Helping a New Recruit: Challenges of a Consultant

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Discussion Overview

This thread explores the challenges faced by a consultant in supporting a new recruit. Participants share their personal experiences regarding recruitment, communication, and the difficulties of providing guidance from a distance.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant, identifying as a consultant, shares that they initially joined for personal reasons and did not plan to recruit, but a recruit approached them unexpectedly.
  • Another participant mentions the importance of checking in periodically with recruits, acknowledging that ultimately it is the recruit's decision to engage.
  • Several users suggest alternative communication methods, such as sending letters, to ensure messages are received.
  • One participant reflects on their experience with a recruit who was initially excited but became unresponsive, emphasizing the need to make reasonable efforts without feeling guilty if the recruit does not succeed.
  • Another participant notes the potential need for additional support, such as a hospitality director, to help recruits feel less isolated in their business journey.
  • One participant expresses skepticism about the recruit's commitment, suggesting they may not be genuine in their intentions.
  • Another participant emphasizes the value of hospitality and support from directors and suggests reaching out to others in the area for assistance.

Areas of Agreement / Disagreement

Views differ on the best approach to supporting recruits, with some participants advocating for persistent communication while others suggest recognizing when to step back. No clear consensus emerges on the effectiveness of various strategies.

Contextual Notes

Participants discuss their experiences within the context of geographical distance from their recruits and the varying levels of support received from their directors and uplines.

Who May Find This Useful

Consultants who are navigating the challenges of recruiting and supporting new team members may find the shared experiences and insights relevant.

M
missmindym
Messages
150
Okay, so my reasons for joining were totally selfish. I totally did it for me. I had no plans to recruit, it wasn't a goal at all. I'm really not sure that I want a team, etc. But, in my first 30 days a recruit fell into my lap, literally. She totally came to me told me she wanted to sign up, we went to the same high school (different grades), so she asked me for my consultant number and signed up. So, now that I have a recruit, I of course want her to do well and have been trying to make sure she is doing okay, asking her if she has any questions, etc. We live about 5 hours apart and our director lives in a different state. She told me she had her 4 shows lined up. At her first two, no one bought anything :( so those didn't count, but she was supposed to have two more that she said she was still going to do. I've told her about all the online training videos and everything. She's stopped answering my messages and hasn't submitted anything yet that I can tell (I keep checking my IPT). And her 30 days is up or is up in a few days. I just don't know what else I should be doing for her. I know she has 60 more days to get qualified, I just feel like I should be doing something for her.
 
Re: Recruiting??
missmindym said:
Okay, so my reasons for joining were totally selfish. I totally did it for me. I had no plans to recruit, it wasn't a goal at all. I'm really not sure that I want a team, etc. But, in my first 30 days a recruit fell into my lap, literally. She totally came to me told me she wanted to sign up, we went to the same high school (different grades), so she asked me for my consultant number and signed up. So, now that I have a recruit, I of course want her to do well and have been trying to make sure she is doing okay, asking her if she has any questions, etc. We live about 5 hours apart and our director lives in a different state. She told me she had her 4 shows lined up. At her first two, no one bought anything :( so those didn't count, but she was supposed to have two more that she said she was still going to do. I've told her about all the online training videos and everything. She's stopped answering my messages and hasn't submitted anything yet that I can tell (I keep checking my IPT). And her 30 days is up or is up in a few days. I just don't know what else I should be doing for her. I know she has 60 more days to get qualified, I just feel like I should be doing something for her.
Click to expand...

All you can do is to keep checking in with her periodically. In the end, it's her decision. I have a recruit who hasn't done a thing after I put forth a lot of effort, and now I'm realizing that sometimes you gotta learn when to just let go and not worry so much about it. We're all adults and we're not their boss, so we can't make them do anything.
 
Re: Recruiting??You can always send her a letter in the mail. Remind her about the tele-classes and offer your help. Then if she needs you, she can call you. Who knows, maybe the messages aren't getting to her. My 11yr old used to listen to msgs and delete them, not bothering to ever tell me someone called for me. I want to emphasize that she USED to do this. LOL!!
 
Re: Recruiting??
missmindym said:
And her 30 days is up or is up in a few days. I just don't know what else I should be doing for her. I know she has 60 more days to get qualified, I just feel like I should be doing something for her.
Click to expand...

Sometimes this happens and we just have to let them do there thing. As long as we are making/have made a reasonable effort to help them we cannot feel guilty if they don't succeed. She may turn around. I have a consultant who signed up and was SO excited. Well, she didn't put her first show in until after her 30 days ended and is getting ready to do #2 - she has just a couple weeks left in her 90 days. I don't know if she will qualify by then or not but I am expecting not. She came to her first training but since then hasn't answered my calls or emails. I keep her in the email loop with the rest of the team and, since she's still new, I leave a message every week on her phone. That's all I can do.

As far as "having 60 more days to get qualified" she actually has 12 months from the day she signed to qualify. The 90 days is for the incentives: the bonuses she can get and the trip points both she and you can get.
 
Re: Recruiting??You or your director needs to get her some hospitality. Some people can figure things out on their own, but some people need a little encouragement and guidance. Nobody should feel like they are all alone in this business. Get her a hospitality director and tell her about Chef Success.

Where does she live?
 
  • Thread starter
  • #6
Re: Recruiting??One of the first things I did was tell her about Chef Success, I don't know if she's been here or not. And my recruiter barely calls me, only after I make her some money, I guess (she only calls me after I put in a show or something), and so I don't know if we have any hospitality or not. I've only talked to my director twice and I got a postcard from conference.

My director is in CO, my recruit, my recruiter, and I are all in CA, just in different parts.
 
Re: Recruiting??Hate to say this since I don't know her. However, it sounds to me like she is fooling you. Maybe a kitnapper. Find it strange that she said she had 2 shows with no orders and now all of a sudden she's dodging you and has done nothing.

I sent one of mine an e-mail that was basically the same way and told her about everything I and the company can offer her in the way of help. I also explained that I would love to help her qualify and "fulfill" her agreement with the Pampered Chef of doing 4 shows and that I would hate to see her "break her agreement." Funny thing though, after I e-mailed her she sure got the 4 shows in in a hurry to qualify and then never heard from her again. Nothing else submitted since then either.
 
Re: Recruiting??If she turns out not to be a kit knaper then find her hospitality. Everyone can get hospitality even you if you are not going to monthly meetings. If your director will not help you (I believe it is her job to help) then contact your upline or Executive. California is a big state, maybe a director here is close to her and will help you.

I really believe in monthly cluster meetings. My director is not in Oregon and I have a great hospitality director. Nobody should feel alone, not even you.
 

Frequently Asked Questions

What are the common challenges faced by new recruits in direct sales?

New recruits in direct sales often face challenges such as understanding the product line, building a customer base, managing time effectively, overcoming rejection, and developing sales skills. These challenges can be daunting but are essential to navigate for success.

How can I help a new recruit overcome their fear of rejection?

Encourage new recruits to view rejection as a learning opportunity rather than a personal failure. Share personal experiences of rejection and how you overcame them. Role-playing scenarios can also help them practice their responses and build confidence.

What strategies can I suggest to new recruits for building their customer base?

Advise new recruits to leverage their personal networks, including friends, family, and social media. Hosting cooking shows or product demonstrations can also attract new customers. Encourage them to follow up with leads and maintain relationships with existing customers to foster loyalty.

How can new recruits effectively manage their time as consultants?

Help new recruits create a structured schedule that includes time for prospecting, customer follow-ups, and training. Encourage them to set specific goals for each day and prioritize tasks. Utilizing tools like calendars and to-do lists can also enhance their time management skills.

What resources are available to support new recruits in their learning process?

New recruits can benefit from training materials provided by Pampered Chef, such as online courses, webinars, and mentorship programs. Encourage them to participate in team meetings and connect with experienced consultants for guidance and support. Additionally, reading books on sales techniques can provide valuable insights.

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