Training
July 2010
Recruiting Consultants in 2010
We are in one of the most exciting and vibrant industries – this is what successful people in direct sales believe. Why then is recruiting not always at the front of everyone’s mind? Ask most direct sellers about the first thing they think of when going out to present their product and they will say “How much will I sell tonight.”
At a recent training event I asked some of our Consultants, some quite new to the business, why this is. The answer was a resounding, “Because I don’t quite know the words to say, I would not know how to overcome an ‘objection’ and I just don’t have the confidence.”
I currently work for the Pampered Chef, UK Limited as National Sales Manager although I started my direct selling career over twenty years ago with Avon. During my time at Avon I would recruit 10 new Representatives a week – this was no mean feat but was just what successful Avon managers did at that time! I remember being the top manager for a time in the UK where there were approximately 340 managers. This was very exciting for me, but my husband brought me back down to earth by saying, “There is only one way to go now.” He made me laugh, but had no effect on my competitiveness!
Training is important. It can be done in groups, via a one to one method, online and over the telephone. At The Pampered Chef we really encourage training, utilising different media, and this really adds to our success in ensuring our people are well trained.
The Pampered Chef’s key points for successful recruiting:
Training – including giving your sales force the words/phrases to use when approaching prospective Consultants.
How to overcome objections - by this I mean an empathetic approach to voiced concerns.
Confidence – this initially will be confidence in the company, the product and the upline.
I truly believe new direct sellers can recruit from day one. They don’t need to know the business inside out and back to front, nor do they need lots of product knowledge. These people are at their most excited and energetic at this stage of their careers. This enthusiasm is what attracts people to them. How then, do we make the most of this opportunity?
First of all, encourage your team leaders to talk about recruitment from day one. This is often at the interview. A successful manager I worked with many years ago told me how she managed to recruit high numbers of joiners week after week. She simply said to every prospect, “Let’s get together for a coffee and I can tell you a little more about my business, because you don’t know me very well do feel free to bring a friend along.” During the interview the manager would chat mainly to the prospect, but glance now and then at the friend and give a friendly smile.
When closing the sale, the manager would welcome the new recruit to her team and say to the friend, “I do have a couple of vacancies on my team, would you like to join ‘Joanne’ here and join us too? You would be great support for each other.” Sometimes the friend would join, sometimes she wouldn’t but nothing ventured nothing gained!
Next, assure your new recruits that you will work with them to build their team. This does not take up masses of time, if you work smart. If you sell products via party plan then identify potential recruitment prospects from the first 10 identified hosts of parties your new Consultant has booked.
Ask your new Consultant to identify potential recruits using the following criteria:
- Those who she has a good rapport with.
- Those who are ‘social butterflies’ and enjoy meeting people.
- Those who may want to earn some extra cash.
Then follow these up with the permission of the new Consultant with a phone call – again stating that you have vacancies and would love to meet up and tell them a little about the business.
I know from my years of experience that if you take the time to meet with someone for a coffee and you listen to their wants and needs and then provide them with a solution there is a 90 per cent chance that they will join your organisation.
My approach to recruiting has had to change over the last 25 years. At one time I could walk down a street, and identify homes where there were mothers and children by looking for toys in the porch and guess there would be a young family living there who could do with some extra cash. I could also guarantee to knock on a certain number of doors and find women at home.
Now the situation has changed, the pace of life is so much faster, people are out more and more so it makes sense to generate recruitment leads either at product presentations, public events or direct recommendations.
People who are interested in your product form a great audience for both product presentations and recruitment opportunities. Encourage your sales force to inform everyone regularly throughout the presentation that your company has excellent opportunities for starting their
own businesses.
Ensure your sales force are practised at recruitment, that they understand the business offer and have the ability to communicate this to potential Consultants.
Public events can be large or small. Large events are great for raising awareness of the company but can be more difficult to organise, in addition the organising Consultants would need to ensure effective follow up procedures are implemented to make a large event cost effective. Small events work well as long as the attendance numbers are enough to justify the event. Follow up is made easier geographically, with smaller events.
The key activity to both events, if credibility in the business offer is to be maintained, is fast, effective follow up.
www.thepamperedchef.co.uk
