Archive for recruiting blogs

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.


Your Why Continued- The Worksheet

Posted in Motivation with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on September 11, 2008 by ronmasoncoaching

Below is an aide to assist you in identifying your why.  Prior to reading further, commit yourself to completing the exercise.  Remember, your true why is likely to be directly tied to a ‘moving away from pain’ driver if you are like 90% of the population in Western Civilization.


Cutting edge recruiting consulting demands that we not only understand our personal motivation, but in recruiting employees, sales recruiting and diversity recruiting it is imperative that we understand our client and candidate motivation.  Creating questions to discern this powerful distinction, generates compelling recruting strategies for all level of placement.




Step 1:  List Goals


            How much money do you want to earn each month? _______________________


            How much money do you want to be earning in twelve months?  _____________


            What will that do for you? ____________________________________________




            Why is that important to you? _________________________________________




            And why is that important? (Your answer is your WHY) ____________________







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.