database.  Unquestionably they are polished however they simply lack marketing power.

Steps to Create Your Resume:

1.       First identify for each position your compelling accomplishments by asking these questions for each position. 

 

ü      What was the key metric leveraged to monitor my performance?

ü      How much money did I save the company?

ü      How much revenue did I create?

ü      How many projects were I involved in and what were the names and relevance to the core business?

ü      How many of the projects that I was involved in were completed in time and under budget?

ü      How much under budget?

ü      Of those projects, how much revenue can I tie directly to my project?

ü      How many new customers did I attract and close?

ü      How large were the largest deals I closed?

ü      How much revenue can I tie directly and honestly to those closed deals?

ü      How much was my quota for each year and how did I perform?  Characterize in dollars or percentages over quota contingent on which variable is most compelling.

ü      How many offices did I open?

ü      How many people did I hire?

ü      How many leads did my marketing department create?

ü      What was the conversion ratio?

ü      How large of a department did I create?

ü      How large was the company or team when I joined and how large is it today?

ü      How much venture funding did I attract?

ü      What accounting standards did I utilize?

ü      Who subscribed to the Initial Public Offering?

 

2.       Next, open a blank page and in the header type in your contact details including Name, address, phone number and email address.

 

3.       Now create a Professional Summary that takes the three most compelling accomplishments you have achieved in your career and communicate them using active languaging.

 

 4.       Skip one line, create a header that says: Strengths.  Write one line that clearly communicates your professional strengths.  Be careful not to dilute the power of your strength, so I would propose only including two to three.

 5.       Next, in bold text, underlined and Cap locked, write EXPERIENCE:.

6.       Now skip a line and add your most recent employment history.  Name the company, it’s headquarter location on the first line.  Beneath include a paragraph on your most recent employer’s solution and services, customers and a link to their website.

 

EXPERIENCE:

2000-Present Company Name, Landover, Maryland. 

A publicly traded, $300,000,000 market leading provider of software tools and solutions to enable web based test and quality assurance which ensures maximum up-time, extensibility and reliability.  Clients include ninety-five percent of the Fortune 100, Government Contractors and Federal Agencies.  http://www.companyname.com

 

                        Federal Integrator Manager

·               Responsible for all FSI Solution Partner Alliances including GSA Schedule Partners. Developed market strategy with Alliance Partners to expand  Mercury presence beyond the testing marketplace.

·               Increased GSA Business from 10% to 50%.

·               Increased FSI Business from 0% to 30%.

·               Partner business increased from 10% to 80% of total Federal Business. Quota: 17 Million of 21 Million.

·               100% of Quota 3 of 4 years.

 

7.       Repeat the same format for each position held being attentive to accomplishments, focused on revenue created, growth, cost savings and performance metrics for each position.

 

8.       Once each professional experience is completed and formatted as above, add your Education.  Invariably, if your G.P.A was high, be sure to note it as well.  Beneath your education include your professional certifications such C.I.S.S.P. etc.

                                 EDUCATION:    University, West Chester, Pennsylvania

                                 Graduate Degree in Business Management; Minor in Economics.

 

9.       Next add your affiliations.  Affiliations are any networking groups and associations you belong to.

 

Resume writing is a simple process really.  The key is to begin to think as an executive thinks, which is clearly on the ‘business essence’ of your role.  High impact verbiage with a focus on your key performance metrics will jump off the page for recruiters and Executive leaders.  I offer an audio for $29.95 called Resume Mastery to the general public, however if you would like a free copy simply email me or got my site.

All the Best 

 

 

 

 

 

 

 

Connection- The Difference That Makes the Difference

Posted in Direct Sales, Recruiter Training, recruiting strategies with tags , , , , , , , , , , , , , , , , , , , , , , , on July 22, 2008 by ronmasoncoaching

Yesterday I read a an amazing post from Doug Firebaugh who is a leading generic sales and marketing trainer in the Direct Selling industry.  Forget mindset and begin to consider your connection.  Continue reading