Would You Like to Handle Objections More Powerfully

Recruiting Strategies to Empower You in Recruiting Employees– Cutting Edge Consulting Recruiting

 

We are proud to present a breakthrough Training Curriculum, never before offered in the Recruiting Industry that guarantees a more profitable and fulfilling Recruiting career.  With these unprecedented courses you will begin to powerfully create a rewarding career for yourself and see immediate results while contributing at level you now dream about.

 

 

Ø      Lead Generation System Track

Ø      Recruit Power Track

Ø      Objection Mastery Track

 

Objection Mastery Track Tab

 

What Is The Value?

 

v     Six Months of Breakthrough Calls With Your Coach

v     All New Ron Mason Coaching Clients Receive Our Objection Mastery Dialogues

v     Develop a Process to Handle Every Objection Powerfully and Keep Your Leads Moving Through the Funnel

v     Low Price Only $295 Per Month for Six Months

 

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What is The Advantage?

 

v     Learn a Water-Tight System For Confidently Handling Every Objection

v     Build Deeper Relationships with Your Candidate’s

v     Recruit More Top Talent Into Your Company

v     Qualify-In More Leads

v     Create Peace of Mind

 

What Is The Benefit?

 

v     EARN MORE INCOME!

v     Fill More Positions!

v     Create 10 New Objections Per Day For Every Situation You Face- And Role Play to Mastery!

 

 Recruit Power Curriculum is designed for the truly committed professional who would like to increase their level of billing, career satisfaction and contribution.  To learn more simply log on to www.ronmasoncoaching.com or call us today and begin to create consistent billing results in any economic climate. 

 

Being a Fisherman Revisited

In an earlier blog post I suggested a shift from one to one recruiting to a model where one can now reach hundred’s, if not thousands through web a 2.0 model.  For several years executive recruiters have been exposed to the virtues of blogging and social networking.  Teachers of the new paradigm, when queried, have admitted that they have yet to make a placement leveraging web 2.0 strategies.  Why?

 

Interestingly, executive recruiters as a collective are action focused.  Seldom do we take time to step back and think strategically about working ‘on’ our business.  Now, bombarded with messaging regarding the efficacy of a comprehensive internet marketing strategy, we are paralyzed with inaction.  The conundrum originates from being exposed simply to ideas vs. a comprehensive strategy.  The idea is the blog or a social networking site; the strategy is, how we powerfully incorporate all components of social networking into a consistent and executable strategy that generates branding, credibility and expert level imaging.

 

Clearly, there is significant benefit in executing a long term internet marketing campaign.  Compellingly, leveraging social networking sites, a recruiter can begin to brand themselves as an expert in the minds of very young viewers.  Typically, by the time a FaceBook patron accepts their first job, they have already begun to view FaceBook as either ‘high school’ or ‘college,’ which means if we have an opportunity to indoctrinate young talent.

 

Tune in tomorrow as I share one profitable strategy to build your own web 2.0 campaign and begin to install powerful recruiting strategies.

 

www.ronmasoncoaching.com

www.episearch.com

 

 

 

Creating Abundance through Referral Strategies

 

Creating Abundance through Referral Strategies

 

“Call Jim, he is looking, he has the relationships in place where your client needs them, and he has had high income years selling which means I strongly recommend him, but please don’t tell him where you got his name.” 

 

When you encounter this dialogue what is your next move?  Many people I talk to and work with will simply be grateful and feel as if they have had a significant victory only to call their referred lead and find a cold reception.  Are there more effective methods to referral based placement strategies?  Corporate HR is highly skilled and becoming more sophisticated in talent sourcing and job boards such as Monster are creating vast databases which Recruiters must compete against, right?

 

Recruiting strategies to create warm leads are critical to your success.  Requesting your referral source to sponsor your lead is a simple technique that when executed properly can be an easy aide to boosting your billings.

 

Sponsoring a referral is short process.  Exchanging pleasantries and introducing humor to your dialogue breaks the ice, reassuring your contact that you are committed to providing great; pressure free service is the first step.

 

Asking your contact for help is our next move and it simply sharing your mission, your business expansion or your search, and at the same time inquiring if your contact would feel comfortable referring anyone to you.

 

Next we want to inquire three times for names.  When a name is mentioned we simply express our gratitude and mention in conversational context that it is beneficial for all involved for your contact to call their referral and simply explain the relationship which led to a referral.  Having your contact call their referral is where the power lies.  You, as the recruiter, now have influence to suggest a dialog.  So use this leverage to stack your deck and watch your fulfillment grow.

 

Ron Mason

www.ronmasoncoaching.com

http://www.episearch.com

 

No Limit Talent vs. Dead End Talent -Executive Recruiting Tips

In cutting edge consulting recruiting we executive recruiters like to distinguish talent types.  Certain talent can exceed in the role they were specifically hired to fill and continually learn, expand and grow within your organization.  We call this talent type, no limit talent.  Another talent type will fill their specific role and often times excel with their role, but are simply capped out at the height of their ability.  We call this talent type, dead end talent. 

When considering a new hire it is critical to plan ahead twenty four months with your new hire’s career growth in mind.  If your new hire will by necessity need to move into a leadership role or diagonally move within the organization it is best to distinguish the caliber of talent in front you.  After your behavioral interview process, reference due diligence and assessment via DISC or Value Profile, are you confident your new hire has the capacity to grow? 

Has your new hire excelled in multiple stages in their development.  For instance was the person a leader in High School either academically, culturally or athletically.  Can you point to the same level or similar level of achievement in their undergraduate work?  Military?  Professionally?

If the answers to these questions are yes, then there is a high probability that your new hire is No Limit Talent.  On the other hand, you may have a qualified candidate who lacks the repeatability of success in a multitude of environments, with this knowledge you now recognize there is a strong argument that you are interviewing Dead End Talent.  Certainly, there are roles within your organization where No Limit Talent may not be needed.  By all means it is prudent to make those hires.  However, armed with the new distinction you will reduce turnover and lower your human capital costs.

The value of the distinction is powerful.  When recruiting employees the highest cost is incurred in the acculturation process which typically lasts six to nine months.  Inevitably it takes time for one to learn new systems, to identify knowledge silos and to understand the political climate of their new organization.  With increased focus on knowledge acquisition, new hire’s undoubtedly lack production capability and adds to your costs. 

Lowering the cost per hire and raising your human capital ROI is directly tied to your identification of talent types by selecting the appropriate talent types.  No Limit talent will incur a one time investment to cover your cost of acculturation.  Repeatedly hiring dead end talent, incurs fixed costs that cannot be recouped.