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View Full Version : Interviewing New Recruits!
jodysromance
11-14-2005, 09:16 AM
Hi Ladies,
I am really excited. Over the last four days my biz has grown leaps and bounds! I have scheduled two Open For Business Shows, this is when they can come in for FREE! And booked 8 parties.
As I was sitting here thinking of how I can successfully make my business solid I came upon the thought of interviewing my new recruits. Do any of you do this? As far as their "WHY" and their "GOALS" I want them to know that this is all about them! I want to keep them motivated! I also want to share this with my team to help them get their recruits motivated as well. People can seriously reach their goals and make dreams come true owning their own biz. I want to help as many as I can.
I was just wondering if any of you had any ideas. Do you think it is a good idea to take your new recruits out to coffee to go over these things? Provided they are close to you and you didnt recruit them off the internet, otherwise you could do a phone call.
What do you all think? The speed of the leader is the speed of the team, and I want to become a great leader.
I am really excited. Over the last four days my biz has grown leaps and bounds! I have scheduled two Open For Business Shows, this is when they can come in for FREE! And booked 8 parties.
As I was sitting here thinking of how I can successfully make my business solid I came upon the thought of interviewing my new recruits. Do any of you do this? As far as their "WHY" and their "GOALS" I want them to know that this is all about them! I want to keep them motivated! I also want to share this with my team to help them get their recruits motivated as well. People can seriously reach their goals and make dreams come true owning their own biz. I want to help as many as I can.
I was just wondering if any of you had any ideas. Do you think it is a good idea to take your new recruits out to coffee to go over these things? Provided they are close to you and you didnt recruit them off the internet, otherwise you could do a phone call.
What do you all think? The speed of the leader is the speed of the team, and I want to become a great leader.
HeritageMom
11-14-2005, 11:16 AM
Jody,
I think you have a leader mentalilty and you are going to do GREAT! I
would give new recruits a SMALL packet of readin materials that gave
them the "overview" and answered all the nitty gritty questions they
might come up with. I would include a pretty page where they could list
their questions as they read through the materials so they don't forget
them. When I gave them the packet I would say "Read through this and I
will meet with you on Thursday at 2:00" Give them plenty of time to
read it, but make it clear there is a deadline so they WILL. Then meet
with them and go over any of their questions etc. At THIS meeting, I
would have a page outline (that I use for each consultant) just for
her. Her name, address, phone etc and three hole punch these to keep a
paper copy as well as on your computer. (handy when the power goes out,
you aren't near your computer, and you need to reach them) I would have
different sections that you want to make sure you go over with her. The
Manual? Monthly requirements. Meeting schedule etc. And at the end I
would have a "goal" section.
What made you decide to join?
What are your goals?
How often do you want me to personally contact you?
How do you want me to contact you? (phone, email, etc)
If they are SERIOUS...ask them to commit to reasonable goals for the
next month, three months, 6 months and year. Give them things to aim
for that are within REACH.
Ask them how THEY want you to follow up with them on these goals.
Find out WHAT they need and WANT...and then follow through for them.
If they are not SURE they are serious, ask them what is holding them
back etc. And HONOR their answers for things like 'having a baby soon"
"not sure how much time I can devote due to work and kids" etc. Offer
ways to support them without pressuring them. If they feel like you
"don't understand" or "expect more than they want to give" they will
DISAPPEAR on you.
Make an appointment in 1 month or 2 to "touch base again" to see if
they are feeling more comfortable now, are they seeing success, do they
understand the business. Are they struggling with any issue?
Until they feel TOTALLY capable of running it on their own, offer ANY
support they need to get to that place. If you have to meet with
someone more than 2 or 3 times and they STILL aren't producing, don't
abandon them...but focus on another that IS.
Our CEO calls it the 2x2 system. Because you can't focus on everyone at
once and STILL run a business. So he says to take two people who WANT
to run a business, and focus on them. Once they start to move on their
own and have a couple of recruits, pick another person to fill their
spots. If they don't ever move, then move on. That way you are
constantly focused on two people who want to work, and moving them
slowly out of the weaning phase into their own growth, and then picking
two more.
BUT always meet initially in person if possible with your recruits and
if you can't meet with them due to distance, set up a PHONE interview
and do the exact same thing you would in person. That way THEY know how
to train their own local recruits in person etc.
One thing I want to caution you on, is that while your example is KEY
to the success of your team, you can't always rely on the "speed of the
leader" to be the speed of your team. I exploded into my business and
often that intimidates people. They think 'I can't do that like she
did" and they don't bother to try. I would say instead "the STRENGTH of
the leader is the strength of the team" because you will have slow
starters, and fast one, people who never do a thing, and those who eat
sleep and breathe it. But they are individuals and you need to always
remember that and learn how to connect with each one's NEEDS so you CAN
lead her.
Good luck!
LeAnn
I think you have a leader mentalilty and you are going to do GREAT! I
would give new recruits a SMALL packet of readin materials that gave
them the "overview" and answered all the nitty gritty questions they
might come up with. I would include a pretty page where they could list
their questions as they read through the materials so they don't forget
them. When I gave them the packet I would say "Read through this and I
will meet with you on Thursday at 2:00" Give them plenty of time to
read it, but make it clear there is a deadline so they WILL. Then meet
with them and go over any of their questions etc. At THIS meeting, I
would have a page outline (that I use for each consultant) just for
her. Her name, address, phone etc and three hole punch these to keep a
paper copy as well as on your computer. (handy when the power goes out,
you aren't near your computer, and you need to reach them) I would have
different sections that you want to make sure you go over with her. The
Manual? Monthly requirements. Meeting schedule etc. And at the end I
would have a "goal" section.
What made you decide to join?
What are your goals?
How often do you want me to personally contact you?
How do you want me to contact you? (phone, email, etc)
If they are SERIOUS...ask them to commit to reasonable goals for the
next month, three months, 6 months and year. Give them things to aim
for that are within REACH.
Ask them how THEY want you to follow up with them on these goals.
Find out WHAT they need and WANT...and then follow through for them.
If they are not SURE they are serious, ask them what is holding them
back etc. And HONOR their answers for things like 'having a baby soon"
"not sure how much time I can devote due to work and kids" etc. Offer
ways to support them without pressuring them. If they feel like you
"don't understand" or "expect more than they want to give" they will
DISAPPEAR on you.
Make an appointment in 1 month or 2 to "touch base again" to see if
they are feeling more comfortable now, are they seeing success, do they
understand the business. Are they struggling with any issue?
Until they feel TOTALLY capable of running it on their own, offer ANY
support they need to get to that place. If you have to meet with
someone more than 2 or 3 times and they STILL aren't producing, don't
abandon them...but focus on another that IS.
Our CEO calls it the 2x2 system. Because you can't focus on everyone at
once and STILL run a business. So he says to take two people who WANT
to run a business, and focus on them. Once they start to move on their
own and have a couple of recruits, pick another person to fill their
spots. If they don't ever move, then move on. That way you are
constantly focused on two people who want to work, and moving them
slowly out of the weaning phase into their own growth, and then picking
two more.
BUT always meet initially in person if possible with your recruits and
if you can't meet with them due to distance, set up a PHONE interview
and do the exact same thing you would in person. That way THEY know how
to train their own local recruits in person etc.
One thing I want to caution you on, is that while your example is KEY
to the success of your team, you can't always rely on the "speed of the
leader" to be the speed of your team. I exploded into my business and
often that intimidates people. They think 'I can't do that like she
did" and they don't bother to try. I would say instead "the STRENGTH of
the leader is the strength of the team" because you will have slow
starters, and fast one, people who never do a thing, and those who eat
sleep and breathe it. But they are individuals and you need to always
remember that and learn how to connect with each one's NEEDS so you CAN
lead her.
Good luck!
LeAnn
UNcommonScents
11-14-2005, 11:47 AM
WOW LeAnn, *excellent* advice and suggestions. I would wager that you
are a team leader and have a very well-taken care of downline! smileys/smiley2.gif
This is also the type of sponsor that I strive to be. If you don't mind helping
a bit more, I'd like to ask you how you address inquiries that you receive via
email. I often have people contact me for more information and with a
seemingly sincere interest in my company and the business opportunity.
Yet, I've only had one email inquiry actually result in a new team member.
Have you got suggestions for effective online recruiting?
Thanks so much,
--Kitt
are a team leader and have a very well-taken care of downline! smileys/smiley2.gif
This is also the type of sponsor that I strive to be. If you don't mind helping
a bit more, I'd like to ask you how you address inquiries that you receive via
email. I often have people contact me for more information and with a
seemingly sincere interest in my company and the business opportunity.
Yet, I've only had one email inquiry actually result in a new team member.
Have you got suggestions for effective online recruiting?
Thanks so much,
--Kitt
Mellonie
11-14-2005, 05:32 PM
.......and to only add a tiny thing, it does appear as though people who are willing to engage you in a conversation about the business, will be the ones that (should they decide to join) will do well. Anyone else ever notice that?
LeAnn definitely gave some great advice. While it's always a good idea for us to be prepared with information (the more the better) about our company, product, service, programs, etc., it's definitely good for us to get to know the person who's thinking about the business. There are some great questions you can ask, but feel free to let the conversation flow and just kind of "chit chat" back and forth about it. You'll make more of a personal connection that way.
LeAnn definitely gave some great advice. While it's always a good idea for us to be prepared with information (the more the better) about our company, product, service, programs, etc., it's definitely good for us to get to know the person who's thinking about the business. There are some great questions you can ask, but feel free to let the conversation flow and just kind of "chit chat" back and forth about it. You'll make more of a personal connection that way.
