I Have 3 Recruiting Interviews Today!

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The discussion revolves around the challenges of a new career plan that affects the way recruits and their achievements contribute to individual requirements. One participant expresses frustration over recruiting and training team members who do not count toward their own success criteria, leading to feelings of being undervalued despite efforts to help others succeed. There’s a shared sentiment that while it can feel disheartening, supporting others ultimately contributes to personal advancement in the long run. The conversation also touches on the complexities of team dynamics, where one team member's lack of engagement hinders overall progress, leading to feelings of guilt and concern about losing strong performers. There are suggestions for fostering accountability among team members and the importance of finding supportive partnerships to enhance motivation and progress. Overall, the emphasis remains on the balance between helping others and meeting personal goals within the structure of the business.
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PCJenni
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Ok, that's great right... except... they are all for my downline...ok still good... except.. the new career plan makes it sad for me in that:

Bridget is my direct recruit and just promoted to TL
Patty is Bridget's direct and just promoted to TL
Sandra is Patty direct and 2 of the 3 interviews are for her

Now, only Bridget counts toward my SC requirement for the month. Basically, I am recruiting and training all of these people only to miss my requirements for D because of SC requirement.:cry:

Please make me feel good about this!

Anyone else have this issue? I feel like and SC on our teams ahould count toward the requirement until another director promotes and them move to another generation from us.
 
Isn't it icky to have that thought in your brain??? I had it too, it is not just you. I would agree, but there is no point. Just know that it all pays off and you will be to advanced that much faster!!!
Hope they all signed!
xoxo
 
Yes, your thought is natural and as Cheryl says, it is an icky feeling to have this thought.

Cheryl said it best. And I always try to remember that when we help others in this business, we are helping ourselves.

Hopefully it helps to think of this as "practice" for your own recruiting and also have the SC be right there to train them too!

Right now I may be facing a "pass by" situation in just a few months. I would become an AD and my best performer who has difficulty in the recruiting department would lose this really strong performer.

This is a different "feel bad" situation but I have since freed myself from guilt. The woman that may be passed by has had help and continuous offers from myself and my upline who is a SD and may be back up to ED soon.

She won't share enough with me (which I am local) to "let me in". I have tried for YEARS! So now my SD keeps me in a mantra of "work with the willing". I risk lsoing my best performer, but I don't know what more I can to to "wake her up" and let her fully help her.

Sorry for the personal rant...I feel a little better now!!
 
  • Thread starter
  • #4
I have one who was a negative Nelly about and now her 2 directs are going to pass her up and the fire was ignited under her butt!
 
The fire is lit and the help is there to add gas on the fire but my upline is totally baffled. My upline has been in the business over 15 years (or more) and she has never seen anyone promote so slowly. That says she wants to promote and will get the leads, but then they falter. She came very close one time and then her team just faded until she lost her Future Director title for a month. Right now she has just one fire cracker and the rest are lucky if they are sparklers for long.

She has said she is untrainable meaning she doesn't like to follow structure, etc. It is the only thing I can thing of. She will get all pumped up and when you go to dig in and help her out, I am not sure if she feels she should be able to do it or what, but she pulls back and won't share information, etc. It almost is like she wants to fail, but I know she doesn't.

I am hoping that something will change.
 
Just a thought Ann, I feel like I can identify with her.
For me, I know if I feel like I have someone looking over me, it makes me shut down. I will do fabulously on my own, but when that garners the attention of someone else and they offer to work with me so that I can grow, it stops me dead in my tracks. That being said I do have support an accountability. But I have chosen them and while some may be very successsful in this busines our personalities mesh so well it has no pressure.
Funny, I am having a hard time being concise at the moment.
Anyhoo!
Maybe have her seek out her own accountability, Tell her to go find a buddy with similar goals and chat with them once a week.
Is there anyone alse with similar goals you know that she may get along with?

Just a thought
 

Frequently Asked Questions

What should I prepare for my recruiting interviews?

Before your interviews, make sure to review the Pampered Chef product line, understand the business model, and prepare answers to common questions about the opportunity. Have your personal story ready to share, and think about how you can relate your experiences to the potential recruits' interests and goals.

How can I make a great first impression during the interviews?

Dress professionally and be punctual. Start with a warm greeting and a smile to create a friendly atmosphere. Be enthusiastic about the Pampered Chef opportunity and show genuine interest in the candidates' backgrounds and aspirations. Active listening is key to building rapport.

What questions should I ask the candidates?

Ask open-ended questions to gauge their interest and fit for the role. Some examples include: "What interests you about joining Pampered Chef?" and "What are your goals for your business?" This will help you understand their motivations and how you can support them in their journey.

How do I handle objections or concerns from candidates?

Listen carefully to their concerns and validate their feelings. Provide clear and honest answers to their objections, sharing your own experiences and how you overcame similar challenges. Highlight the support and resources available to new recruits to help them succeed.

What follow-up actions should I take after the interviews?

After the interviews, send a thank-you message to each candidate, expressing your appreciation for their time. Provide any additional information they may have requested and encourage them to reach out with further questions. Keep the lines of communication open and follow up within a few days to see if they have made a decision.

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