Archive for executive recruiting

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.

 

 

 

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Sales Opening in Silicon Valley/Colorado

Posted in Sales Jobs/Leadership Jobs with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on August 27, 2008 by ronmasoncoaching

Proven products in high performance computing, profitalbe 20 year old company, run rate business in the federal integrator, federal and commercial segments and a comp plan that leads to the mid $300’s.  Ideally the person will be based in Colorado or Silicon Valley and we will keep an open mind to our candidate being placed in a major metropolitan area on the west coast. 

At our recruiting firm we implement a marketing campaign deisgned to touch prospects and clients once every few weeks, with the specific intent being to develop ‘mind-share,’ which means being the top one or two choices for a VPS when beginning to hire.  It’s a powerful recruiting strategy and the recruiting tip of the day.

As always, if you know someone we should be speaking to, drop us a line.  ron@episearch.com

What Is Your Why?

Posted in Motivation with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , on August 25, 2008 by ronmasoncoaching

Clearly understanding why you wish to create a cutting edge consulting recruiting business is the first block of your foundation.  Becoming clear on your goals is more challenging than most people acknowledge.  There are two foundational motivators which drive human behavior.  Moving towards pleasure and moving away from pain.  Many of us at times, have both motivators working within us, with one being dominant.  The key to unlocking human potential is to effectively recognize which drives your behavior consistently.  Fortunately, statistics clearly point to moving away from pain as the dominant creator of human behavior patterns. 

 

Knowing the majority of people will be an order of magnitude more motivated to move away from pain, is an incredibly valuable personal recruiting strategy and tool that we have at our disposal in creating new income streams.  With this knowledge we can powerfully create goals that are aligned with our primary behavior pattern.  We can begin to align our goals at a foundational level.

 

Most people can quickly list several wants, such as a new car, an updated kitchen, money to send children to day care or private school and perhaps even list their desired retirement income.  Simply stated, most of us, with ease, can in a few moments list our goals.  Few people take time to strip away the layers of their goal to understand their why?  Doesn’t it make sense to understand why we want to achieve our goals?  The value of understanding your why is profound, as understanding what you are moving away from, and emotionalizing your biggest fears, creates passionate motivation to do whatever is possible to move far away from that fear.  Momentum occurs.

 

So, how do you find what your why is?  Similarly to writing your goals, simply list your biggest goal.  Once listed ask yourself, what will that do for you?  Write the answer down and ask yourself why that is important to you?  Now that you have your answer, ask your self, “and why is that important”?  Really dig deep and confront the reason.  Confront your why.  How does your response make you feel?  Chances are, if your answer is emotionalized, you have found your real why.  Your answer or your real why, may be your biggest fear. 

Network Configuration Managment Openings

Posted in Sales Jobs/Leadership Jobs with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , on August 21, 2008 by ronmasoncoaching

Looking for Federal Sales Jobs in DC or MD?  As we say in Utah, This Is The Place.  One of our clients has begun explosively moving up and to the right of the S Curve in Revenue and Client Count.  Their founder, the first person to attain the highly coveted CCIE Certification has created an Appliance that performs many of the functions a CCIE would perform and they do it at a fraction of the price.

We are currently working with them on two openings.  The first is an inside sales role selling to accounts with 300 units or less.  The compensation includes stock and targets complete compensation at $80,000 to $100,000 a year.  The opening is part of a growing team that has scaled revenue from $378,000 to over $1,000,000 in three quarters.

The second opening is a Federal DOD Sales Job selling to all of DOD.  They have just closed over $2.4M in a marquee DOD account and now, they need to scale.

Here is the best part: their management team have been foundational behind the successes of company’s like Netscape, PureEdge and Juniper which means, your stock may have a significant wealth uplift.  Email me at ron@episearch.com to learn more.

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.

Director of Sales, State, Local and Higher Education

Posted in Sales Jobs/Leadership Jobs with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on August 12, 2008 by ronmasoncoaching

Our client has pioneered digital investigations for twenty years, providing the technology and training that empower law enforcement, government agencies and corporations to perform comprehensive computer investigations. Our client delivers state-of-the-art password cracking, decryption and computer forensic solutions. Our client’s Forensic tools and enterprise investigative solutions enable organizations to preview, search for, analyze, process and forensically preserve electronic evidence for the purposes of criminal investigations, internal investigations, incident response and eDiscovery. 

The opening is in Utah managing and growing a rapidly growing team of out bound Inside Sales Representatives.  The technology is at the nexus of explosive growth in the security sector.  Large players like Symantec and McAfee are quickly moving into Forensics which will create tremendous valuations.  Stock is available.  For more information email me.

Finding this opening and every other that we execute for our clients, is simply a reflection of the recruiting strategies we share through our training curriculum.  Creating referrals, recruiting referrals and and having those referrals validated are truly the game.

Explosive Growth!

Posted in Talent with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , on August 9, 2008 by ronmasoncoaching

Recently, I have been asked to fill a Federal DOD Sales position for a company that has grown from $3M to over $120M in just three years.  How does a company achieve such massive growth in a short period of time.  After 12 years recruiting in technology I have learned a few things.

First the technology needs to be disruptive within an already established market.  Harry Dent wrote about adoption curves in his book, “The Roaring 2000’s,” several years ago.  It’s a great read, check it out!  Essentially, he described the time it takes for new technology to be adopted and pointedly illuminated how the first 10% of adopters took the longest with the remaining 90% following quickly.  VMware benefited from this dynamic.

Second, talent selection and attraction is essential.  Recruiting strategies around acquiring a top leader who breeds loyalty from managing down is critical.  Great companies find great leaders who people like and respect.  People are naturally attracted to good people and virally the team grows.

The point is simply, invest wisely in people and do not be afraid to pay a premium.  Doing your due dilligence through referencing and networking often lead like branches of a tree, to the talented leader your firm needs.  In sales recruiting, identifying and attracting your leader will be the most difficult task.  You know you have selected wisely when the majority of your sales team is staffed through word of mouth.  Monitoring your HR budget for recruiting expenses in paralell with tracking revenue will provide the necassary indicators to course correct.