Archive for training

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.

Sponsor or Recruit II

Posted in Direct Sales, Recruiting Employees, Talent with tags , , , , , , , , , , , , , on June 19, 2008 by ronmasoncoaching

Last week we had a discussion about how to build relationship quickly.  A relationship that is strong enough to build trust and create an opening for generating referrals to assist you in rapidly building your business. 


The question of course becomes what do we say once we have the opening available and what is the process within to have the conversation.  First we want to keep it very simple and conversational by focusing on your last conversation with your contact.  Keep the conversation light by using humor to your advantage.


Second, reassure your past contact that you will treat the referral even better than the referrer.  Assure your contact you will keep them in the loop at all times through clean communication and that they will never be embarrassed or regretful for providing the introduction.


Third, ask them if they would feel comfortable referring a person to you.


Fourth, ask three times for a referral.  After each request wait in silence for their response prior to asking for another referral.  Direct your contact’s focus to specific areas of their life such as at work, in the neighborhood, past colleagues and even church friendships.


Last, express your gratitude for their assistance and let them know you will be there for them in the future should they wish to connect with you.  Always keep in mind your mindset.  People can see your intention and will feel compelled to help you when you ask from a place of contribution vs. a place of monetization.


Recruiting Employees

Posted in Recruiting Employees with tags , , , , , , , , , , , on June 7, 2008 by ronmasoncoaching

Recruiting Employees in today’s ultra competitive marketplace is growing more and more challenging.  In fact top companies have tremendous allure for the best talent.  Emerging high growth companies are recruiting employees more effectively and in greater numbers as their story, their success and their branding are formidable attractions for candidates.


Faced with these challenges, companies that are not in the top ten percent of brand awareness, growth and market share, need to increasingly become creative in their talent attraction strategies.  Why are the top companies able to continue their rapid growth?  What within their talent attraction process is different from the rest?  What is your company’s strategy for recruiting employees? 


In the competitive world of recruiting employees, employees that have the ability to add massive impact to your top line become your recruiting priority.  To recruit these employees you need to begin to recognize talent types.  Two types we train our client’s to recognize are capacity talent and cul-de-sac talent. 


Capacity talent, are those individuals who have the ability to simply excel in the role they have been hired to fill and they have the capacity for high level performance in each role within the company.  Cul-de-sac talent is clearly the opposite.  These new recruits can fill the specific role they have been hired for only, as their talent obviously has a ceiling.  They simply lack the talent to perform at each level within your organization.


Inevitably, recruiting employees with cul-de-sac level talent leads an organization to continually seek candidates from outside the company walls to fill critical positions.  New employee integration time becomes a real impediment to a company’s rapid or sustained growth.  Unquestionably, the investment in each new employee is great.  Cultural integration, process integration and knowledge flow requires time to develop.  Nurturing new talent requires an investment in time, and that time investment is inversely proportional to employee productivity.  Optimally, the highest ROI per employee is correlated to their tenure within the company.  Organic career growth has many benefits for the employer.  As the employee climbs the corporate ladder, the employee brings with them company culture awareness, process acumen and intimate knowledge which has already been paid for during their honeymoon period.  Consistently recruiting inorganically once again requires the inordinate investment.


When recruiting employees, the emphasis needs to be placed on identifying capacity talent.  The interview process needs to be re-contextualized to clearly delineate the types of talent presently available and needs to be specifically designed to quickly parse cul-de- sac talent out of your company’s interview process through behaviorally based interview techniques.  Once accomplished, you can begin to truly recruit the best and watch your company revenue grow.


Ron Mason

Ron Mason Coaching- Connect More Deeply


About Ron Mason



Having searched for proven, powerful industry specific training to overcome resistances and skill level ‘caps,’ Ron sought mentors through Matthew Ferry (, ), Anthony Robbins, Steven Sadleir (, Landmark Education, Rice Cohen, Mark Kamin Associate’s and others. Recognizing the Recruiting Industry lacked flexible and affordable training solutions; Ron is committed to delivering battle tested, verifiable sales skills and processes specifically designed for recruiting and validated over many years, at an investment level that every recruiter can easily afford with zero downtime. 


Ron has executed retained and contingency search assignments for some of the biggest names in technology including: Oracle, Juniper, Sun MicroSystems, Open Text, Sybase, BladeLogic, EMC and CommVault Systems in Sales, Sales Leadership and Business Development over the past ten years.   Ron has personally created over $80,000,000 in revenue through his placements.  Ron began his career selling software with DataStream Systems, Inc., a leading provider of Computerized Maintenance Management Software, upon graduating with a B.A. in Political Science from the University of Utah.