How can I effectively recruit from my past hosts?

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Discussion Overview

This thread explores strategies for recruiting past hosts into the Pampered Chef business. Participants share their experiences and thoughts on effective methods for outreach and engagement.

Discussion Character

  • Anecdotal
  • Opinion-based

Main Points Raised

  • One participant, identifying as a consultant, mentions listening to tapes on recruiting and recognizes past hosts as a valuable source for potential recruits.
  • Another participant shares their experience from a recent conference, emphasizing the importance of personal invitations over mailed letters or emails for recruiting efforts.
  • One user expresses the need to improve their recruiting efforts, noting that it has taken a backseat to other responsibilities like host coaching.
  • Another participant appreciates the letter shared by Cathy, indicating it meets their needs for outreach.

Areas of Agreement / Disagreement

Views differ on the most effective methods for recruiting, with some participants advocating for personal outreach while others are exploring mailed communications.

Contextual Notes

Participants are primarily consultants discussing their personal experiences and strategies related to recruiting past hosts.

Who May Find This Useful

Consultants looking for insights on recruiting strategies and personal outreach methods may find this discussion relevant.

N
noradawn
Hi Everyone!

I've been listening to a lot of tapes on recruiting lately, and I've learned that hosts are a great place to look for recruits! Unfortunately, I didn't really even offer the opportunity to most of my past hosts (this is my 5th month). So now I want to send them a letter as well as the recruiting special flyer with the roasting pan. Do any of you have a letter like this that I could get ideas from? After the mailing, I'll follow up with phone calls, of course.

Thanks in advance!
Nora
 
Recruiting LetterHi! I'm new to this forum, but I saw your question and had to answer. Good for you for getting into recruiting!! I just got back from conference, and ALL 4 of my workshops were on recruiting, so if I don't know something, there's something wrong with me!! ;-)

First, it's always best to offer the opportunity in person, or at least over the phone. One of the best ways this was put to me was in one of my workshops: What way do you prefer to be invited to something? Via a broadcast email, in a letter/invitation, or personally (phone or face-to-face)? I think we'd all say personally. If that's not physically possible, then the least you can do is mail the letter and tell them you'll be following up in the next few days, and then do JUST THAT - follow up with every single person you sent a flyer to. Personally, I'm calling all of my past hosts and guests who have ordered cookware to see if I can send them more information on our great new promotion to start their own business, and see if I can set an appointment (in person or on phone) to talk about it after they get it. I haven't tried that yet, but I'm hoping it's more effective than just mailing the flyer. I did that back in June, and I got NO bites. So, you can't just send a flyer - be sure to call them and personally invite them to join your team.

Now that I said all of that, here is the letter I created to mail my flyers out. Hope that helps!

Cathy Murphy
Independent Future Director
Ambler, PA
[email protected]
 

Attachments

That is great Cathy. I know I need to be more involved in recruiting. Its kind of taken a backseat to learning to do kitchen shows and host coaching and things like that. I know I need to step it up.
 
  • Thread starter
  • #4
Thanks for posting that letter, Cathy! It's just what I was looking for.
 

Frequently Asked Questions

1. What are some effective ways to reach out to my past hosts for recruitment?

Start by sending a personalized message or email to your past hosts, thanking them for their previous support and sharing your current goals. Highlight the benefits of joining your team, such as earning extra income, accessing exclusive products, and being part of a supportive community. Consider hosting a casual get-together or virtual meeting to discuss the opportunity in a friendly setting.

2. How can I showcase the benefits of becoming a consultant to my past hosts?

Share success stories from your team members or your own experiences to illustrate the potential for growth and earnings. Highlight the flexibility of the role, the ability to work from home, and the opportunity to build lasting relationships. Providing tangible examples of how being a consultant has positively impacted your life can make the opportunity more appealing.

3. Should I offer any incentives to my past hosts for joining my team?

Yes, offering incentives can be a great motivator. Consider providing a special discount on their first order, a bonus for signing up, or exclusive training sessions. You could also create a referral program where they can earn rewards for bringing in new recruits. Make sure to communicate these incentives clearly when you reach out.

4. How can I maintain a positive relationship with my past hosts while recruiting?

Always approach the conversation with respect and understanding. Make it clear that there is no pressure to join, and express your appreciation for their past support. Listen to their concerns and questions, and be open to discussing their thoughts about the opportunity. Maintaining a friendly and supportive tone will help preserve your relationship regardless of their decision.

5. What should I do if a past host shows interest in joining but has reservations?

If a past host expresses interest but has reservations, take the time to address their concerns. Ask open-ended questions to understand their hesitations, whether it's about time commitment, financial investment, or skills. Provide reassurance by sharing resources, offering to mentor them, and emphasizing the support available within your team. Encouraging them to take small steps, like attending a training session, can also help alleviate their fears.

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