Archive for the recruiting strategies Category

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.

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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

Effective Interviewing Technique – Recruiting Strategies

Posted in Recruiter Training, Recruiting Employees, recruiting strategies with tags , , , , , , , , , , , , , , , , , , , , , on July 16, 2008 by ronmasoncoaching

When recruiting candidates often recruiters neglect to properly prepare their candidates to pre-sell themselves leaving the interview to chance.  I would propose it is more powerful to invest the time in preparing the candidate’s mindset.  Sharing with the candidate that the interview is clearly a selling opportunity and it is their job to do the selling is critical to their interview success and the recruiters financial success.  Below is an example of our strategy to powerfully prepare each candidate, senior or junior.

First:  Fortunately I am going to be able to get you an interview and I need you to listen to me for a few minutes and please take notes.  It is very important that you get this.

Then:  We have to realize this is a sales situation.  It is crucial that you share enough compelling information about yourself for them to be interested in pursuing you and interested in hiring you.

Then:  An interview is not, contrary to popular belief, a two-way street.  Our goal together is to place you in a position of choice, where you walk away from each interview in the driver seat and YOU have the option of choosing to go back in to the next round of interviews, right?  Undoubtedly, until you have an offer, nothing has really taken place.  So it is important you sell yourself just as hard as you can.  There are simply so many candidates for a company to interview.  For every interview we get you, the Employer is interviewing 15-16 other candidate’s.  Our goal together is for the employers to not only remember you, but to also want you back in the next round to pursue you.  Does that make Sense?  So what I would like to do is take a few minutes to isolate your accomplishments.

Then:  First let’s take out a sheet of paper and divide it into three columns.  The first column we’ll label Feature.  A feature is an accomplishment.  For instance, you closed a deal at Army, right.  That would be a Feature.  The second column will be Advantage.  An Advantage is simply the value, the dollar value or percentage of increase, directly tied to the feature.  And the third Column is the Benefit.  Simply put the benefit is your part in the process that led to the Feature, Advantage and Accomplishment.  Does that make sense?  I would suggest making a list of the top eight to ten F.A.B. points about your last five years.  As you recognize now, the value is twofold, right?  Not only do you semantically map your achievements so they are top of mind, but the added benefit is you now can present them concisely and compellingly, right?

Then:  Clearly the flow is important.  We want to be concise, keeping each F.A.B. to 45 seconds each.  Here is an example for you; “while working with Oracle, I closed a $3.2 million deal with Army across twenty bases and three commands that I nurtured from a cold lead to an enterprise deal over eighteen months.

Then:  Our goal is to present three F.A.B. (Feature, Advantage, Benefit) points, each last only forty-five seconds, are you with me?

Next:  Take your sheet of paper and turn it over.  We are now going to create an Interview Platform.  Simply put, the platform is an interview process designed to help you control the most compelling information about you, help eliminate the typical reactivity in a traditional interview and most importantly place you in a position to clearly understand the key to success in the position.  It is a five point outline:

Next:  Point one is the Grabber.  The Grabber is designed to assumptively get the Hiring Authority’s attention and it goes like this:  “Based on what I know about the position here is why I feel I am a fit for the position.”

Then:  Immediately, without pause go to Point Two.  This is where you share the three most compelling Feature’s, Advantage’s and Benefit’s you bring to the company.  Remember these are concise and compelling, right?

Next:  Without pause or segue move to Point Three.  These are your business questions.  Five to six questions designed to understand the pain and how to be wildly successful in the position.

Then:  Point 4 of the Interview Platform we call Personal Questions.  The key question to ask the Hiring Authority is, “how did you choose to work with Oracle?”  We are looking for a decision making style.  If your Hiring Authority say’s, “well, I was looking for an industry leader with a broad technology stack, so I called Oracle and asked for an interview, then your Hiring Authority is an Internal decision maker.  She makes her own decisions.  If your Hiring Authority says, “I received a call from a Recruiter, the Recruiter shared the opening with me, so I called a few customer’s and asked them their opinion, they were positive.  So, I then called an old colleague and he felt positive, and then I decided to interview.”  With this knowledge you now know your Hiring Authority is an External decision maker, meaning they will only make decisions with other’s approval.  The benefit to you now is you know how to sell yourself each step of the way through the Interview Process, right?

Last:  Point 5 is The Close.  In an interview the close is critical.  We propose there is power in three’s, so we close three times.  The first is very soft and is simply closing for fit.  “Based on my background and what you are looking for, how do you feel about the fit?”  If we get agreement on fit, we close for process.  “Can you help me understand when you would like to have someone on board and who else will be involved in the decision making process?”  Our final close is for “next step.”  “I’m available Tuesday or Wednesday to meet with member of your team, which day works best for you?”

Whether you are primarily in sales recruiting, I.T. recruiting or a hiring authority who is championing a candidate, properly preparing the candidate to interview, is truly excercising cutting edge consulting recruiting.  Learn more about our strategies at www.ronmasoncoaching.com

 

 

Coaching Benefits- Recruiting Strategies

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

I am continually asked how to take recruiting and billings to the next level.  The answer is always straightforward, get a coach who will hold you accountable to your goals, your actions and your commitment to generate a higher level of skill.  Coaching guides you to creating new recruiting strategies that will dramatically aide you in recruiting employees or in your executive search efforts.  Tiger Woods has a coach, Michael Jordan had a coach when he played and countless other’s in all industries who are at the top of their game have coaches.

 

The reason is simple, you see many times when we are in our day to day process of massive action, it becomes difficult to see our personal skill level caps or personal psychological caps.  Once these caps are identified it becomes much easier to ‘blow’ through and attain higher levels.

 

Coaching is critical to the long term stability, success and fulfillment in your career.  Moving from proficiency to mastery is an intense, long term series of actions which require greater skill, discipline and higher intensity.  Mastery is essential not only for you and your family, but also for your clients and candidates.  Achieving mastery requires an extensive look at your strengths, weaknesses, daily disciplines, your current systems and your biggest goals and then installing new skills, disciplines and precise execution of your new system.  The synergy of commitment and accountability to your goal will assure your ascent to mastery while supercharging your business.

 

Venture Capitalists, CEO’s and Leaders in all fields recognize two essential secrets of success; one, that success does leave clues and two, we all benefit greatly from synergy.  Systematic, consistent actions inevitably lead to results.  Always those results are achieved through commitment to attain that result.  Ron Mason Coaching illuminates for you, the habits and behaviors with which you currently operate daily, and most importantly how they may propel you professionally or cap you.  Do you frequently hit your committed revenue goals, or like most, do you fall short.  Ron Mason coaching delivers the resources that will elevate your income, fulfillment and contribution. 

 

Professional coaching challenges you to acquire skill’s, improve your resolve and tap new resources in your pursuit of mastery.  For information on our coaching programs, go to VP Coaching or CEO Coaching.  http://www.ronmasoncoaching.com

Writing Your Resume: Recruiting Strategies For Your Personal Job Search

Posted in Recruiting Employees, recruiting strategies with tags , , , , , , , , , , , , , , , , , , , , , , , , , , on July 14, 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 when recruiting employees 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 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:     Widener 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.

 

Recruiting Tips- Preparing Your Candidate To Get Commitment!

Posted in Recruiter Training, Recruiting Employees, recruiting strategies with tags , , , , , , , , , , , , , , , , , , , , , on July 11, 2008 by ronmasoncoaching

 

One of my mentors many years ago shared one of his key success secrets with me and that is simply to prepare your candidate to expect and prepare for the unexpected question.  You see, hiring authorities are often seeking to qualify out as many times as they seek to qualify in, which means it is critical in giving good service to prepare your candidate properly. 

In an interview your candidate needs to be prepared for any question.  Many are legally inappropriate, however they do get asked.  A powerful exercise to completely prepare for the interview, is to have your candidate go through each question below and formulate have their response.  This exercise, not only prepares your candidate for the explicit question in this list should it be asked, but it also prepares them mentally and energetically to powerfully manage any question that is asked of your candidate.

  • What are you short-range objectives? Long range?
  • What do you look for in a job?
  • Why are you leaving?
  • What can you do for us that someone else cannot do?
  • Why should we hire you?
  • Can you work under pressure, deadlines, etc.?
  • What is your philosophy of management?
  • Do you prefer staff of line work? Why?
  • What kind of salary are you worth and why?
  • What are you five biggest accomplishments in your present or last job? Your career?
  • Why didn’t you do better in college?
  • What is your biggest strength?
  • What is your greatest weakness?
  • What business, credit of character reference can you give us?
  • How long would it take to make a contribution to our firm?
  • How do you feel about people from minority groups?
  • If you could start again, what would you do differently?
  • How do you rate yourself as a professional?
  • How do you rate yourself as an executive?
  • What would your current manager say is your weakness?  Your strength
  • If you stay in your current position, what would be a logical promotion?  Why leave?
  • What new goals or objectives have you established recently? Why?
  • How have you changed the nature of you job?
  • What do you think of your boss
  • What is your feeling about alcoholism?    

·    What is your feeling about divorce?    

·    What are your feelings about abortion?

·    What are your feelings about women in business?

·    What are your feelings about religion?  

  • Why haven’t you obtained a job so far?
  • What features of your previous job have you disliked?
  • Would you describe a few situations in which your work was criticized?
  • Would you object to working for a woman?
  • Why did your business fail?
  • How would you evaluate your present firm?
  • Do you generally speak to people before they speak to you?
  • If you were at a social function and you did not know anyone, how would you meet others?  Why would you do that?
  • How would you describe the essence of success?
  • What was the last book you read?      
  • What was the last movie you saw?      
  • What was the last sporting event you attended?
  • What interests you most about the position we have?   
  • What interests you least about the position?
  • Don’t you feel you might be better off with a different size firm than ours?
  • Why aren’t you earning more by now?
  • Will you be out to take your boss’s job?
  • Are you a leader?    Give an example.
  • A you good manager?     Give a good example.
  • Are you analytical?     Give an example.
  • How would you describe you own personality?
  • Have you helped increase sales?     Profit?     Reduce costs?
  • How many years have you attained quota?
  • The years you have not, why?
  • Do you have customers who are unhappy about the work you performed for them?
  • What do your subordinates think of you?
  • Have you hired people before?    
  • What do you look for?   
  • Have you fired people before?
  • How long would you stay with us?
  • Why have you not been promoted?
  • What charitable endeavors do you pursue?
  • How much travel is too much travel for you?
  • What do you don’t have in your current position that you would like to have?
  • Do you stay in touch with past colleagues from?  Why not?
  • When you were a child, who did you want to become?  Are you on track?