THE
RECRUITMENT SEMINAR
To be
split into two parts:
PART
ONE - The Self
Employed Career/Franchisee Presentation Package
PART
TWO Doing the
Do.
Part One will take delegates through the selection philosophy,
career presentation and business plan production.
Role play will be used extensively in this session, this
to include the first meeting, second interview, meeting with the candidate's
spouse, business planning session, presentation of business plan to bank.
Part Two is concerned not so much with what to do but more
with how to do it, and why it needs to be done.
We cover why it is necessary to self-commit to high
levels of recruitment activity.
We discuss who should be selected in and how to select
out. We ask is there an ideal candidate profile.
We learn who to avoid to look for danger signals. We
look at what not to do - where not to look. We investigate what hasn't been
tried - what's new.
Syndicate work plays an
important role in this section.
The personal
style of the manager is researched:
What is the Managers natural behavioural style?
Which behavioral styles would the Manager work best
with?
What are the downsides of the Managers' behavioural
style?
What are the strengths of the Managers' behavioural
style?
How to minimise the effect the Managers' behavioural
style weaknesses.
How to maximise usage of the Managers' behavioural style
strengths.
Personal action project work here.
How do
you use your time?
How
should you use your time?
How to
move closer to how you believe you should use your time?
The
changes you will effect and how?
Syndicate work here.
The
course will be based upon the belief that one positive personal discovery by a
delegate is worth 100 hours of teaching, telling or direction.
If the
individual discovers it for him/herself the effect is long-lasting, permanent
even. The change comes from within as a result of high personal motivation,
borne of a personal discovery.
BASIC FACT OF YOUR BUSINESS LIFE
If
you do not continually search out and identify new Potential
Recruits
then your business, your Branch, your operation, will surely crumble.
An
active recruitment strategy is a non-negotiable part of your daily business
life.
Your
prime role is that of a manpower magnet.
You
must attract to your organisation people of quality, ability and ambition.
The
critical activities to be engaged in the pursuance of the prime - objective of
business development and expansion are:
Identification and Research of Recruitment Initiatives.
Have
you investigated all possible avenues for potential recruits?
Have
you really investigated all the possibilities?
What
new or innovative initiatives have you undertaken recently?
Continuity
of these identification and research activities is essential.
Too
many managers blow hot and cold, they sprint for a week or a month and then
spend the next two months recovering from the exertion, this is no good.
A
continual process is required with every member of your organisation personally
motivated
to become involved. It must be recognized by all that is in everyone's interest for the group, the branch, the region, the Company, to be vibrant and growing. Everyone wins.
Positive Local Self-Marketing of the Company.
Adopt
an ambassadorial role and put yourself about.
By
becoming a compulsive joiner of business, community and local organisations you
vastly increase your personal sphere of influence.
If
you simply sit in your office, place advertisements and wait for the rush, you
will be bitterly disappointed.
A
positive self marketing strategy will much increase the incidence of quality
candidates knocking on your door.
Quality Control
Your operation must be an exciting shop window for your potential recruits. The Branch atmosphere much be electric. Bring a potential recruit into a happy, successful reward driven environment and the chances of you attracting the people want are much increased.
Guard yourself against developing a stale negative company or branch image. Own up to errors of selection or more likely non-selection, and take positive action to rectify the mistake. A struggling salesman for instance who mopes about the place does himself or you no favours.
Selection and Interview Time Blocks
Clearly
identify the prime time blocks you will totally dedicate to screening the
candidates identified by your recruitment initiatives.
Allow
nothing to cause this prime time to be used for any activity other than
screening and interviewing.
Activity Control
Use
strategies which make you run. Set up initiatives which will become
self-perpetuating without further effort or time consuming involvement on your
part. Move into time free recruitment activity initiatives.
Monitor Results
Without
the sensitive monitoring of the results of the activities you engage in you
will not be alerted to time wasting efforts. Your monitoring system should be
simple yet dramatic and regular.
Cautionary Note
Accountability
for the level of recruitment activity within the Branch operation is solely
that of the Branch Manager. It may be that support or assistant Managers share
a degree of responsibility but the Manager must always personally see himself
as solely accountable.
Syndicate Work
Develop
an overall recruiting activity Strategic Plan.
Show
the rationale behind the plan.
Identify
the initiatives to be used in support of the plan.
Personal Project Work
Identify
your personal managerial and leadership style.
Suggest
the strengths of your style and how you will maximise their positive effect.
Consider
also the weakness of your personal style and advise how these will either be
eliminated or their effect on your performance minimised.
Within
this project also identify the Associate styles you enjoy working best with and
those you enjoy working least with. What steps will you take to ensure you have
maximum exposure to the one and minimum contact with the other.
Syndicate Work
How
is your business day presently structured, i.e. how do you use your time?
Develop a % activity cake.
Then
consider how you believe your business day should be structured and produce an
activity cake to those ideals.
Further,
determine how you will graduate from A to B. What changes or amendments to the
way you run your business will have to be made?
Personal
Action Project
Consider:
Your
Branch and personal objectives.
Your Branch operation
Your
recruiting activity
Your
selection performance
Detail
your overall Branch recruitment activity strategy. Identify the initiatives to
support same.
Clearly
explain how you will achieve continuity of activity. What time-free systems
will you use?
Show how you will monitor and control your recruitment activity and accomplishment of manpower development objectives.
CAREER PRESENTATION
'CORPORATE MISSION STATEMENT'
The
company is committed to preserve a continuing dedication to quality, service
and growth.
The
Company stands firm by its resolve to lead the way in its commitment to support
and serve the wants and needs and ambitions of clients, associates and
employees alike.
A Little About Ourselves
We are a young, progressive, dynamic and purposeful
organisation. Being as we are, in our early years of business life, we offer
much in the way of career and personal development for individuals joining us
at this time.
We believe that we may take advantage of our
commercial youth. We may push ahead quickly with strategies and initiatives
which allow us to take the lead in many important areas of future growth and
opportunity.
Take the time to find out a little more about our
Company style, philosophy and ambitions. You may well be rewarded by the
discovery of a business and career which fits you perfectly.
BUSINESS AND CAREER OPTIONS
To Fulfill Your Total Potential
You may:
Build a thriving financial services business which
extends you to the full. As an entrepreneur you will creatively develop an
exciting organisation serving many clients. Your task will be to help and
assist these clients to solve a myriad of financial problems, be they of a
personal and family or business and commercial nature.
Or
You may:
Choose to follow a corporate career path. A will to
succeed backed by sound ability will be required of you. The corporate career
path is by no means a soft option. Should you ambitions lie along this path
however, we will not be found wanting in offering you every opportunity to
investigate the potential this career option affords.
There is a third option
You may:
Determine to further expand your business in a more
independent style. To run your own show may hold special appeal for you. Should
this be the case then our unique "Independent Business Development
Concept" will more than meet your requirements. This is an option
available to Executive Associates only.
We have produced a separate booklet which gives full
information on The Ultimate Business Relationship.
HOW TO MAXIMISE YOUR BUSINESS AND CAREER
OPTIONS
Personal Development, For You
We have a structured personal development system. This
encompasses Business Policy, Selling and Marketing Skills, Technical
Advancement and Learning Courses. Personal style counseling and development are
also heavily subscribed to. Your personal style is unique and when totally
developed in a positive manner will become your greatest asset in business.
Personal Growth, For You
You will be encouraged to grow as an individual. The
business environment we create and in which you will operate encourages you to
develop to new high levels of personal growth.
Personal Financial Independence, For You
Our policy of personal financial accountability
manifests itself even before any commitment to join us is made.
You will be guided to use a level of financial prudence
which as time passes will result in you building a very sound business. With
the total support of your personal banking contacts, from day one there will be
no worries about cash flow to deflect you from your main business aims.
HOW WE HELP YOU TO MAXIMISE YOUR OPTIONS
Branch Resources
Through your local Branch structure you will find that many of the usual overheads associated with running your own business are taken care of.
Office Accomodation
You
will have a desk to work from together with filing record-keeping facilities.
You have unrestricted business use of a telephone and all usual office
support services are freely available such as stationery, photocopying and
secretarial support.
The
standards of office accommodation are first class and adequately reflect the
senior status of our Direct Sales Force.
The Branch Management Support Structure
The
management team operating from your Branch Office is there to support your
efforts. Field supervision, technical support, business counseling, all come
under the responsibility mantle of your Branch Management Team. A typical
Branch will have a Branch Manager
whose
efforts are supported by a team of Group Managers. Between
them,
this support team will handle the vast majority of your day to day queries and
any problems you may encounter from time to time.
Marketing
Our style demands an eyes and minds-open approach to
all things. This is particularly beneficial in terms of marketing philosophy.
Clean, straight-line, no frills marketing is seen to
be the approach in parallel with corporate aims and ambitions our simple
marketing message in all we do is:
This is who we are.
This is what we do.
We would like to do it for you.
The image of the Company is clearly depicted in our
marketing style.
What you see is what you get, nothing hidden, no nasty
surprises. Our marketing thrust will ever be in support and accord with the
aims and objectives of our Direct Sales Division.
Marketing Support and Origination
Whilst you receive the direct benefit of Head Office
originated marketing initiatives, every encouragement is given to the
individual Associate to look at ways and means of self-marketing. Your own
marketing initiatives will be positively supported. You may call upon the not
insignificant abilities of the Head Office based marketing team for help and
assistance. Direct mail, pre-approach letters, exhibitions, and niche marketing
are but a few of the aspects of your self-marketing efforts for which you can
rely on strong expert guidance.
Technical Support
You will from time to time (even after many years in the industry require expert help and assistance with highly technical problems and situations which you encounter. Our Head Office technical team is a mobile force able to actively assist you not only in report writing but actively in the field with your client. Our team of experts become as involved as you invite them to be.
Legal Guidance
We as a Company are committed to deliver the very best
quality advice to our sales force and our clients. To this end, we have in
place a quality legal service which on your behalf positively vets and
therefore underwrites our daily business dealings with our clients.
The Business Plan
Forming the foundation of every Associate's operation
this covers all of the vital aspects of the business from profit forecast to
levels of bank borrowings. It should also include estimates of anticipated
business production levels. A heavy emphasis is placed on the quality
production of this important documentary discipline.
TRAINING PHILOSOPHY AND METHODOLOGY
,
There is room within the financial services industry for specialists and for general practitioners. It is not usually known in advance whether a new Associate will eventually specialise or develop as a sound general practitioner.
For
this reason, we structure our higher developmental training in such a way that
an Associate may choose from our training menu that which has specific
interest.
A system of in-house examination and proficiency testing enables Associates to promote themselves for higher technical education if
they
want it or need it.
Whilst
we demand that a minimum level of technical education and expertise is
attained, we do not presume to force higher technical demands on those who do
not wish it or need it.
THE BUSINESS ROLE OF THE ASSOCIATE
What your job entails
You
will discuss with members of the public the problems that will be encountered
by they themselves, their family or relatives as a result of them:
Dying
too soon - Life Assurance
Living
too long - Retirement Planning
Becoming
long-term ill or disabled - Medical & Sickness Assurance Planning
Or
You
may be called upon to advise upon long/short term capital accumulation/estate
conservation / inheritance tax 'planning / the putting to more effective/tax
efficient use existing capital they already have accumulated.
You
could
be
discussing mortgages and the most appropriate style, source of mortgage funding
for a particular situation. Eventually you may become involved in
corporate financial services, pensions and employee benefit packaging.
The Marketplace
is
huge, multifaceted and ever expanding. The new Associate is counseled to take
much in the way of advice and guidance from the Group Manager. This to
determine the market to which initially he/she may be best suited.
As
you progress through the industry, a natural market emerges which, takes
advantage of your particular skill, interests and sales style.
The Products and Services
You
are able to offer will continue to reflect our attitude that product
development, design and implementation should be client and sales force driven.
We listen to what our clients tell us they require. This information is fed
through our sales force and acted upon in a positive manner by our intouch marketing department.
THE SELLING CYCLE.
PLANNING
IDENTIFY A PROSPECT
THE APPROACH
GETTING THE FACTS
HURT AND RESCUE
PRESENT YOUR SOLUTION
RESOLVE DOUBTS
CONSOLIDATE THE SALE
OBTAIN REFERRALS
SERVICING
HOW YOU WILL PERFORM YOUR ROLE
There
are a number of key activities which must be undertaken for the Associate to
successfully fulfill his role.
Preparation and Planning
The
production of your business plan prior to becoming actively involved will clearly
cause you to address these two prime activities.
Prospecting
By
identifying your personal style, your strengths, weaknesses and preferences, we
guide you to markets which you are eminently suited to. Your disciplined
attention to your prospecting action plans will greatly increase your
probability of early success.
Approaching
Your style is again key to the form of approach you will use. You may prefer calling directly on prospects or you may wish to use the telephone or to use pre-approach letters. We will help you design your own unique approach, one with which you are totally satisfied.
Fact Finding
This
part of the sales cycle is vitally important. You will be trained to ask the
correct questions. Answers to these questions will then provide you with the
information you require. Having 'best information' (which is complete, accurate
and relevant) allows you to offer 'best advice' as to which then guides your
prospect to take the most appropriate action.
Hurt and Rescue
Completing a worthwhile Fact Find must include a deep investigation into the soft issues, which may well be of concern to your prospective client. These concerns may or may not be close to the surface, therefore it may often be necessary for you to gently pick away the outer layers of self created self denial before the prospective Client feels comfortable sharing such information with you. Discover where they hurt and then come to the rescue with your carefully crafted solutions designed to take the hurt away. Think about this!!
Presenting Solutions, Resolving Client Doubts
Presenting
solutions to problems uncovered at earlier meetings requires skill and an
understanding of human relations. We fully train and impart the skills to you.
Helping prospects to talk through any doubts or areas of uncertainty smoothly
leads you to the point where they make a decision to buy your solution and
become clients.
Recommendations
You have now created a satisfied client, who else is better qualified then to recommend you to others whom you may be able to be of service to. Ask for recommendations based upon the quality of the job you have just completed.
Servicing
Now
you have a client, you have a responsibility to service the account.
Regular
meetings least once a year are a vital part of your business retention
programme.
These
meetings will both cement the relationship you have and alert you to any
changes in your clients' circumstances which would necessitate a deeper review
of the existing solutions portfolio.
SALES DIVISION STRUCTURE
Associate
The
Associate is our main distributor of products and services. A comprehensive
training schedule and career/business development programme ensures our
Associates are well qualified to assist and advise our buying public.
Group Manager
This
role fully supports the ambitions and activities of our Associate force. A
Group Manager would not normally be responsible for more than twelve active
Associates.
Branch Manager
The
key function of this appointment is the development of the Company's activities
in key geographical areas. A Branch Manager would have a responsibility for up
to six Group Managers and report directly to a Regional Manager.
Regional Manager
Head of Agency
Has
total accountability for the Sales Division achieving its budgets, targets and
overall business objectives. The Head of Agency reports directly to the
Managing Director.
This
whole sales structure is designed to dynamically support the day to day
activities of the Associate.
ASSOCIATE GRADING STRUCTURE
An
Associate's immediate business aim is to become a member of our Production
Club.
Production
Club Grades:
Premier
Directors
Chairmans
The
purpose of this club is to acknowledge and reward those Associates who have
achieved a high volume of business in anyone year. The production targets formembership are set each December for the following years' qualifying period.
Having
qualified for our Production Club, your challenge is to display alongside your
high level of production a correspondingly high level of quality. Attaining
membership of our Persistency Club is therefore the ultimate expression of your
professionalism.
Persistency
Club levels:
Quality
Circle
Inner
Quality Circle
Membership
of the Inner Quality Circle brings valuable extra benefits.
Special business facilities are also afforded to members. Full details are to be found within a separate booklet.
REWARDS
The Financial Services Industry rewards
practitioners directly in line with the value of
the service they give.
Whilst you have a
host of individual products and services to offer, it must never be forgotten
that this is a business underpinned by the negotiating ability of the
individual.
This is a sales
orientated business. Yes, you must have technical skills, yes, you must have
human relations expertise, yes, you must have integrity and a strong personal
desire to succeed.
However, these
personal qualities will be of little value to you if your prospective clients
don't take action and buy your recommendations.
Never confuse
activity with accomplishment; if your prospective clients do not take positive
action and buy your solutions you don't generate income.
In addition to
commissions available various bonuses and incentives may be earned from time to
time. Regular sales conventions and occasional competitions also offer you the
added opportunity to enhance your total remuneration.
USE OF THE CAREER PRESENTATION PACKAGE
The
package has been styled to ensure that you do not miss any of the vital aspects
of the Career Presentation. You will also be kept on track by following the
presentation path outlined.
Corporate Mission Statement
It
is important that Associates are aware of our commitment to quality, service
and growth. These fundamental principles must, from day one, be woven into the fabric
of the Associates' business.
A Little About Ourselves
We
must emphasise the dramatic advantages we offer as a young company. There are
limitless opportunities for new Associates to grow with us. We do not have our
Associates one competing with the other. The business associates, friends,
family and acquaintances of the new Associate will probably not already be a
client of another Associate. Room to breathe, room to grow, room to build a
hugely successful business should be the message.
Business and Career Options
It
must be stressed that there are a number of business and career options open to
the new Associate. This page outlines the three main options and shows clearly
that no matter how great the personal ambition of the individual, we are able
to offer an option to suit.
How
to Maximise your Lifetime Business and Career Options
Whilst
the success options are there, success does not just happen. A great deal of
commitment, discipline, planning and dedicated application is required from
both the Associate and the Company. The emphasis of this message is that a
joint effort is essential if the full potential of the Company is to be used in
order that the full potential of the individual Associate be realised.
How We Help You to Maximise Your Options
This
heading covers in more detail the support which is forthcoming from the Company
for the efforts of the individual Associate. You will need to expand where
necessary to give a fuller picture of Company involvement within the broad
headings listed.
Training Philosophy and Methodology
The
message here is that there are minimum education and technical standards
demanded of our Associates. Our Career Development Courses are structured to
ensure that these minimum standards are achieved by all.
The
further and higher technical education of Associates is very much
Associate-driven. In consultation with the local Branch Management the
Associate determines how he/she wishes their business to develop and we provide
the relevant training support.
The Business Role of the Associate
Here
the prospective Associate is given an overview of what he/she will be doing. The
basic wants and needs of the public should be discussed and the portfolio of
products and services which are used to fulfill those wants and needs should be
described.
How You Will Perform Your Role
Here
the activities which need to be fulfilled to run a successful agency business
are outlined.
The
headings may be much expanded upon in your discussions with prospective
Associates. The point to get across is that a formula exists for successful
selling cycle. If all of the tasks outlined are attended to and executed in a
professional and diligent manner, then a satisfactory business conversion rate
will be achieved.
Sales Division Structure
When
you outline the Sales Division structure you aim to achieve two main
objectives. You identify both the degree of support for the Associate and outline
all of the future business development routes open to them.
Associate
Grading Structure
When
the Associate commences his career he/she has an immediate target to aim for.
You should emphasise that all of our Associates regard Production and Persistency
Club membership as a minimum bench mark standard, a measure of their
professionalism if you will.
Rewards
In our industry you are paid on results - good triers don't always succeed. You must identify your clients' needs and wants and satisfy them.
This
is a selling profession. The ability to get the order is no less important that
the requirement to give best advice. A cards on the table discussion with the
prospective recruit at this stage will save much time and possible aggravation
in the future.
Don't
skip over the need to produce results, rather emphasise it. Then show how the
reward package (including incentives) offers unlimited earnings potential.
The Future
Your
prospective Associate should be convinced of the Company's ability to keep pace
with the demands of the market place he/she seeks to serve.
Having
completed the Career Presentation Package, the prospective Recruit and you must
decide whether you have reached common ground and decide if you both wish to
take things a stage further.
Assuming
you do then to advance things, you must have the candidate complete an
application form and the Personal Style Inventory pack. These are then left
with you for a critical analysis prior to your next meeting.
A suggested outline is shown below.
EXAMPLE
BASED UPON THE CAREER PRESENTATION GIVEN TO
ME BY
Name........................................................................................................... Date....................................
Major strengths which best support my application are:
1 I learn quickly
2 Seldom is the same mistake made twice
3 I make decisions quickly but base them
only on information and facts I have to hand
4 I like challenges
5 I want to be
the best, the leading salesman in any company I work with.
Weaknesses which may possibly affect my
performance are:
1 I have not sold before
2 I'm new to the area and have to build up
relationships from scratch
3 I'm sometimes lazy and might finish
early, particularly if it had been a bad day
4
5
The opportunities I recognise are:
1 The sky is the limit
2 I am a person who responds quickly and
positively to change
3 The Company being young and dynamic means
I have the possibility of early promotion
My fears are:
1 I have a fear of rejection
2 What if it doesn't work out?
3
4
MY PERSONAL STYLE PROFILE SWOT ANALYSIS
POSITIVES
1. I
get on well with people
2 . I enjoy being busy
3. l
consider myself positive
4. I
have the will to succeed
5. I
need not be give clear guidelines, I am able to work on my own initiative
6. I
am fairly aggressive
7. I
am not easily deflated
8. I
accept responsibility for myself
9. I
am creative
10. I plan my work
11. 1 take time to brush up on my technical
knowledge
12. 1 make sure I know my product inside out
13. I am 100% confident about my ability to
succeed
14. I am sincere in my dealings with
customers
15. I am self-disciplined
NEGATIVES
1. I may sometimes be moody
2. I talk too much
3. I don't ask enough questions
4. I seldom listen carefully to the answers
5. I am not very good at record keeping
6. I am always late for appointments
7. I never have a fully booked diary
8. The big sale always seems to slip away
9. I can be lazy at times
NAME...................................................................................................
SIGNED................................................................................................DATE......................................
SELECTION PROCESS
Our
Company philosophy regarding development, growth and continuing profitability
is based fundamentally upon our corporate' mission statement.
That
mission statement refers specifically to Clients, our salaried employees and Associates
alike. We regard all with a parallel importance.
Just
as we carefully vet and underwrite our clients before offering them a contract,
we must also carefully vet and underwrite potential Recruits.
Selectionis a process which
when applied to recruitment procedures greatly reduces the possibility of
error.
Our Selection Process is based upon ten
prime self-checking principles which form an integral part of our total
recruitment/selection strategy.
1 The recruiting manager must remain unconcerned as to whether the interviewee subsequently joins the organisation or not. The prime aim of the interview is to determine the compatibility of the candidate with the Corporate Environment as well as with the Job Role Function being discussed.
2
A personal style audit to be completed by the candidate. This together with a
C.V. to be critically considered prior to the next meeting being confirmed.
3
A multiple meeting approach to selection with each interview having clear
objectives and a structured agenda.
4
Precise and complete interview notes must be recorded.
5
A determined search must be made for reasons, conditions or circumstances which
may ultimately cause the applicant to fail.
6
Never, never, compromise standards.
7
Do not become cluttered with the paraphernalia of other companies' failures.
8
You cannot make a silk purse out of a sow's ear.
9
Personal and business references will be telephoned as well as written to.
10
If required be prepared to assist in the formulation of a full business plan
for presentation to the applicants' bank for finance.
MEETING SEQUENCE AND OBJECTIVES
The First Meeting
For
you both to consider accurately whether you believe the candidate could and
would
perform
the Job Role Functions effectively.
The Second Meeting
For
you both to dig deep to uncover any conditions prevail which could cause the
candidate
to
fail. You also must reaffirm that confirm that the candidate would want to do
the job.
The Third Meeting
A)
Spouse/Partner Meeting
A
three-way meeting designed to seek out possible problems or existing conditions
which
may cause either you or the candidate to re-assess judgments made thus far.B) Single
B) Single
A
meeting at which most if not all conclusions thus far drawn are critically analysed.
The Fourth Meeting
Construction
of business plan.
The Fifth Meeting
Presentation
of business plan to the candidates financial underwriter/bank.
Branch Operation Make-Ready
All
members of the Branch must be skilled and drilled in responding either to
telephone calls or direct face-to-face walk in approaches for potential
recruits.
The
'Team' should know exactly what you want them to do and what you want
them to say.
A
mismanaged telephone call or a sloppy initial reception may lose you the best
potential recruit you ever had, and
you'll never know it.
Prepare a rehearsed response to would-be
recruits.
Nominate
a single telephone and an ex-directory number for incoming recruitment calls.
Use
it only for that purpose.
That
is the number you give to people going through the selection process.
That
is the number you hand out to people who may introduce you to potential
recruits.
Ensure
everyone has a clear understanding that you demand as a minimum standard an
environment which will immediately appeal to your potential recruits..
Prepared Response to Potential Recruit
Thank you very much for calling, I am engaged on another call at present, may I just have your full name and telephone number thank you, we will call you back directly. This ensures that you remain in control of the situation, you ring back when you are ready.
The Call Back; Some questions you may ask
You
called us a little while ago thank you for your call.
In
what connection was that?
Where
did you get our name and number from?
Tell
me, what are you doing at present?
What
is it that interests you about our business?
Do
you know anyone in our Company?
Tell
me, what is your present occupation?
Have
you ever been in business on your own account?
How
would the idea appeal to you, running a business of your own?
Whilst
one may not script an imaginary conversation totally accurately (you never know
what
the
other person may say or how they may react) some prepared phraseology and
pertinent
questions
will help you to determine whether or not you wish to set up an interview for
the
caller.
1
Obtain telephone number and email address.
2
Obtain full name and basic information such as to guide you to determine
whether an interview would 'be worthwhile.
(If
you are undecided or want to let the caller down gently, then say you are initially
screening candidates over the phone, ask a few more questions, then arrange to
ring back after you have "discussed" their background information with the
selection panel.
When
you call back (which you must) inform them that unfortunately the selection
panel are~
not
asking him/her to attend a formal interview.)
3
Stay in control.
First Meeting
Candidate
to arrive with a C.V. and will have completed an application form.
Suggested Questions to ask
Which
of the jobs on your C.V. did you enjoy most? Why?
How did
you get your jobs?
How did
you hear about our Company?
What
interests you about our Company?
What
are your long, short term ambitions?
What
do you consider to be your personal strengths?
Do
you have any weaknesses?
What
ideally are you looking for?
Don't
be afraid to ask direct questions which invade the privacy of the candidate.
You must find out who you are likely to be dealing with.
You have a right to know.
You need to get behind their Interview
Mask.
Be
sure to ask one question at a time and please, please ensure you allow the
candidate to answer.
Do not step in with another question
to save the candidate embarrassment.
After an
answer has been given, delay response slightly he/she may change their
answer.
When the
candidate indicates a liking or a dislike of something or someone, investigate
further.
Once
satisfied that you have a candidate of acceptable minimum standards, then
proceed with your career presentation package.
When the
presentation has been completed you should have concluded whether or not in
your opinion the candidate could do the job.
Should
you decide yes then have a Personal Style Profile and SWOT Analysis completed
and left with you.
The Second Meeting
You have
reviewed the Personal Style Profile and SWOT Analysis. You have read thoroughly
your comprehensive notes and views of the first meeting.
You have
identified a number of areas which need to be clarified. These are areas of
potential weakness. You need to be totally satisfied by the candidate that the
necessary adjustments, changes can and will be effected.
This
meeting is to highlight potential danger areas and to thoroughly discuss and
take account of them.
We
can always convince ourselves of many reasons why a candidate could be
successful
but
one single circumstance or condition could forever prevent the candidate from
achieving that success.
Be
sure you find that circumstance or condition and discuss it fully. Leave
nothing to chance.
When
you are both convinced that the requirements of the job and the skills, style, experience
and ambition of the candidate are well matched, arrange the third meeting.
The Third Meeting Spouse/Partner Meeting
It is possible for both the candidate and the interviewer to become carried away with the hype of joint aims and objectives apparently about to be
fulfilled. The spouse/partner will probably not see the world" through' the same rose tinted spectacles of the two players engaged in the job-hunting,
job-filling activity.
A spouse/partner
may well bring things down to earth and ask the logical, pointed, blunt and
perhaps abrasive questions that the candidate may shy away from. You may,
through skilled questioning and discussion, discover that , conditions exist
(as a result of the domestic relationship) which would clearly prevent your
potential recruit from even surviving financially, never mind succeeding. This
meeting should ideally take place at the home of your potential recruit.
If you
are asked a difficult or embarrassing question, do not avoid answering. You
must answer any questions put to you immediately and honestly.
This
third meeting is really your final select out meeting. The next two meetings
will be very time consuming and demand much in the way of input from you. Make
certain you arrive at the correct conclusion rather than the one you would like
to arrive at. Arrange your business planning meeting. Allow at least three
hours for this meeting. Ensure the candidate comes prepared with a business
plan and self-marketing audit already completed.
The Third Meeting (Single)
This meeting has the same objective as the spouse/partner meeting, that is to guard both parties against being summarily dismissive of one another's deficiencies.
It
is all too easy to fall in love with the idea of earning a lot of money in an
exciting new industry. Don't forget the candidate relies on you to give a true
picture, not one gilded just to attract him.
You
must also guard yourself against becoming more concerned about filling the
vacancy left by your last selection failure than ensuring you cover all aspects
of your selection procedure, even if that means losing this candidate.
If
the candidate does follow your lead and become excited about joining you then
you take on a severe burden of responsibility, do not try to convince the
recruit against their own will.
You
must therefore examine critically every and any area of weakness which could cause
the potential recruit to fail. These must be discussed in detail. He/she must
be left in no doubt as to the level of accountability placed with them in
coming to a positive conclusion
Better
to encourage someone who could have been successful not to join you than to
recklessly entice and cajole someone to join you who subsequently fails.
The Fourth Meeting
The
importance of this meeting cannot be overstated.
The
bench marks and standards which are agreed and set at this time will largely
determine the levels of self-expectation adopted by your new Recruit.
You are
the industry, company and branch expert.
Your new
Recruit will rely on you for direction in the early months and particularly at
this early stage.
He/she
is the expert on him/herself.
Likewise
you have to rely on the integrity, honesty and accuracy of his or her views and
opinions of their abilities skills, strengths and weaknesses.
Make
certain you know what you are buying.
What is the function of the business plan? Franchise or Self Employed roles.
This is
a document which brings everyone down to earth and forces all parties
concerned to deal with facts and reality.
The business plan squarely addresses where we start from, whom we rely on to support our efforts, where we are going and how we aim to get there.
If
you need help in crafting a business plan you may access all manner of help
from the Internet in this regard.
Do
not skimp on time when putting together the business plan. It is essential that
the person to whom you present it is impressed by the style, content and
presentation.
This is a selling document.
Where
necessary this document sells your Recruits potential to a financial
backer.
The Fifth Meeting- Franchise or Self
Employed roles.
This is
a meeting with the Associate's Bank Manager (or one of your choice if you
prefer it) to agree a package of financial support.
The
presentation should be fully made. Every possible scenario should be covered.
You make
sure that the Bank Manager is aware of the degree of support which could be
required assuming the worst.
Take
account of slow start and lapses within the business plan and present a
probability document, not commercial fantasy.
The
depth and quality of support that the new Recruit will receive from the Company
must be majored on.
Clear
and doubt-free agreement must be reached on finance prior to your Recruit
commencing his/or her business career with you.
All the above guidelines are just that, guidelines. Take from them
what you will!
Updated
by Malcolm S Milligan 17th July 2010
Originally
drafted 18th May 1989 for a young Life Assurance Company looking to
recruit Self Employed Sales Associates.