Call #4 is fast approaching: Recruiting results

Hey everyone. If you haven't already posted your reruiting packet results, here's teh palce to do it. remember, we'll be picking a winner based on total packets handed out, total appointments held and recruiting results. you can post your results, or if you're shy, you can email us.

Also, I made a post on another of my blogs regarding recruiting with the prospect's needs in mind.

Basically, I've had a number of Sarah Coventry reps calling me, and this one in particular wasn't excited about my jewelry co - she SAID it was becaus she didn't like the product.

It turned out that while it wasn't her favorite jewelry on the planet, the real problem was that she met with a local consultant before she called me. The consultant showed her 3 pieces from her kit - one of them was broken. THEN the consultant tried to strong arm her into signing up because she needed "just one more" to get her kit for free.

GAH! Can we say THE WRONG WAY TO DO THINGS!?!?!

A potential recruit (or customer, etc) is not someone you can just bend to your will and your needs, folks. I was fortunate that she was willing to talk further with me - I'll tell you why in a minute. If she hadn't been willing to talk, I never would have found outher real objection.

It turns out, she's still just a tire kicker - she hasn't figured out WHAT she wants to do yet.

As a recruiter, it's my job to help her make the best decision possible for HER. in this case, the timing was bad. She's alread going to miss the best part of the holiday shopping season, so why not wait until January, after she's had a chance to really decide how she wants to run her business.

I did, by the way, encourage her to sign up for "PartyOn!" so that she could get some free training tips before she made a decision. That way she could learn more about my training style and how I work!

So here's the question: Why did she call me if she had already "decided" she didn't like the jewelry?

Two factors: first, as I already mentioned, she really hadn't decided anything. She was still not sure about the jewelry, the company, or her career choice. Second, she GOOGLED me, learned more about me, and wanted to talk to me in person. Simply put, she saw me as an expert, wanted to talk to an expert and get an opinion from someone that she figured knew a thing or two.

THIS is what we want or each of you: to becom the expert in your company. We want people to be able to GOOGLE YOU, and reach you to ask you, the expert, questions.

As we pass the halfway point of this series, we're going to start rolling into a LOT more of the technical/internet type stuff. Ezines, newsletters, and other ideas to help keep you in front of your customers on a regular enough basis that they start to see YOU as an expert.

Questions, comments? Post 'em here, or email 'em. We'll be looking for them!

Can't Afford It / Don't Have the Time Objections

One of the best responses to the "I can't afford it" statement is "Frankly, based on what you've shared with me, I don't think oyu can afford NOT to do it."

You can't just throw that out there, though.

Remember that recruiting interviews are just that - INTERVIEWS. You should be asking questions and screening candidates based on how your opportunity can help them, but also based on how they will fit into your team.

A person that continues to make excuses will be the same person who's always looking for hand holding for the duration of their stay on your team - which may be shot lived anyway.

Remind them, that this isn't about spending money, it's about making money. The purchase of a business kit is almost always a tax deduction (check w/ your accountant. I don't provide tax advice!).

As far as "having time", I ask them right at the interview, "How much time can you see yourself devoting to working your new business?" And that's key. I remind them this is a new business.

If a potential recruit is truly only in it for the kit - you have to ask yourself if you're okay with that.

Ruth's wording for the person who doesn't want to do 6 shows is great, but I can be a little more abrupt with people sometimes. I've also used this:

"Oh! You've already talked with another consultant? Well, I don't want to step on someone else's toes! If you're happy with what they're offering as a leader, then by all means, let's end the conversation here so you can get back in touch with them."

And then remain silent.

If they want you, they'll come after you. If they just want to get a kit - let someone else have that headache.

Remember: If you're serious about growing a team, sometimes it's better to let them go.

Don't let them go TOO quickly, but after you've pulled out the arsenal of tips we're sharing, if they're still not ready, maybe now's NOT a good time for them.

The last recommendation I can make is this one:

When you're interviewing, ask THEM what they expect out of their business. If all they want is a free kit - then 1 show is all they need. If they want a consistent income of a few hundred dollars - then a show a week is what they need. If they want to replace a full-time income, then they need to be doing a minimum of 2-3 shows a week and working on building a team as well.

If someone presents the "well another consultant told me..." scenario, then you can follow up with the following:

"Well, perhaps they didn't ask you the same questions that I did. It's my job, as your recruiter, to help you be as successful as you want to be. Based on what you've told me you expect out of your business, you would need at least X number of shows on you calendar, based on our averages, to achieve that. I'm sure if you told that consultant what you told me tonight she's tell you the same thing."

This way, you're not calling anyone on the carpet, and you're not making any assumptions. Always keep your conversation in the here and now, because that conversation could have taken place 2 years ago.

Again, setting up recruiting interviews are a time for YOU to kep control of the conversatio, ask questions (just like a real job), and get to know your prospect. don't go signing up someone just because you need one more for a trip! Make sure they are a good fit for your team, because THEY will be working with YOU - possibly for a very long time!

Call 3 is tonight!

Heading into the half way mark of our fantastic telecourse and tonight, we're digging into the dirt on recruiting, what to say and more importantly, what NOT to say.

Call #3: "Watch Your Mouth! What to Say and Not to Say When Recruiting" is going to take you into the depths of how to master recruiting at the show. In one hour, we're going to cover:

1. How and when to make recruiting bids at the show.
2. Why you DON'T want to camp in the host's kitchen all night - even if she's interested in your opportunity.
3. Tested word choices and scripts you can use to recruit more effectively.
4. The two most important quesions oyu can ask a potential recruit.
5. Why and how you WATCH Your Mouth
6. The ins and outs of online recruiting.

This week is a big business boosting week! You Don't want to miss this week's call!