Archive for web 2.0

Sales Jobs In DC/VA/MD

Posted in Recruiting Employees with tags , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , on July 29, 2008 by ronmasoncoaching

EPI is executing cutting edge consulting recruiting, diversity recruiting and sales recruiting in DC, VA and MD.

One of our clients is creating a paradigm shift within the storage industry by tripling storage media life and dramatically reducing the energy costs to maintain massive TB’s of data.  How do they do it?  Simply, by leveraging a disk cache and an opticaly repository.  Demand is increasingly growing, they are funded by a HUGE name in Venutre Capital and an industry icon sits on the board.  The territory is exclusively federal with more and more pipeline being built daily.  Compensation plan is $110K base and $260K OTE.  

Open Source Security is growing as the prevalence of Open Source in the Technology stack grows.  We have a unique opening available in the Metro DC region.  In sales recruiting, a sales recruiter needs to understand how having a federal and commercial territory introduces a hedge the account executive’s potential income stream and our client provides an excellent opportunity here VA, DC and MD as they are recruiting employees using recruiting strategies to offer an unusual income potential as the political winds strengthen in our run up to the election.  The company analyzes open source code to discern vulnerabilities and code anomalies that can lead to dangerous breaching.  $220,000 on target earnings. 

Recruiters starting a recruiting business should check out RecruitingBlogs as there are over 10,000 recruiters communicating daily.  Awesome!

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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 

 

 

 

 

 

 

 

Human Capital Lead Strategies

Posted in Recruiting Employees, Talent with tags , , , , , , , , , , , , , , , on July 2, 2008 by ronmasoncoaching

Human Capital Strategies Lead Generation

 

From time to time I have had the opportunity to teach my clients the power of ‘fishing,’ creating a human capital lead generation systems, vs. the one time benefit of handing them a ‘fish,’ recruiting on their behalf.  The power and extensibility of creating a repeatable process has many benefits, which include having ownership of a passive pool of candidates, creating a branding strategy to build credibility in high potential candidate eyes and the maximum benefit of identifying true ‘A’ players.  Contrast, creating an extensible talent acquisition strategy, with hiring one talented employee per requisition and the benefits become obvious.

 

Typically, the request arrives benignly.  An old candidate or client will call, they have an urgent need to hire six to eight unique engineers to fill key roles with a government client or private sector client and I being a professional, begin to walk through my S.P.I.N. questions to truly understand the situation, problems, implications and need-payoffs.  By stripping away the layers, I begin to understand their true situation, and with that, I now can clearly develop powerful recruiting strategies to provide a cutting edge consulting recruiting solution that will provide massive ROI.

 

The challenge the client has is significant.  How can they have available talent to plug into multiple openings without increasing their staff size?  If they do not have access to talent they cannot scale their business, and if they hire prior to their need being critical, they risk having to needlessly invest in resources without return.  Essentially, their newly hired engineer will be on the bench and not billing.

 

The solution is simple.  Begin to view the recruiting function as a lead generation function.  Simply stated, internal recruiters or outsourced recruiters, when they are working with candidates, they are essentially working with leads.  Each real or potential candidate represents one lead.  Developing a vast quantity of leads is priority number one.

 

First, I must educate my client on the benefit of creating an internal recruiting strategy that includes subscriptions to Monster, DICE, Career Builder and other such resources.  Once subscribed, simply tighten the search requirements, and have a bot handle the day to day sourcing and begin to cull potential candidates. 

 

Second, I find enviable results derived from a competent branding strategy.  Branding strategy in recruiting employees is often overlooked but quite effective.  There are two avenues that are critical in recruiting employees. 

 

The first is traditional.  Simply begin to email market and post card market your company to a very select set of talented employees.  Learn their worthiness first before investing your marketing dollars by minimally having a conversation with my target.  I’ve found the key is to execute a traditional marketing strategy consistently and send an email or post card once every two weeks.

 

The second technique is more complex, a bit more time consuming, but once in motion becomes overwhelmingly effective.  I call it Web 2.0.  Your effort must be focused in four core areas; Article submission, social networking, blogs and your website.  These are the pillars of your Web 2.0 foundation.

 

The key is duplication.  Have multiple article submission sites, multiple social networking sites and several blogs creates credibility, awareness and branding.  Marketing principles teach us to be in the top three mental positions with our target audience.  For example, when humans make a purchasing decision, typically they will recall only seven options available and choose the first, second or third of those options to purchase.  Similarly, in positioning your opportunities you must be in the top three positions and ideally in the first or second. 

 

The mission in Web 2.0 is generate content, so simply have each stakeholder create an article per week and one blog entry per week, and easily you will generate meaty content.  Shifting from hierarchical content and technical content will humanize your company and messaging, which means you need to write your content specifically for your target demographic.  More importantly, focus your content on your target’s needs, wants and desires. 

 

Social network sites are excellent for creating context.  HR, recruiters or staffing can create accounts for you.  Once the accounts are created simply link your blogs, article, web sites and posting and you can repurpose your content on your social site.  Social networking will drive additional traffic to your site.

 

On your web site, keep your job postings active and shift the language of your job postings away from traditional job requirements languaging.  Begin to focus your job descriptions on your potential candidate’s needs, wants and desires.  Consider a free offer such as white papers, income levels of your top people or your client’s top people and even a special report on how a current employee rapidly rose through your corporate hierarchy.   Be creative and consider all potential options. 

 

Once traffic arrives and it will, it is imperative to incorporate a name and email capture space for your email marketing effort.  Once a candidate enters their name and email for their free gift, their contact details have been captured and this creates an ability to cheaply and effectively market your future openings, earnings, new clients and other compelling company information automatically with auto responder technology.  Auto Responder technology consistently establishes and reinforces branding which increasingly enhances your company’s reputation for high quality Human Capital Management.

 

The marketing effort alone is not sufficient.  In parallel, it becomes essential to understand what to say, when to say it and how to enter into dialogues with desirable candidates to quickly build leverageable relationships.  Deep relationships inevitably lead to validated referrals.    Building relationships will drive results, which means it is critical that your recruiter, either external or internal, has professional grade skills.  Enhancing your soft skills will ensure you and your company of hiring the best possible talent.

 

About Ron Mason

http://www.ronmasoncoaching.com

 

Ron continually executes 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.  Learn more at http://www.episearch.com.

 

Having searched for proven, powerful industry specific training to overcome resistances and skill level ‘caps,’ Ron sought mentors through Matthew Ferry, Mike Ferry; the Real Estate Industry’s leading trainer and coach, Anthony Robbins, Steven Sadleir, The Sandler Sales Institute, Landmark Education, Rice Cohen, Mark Kamin Associate’s and others.  Recognizing the Recruiting Industry lacked flexible and affordable training solutions Ron has committed himself 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. 

 

 I train students in creating their own personal marketing strategies.  www.ronmasoncoaching.com

 

 

 

 

 

 

Being a Fisherman Revisited

Posted in Recruiting Employees, Talent with tags , , , , , , , , , , , , , , , , , , , , , , , on June 25, 2008 by ronmasoncoaching
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

 

 

 

Being a Fisherman

Posted in Recruiting Employees, Talent with tags , , , , , , , , , , , , , , , , , , on June 24, 2008 by ronmasoncoaching

Being a Fisherman; Executing Contract Models While Working a Permanent Placement Desk

 

From time to time I have had the opportunity to teach my client the power of ‘fishing’ vs. the one time benefit of handing them ‘fish.’  The power and extensibility of creating a repeatable process has many benefits which include having ownership of a passive pool of candidates, creating a branding strategy to build credibility in high potential candidate eyes and the maximum benefit of identifying true ‘A’ players.  Contrasted with hiring one talented employee per requisition, and the benefits become glaring.

 

Typically the request arrives benignly.  An old candidate or client will call, they have an urgent need to hire six to eight unique engineers to fill key roles with a government client or private sector client, and I being a professional, begins to walk through my S.P.I.N. questions to truly understand the situation, problems, implications and need-payoffs.  By stripping away the layers, I begin to understand their true situation and with that, I now can clearly develop powerful recruiting strategies to provide a cutting edge consulting recruiting solution that will provide massive ROI.

 

The challenge the client has is significant.  How can they have available talent to plug into multiple openings without increasing their staff size?  If they do not have access to talent they cannot scale their business, and if they hire prior to their need being critical, they risk having to needlessly invest resources without return.  Essentially their newly hired engineer will be on the bench and not billing.

 

The solution is simple.  Begin to view the recruiting function as a lead generation function.  Initially I must educate my client on the benefit of creating an internal recruiting strategy that includes subscriptions to Monster, DICE, Career Builder and other such resources.  Once subscribed, simply tighten the search requirements and have a boot handle the day to day sourcing. 

 

Second, I find enviable results derived from a competent branding strategy.  Branding strategy in recruiting employees is often overlooked but quite effective.  There are two avenues that are critical in recruiting employees. 

 

The first is traditional.  Simply begin to email market and post card market your company to a very select set of talented employees.  Learn their worthiness first before investing by minimally having a conversation with your target.  The key is to execute consistently. 

 

The second technique is web 2.0 which is more complex, a bit more time consuming, but once in motion becomes overwhelmingly effective.  Focus your effort in four core areas; Article submission, social networking, blogs and your website.  The key is duplication.  Have multiple article submission sites, multiple social networking sites and several blogs.  The mission in Web 2.0 is generate content, so simply have each stakeholder create an article per week and one blog entry per week, and easily you will generate meaty content.  On your web site keep your job postings active.  Consider a free offer to drive traffic to your site. Once traffic arrives and it will, it is imperative to incorporate a name and email capture space for your email marketing effort.  Once a candidate enters their name and email for their free gift, their contact details have been captured and this creates an ability to cheaply and effectively market your future openings, earnings, new clients and other compelling company information which establishes branding.

 

In parallel, it becomes essential to understand what to say, when to say it and how to enter into dialogues with desirable candidates to quickly build leverage able relationships, which inevitably lead to validated referrals.  The marketing effort alone is not sufficient.  Building relationships will drive results, which means it is critical your recruiter, either external or internal,  has professional grade skills.