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ChefBeckyD said:I think I must miss them too - or at least, I don't respond to them appropriately.
amy07 said:my favorite, is "I could never do this". Means they have already thought about it. Find out why, then help them overcome their objection
I actually saved the casual recruiting from Laura. I should go back and read it again.amy07 said:Also, check out the files section for Casual Recruiting by PamperedLaura.
Often I do not ask if they would like more info. I'll say in a half joking manner, "don't you want to be a Consultant" or "so, when are you going to join my team" (this one if they have been to a few of my shows.) The real key is to ask them something to get it rolling -
amy07 said:my favorite, is "I could never do this". Means they have already thought about it. Find out why, then help them overcome their objection
Winnipegk said:Are all these products yours? Do you have to pay for them?
That bag looks heavy!
Can I help you clean up? set up? (never say no!!!)
How much money do you make?
Does your husband mind you doing this?
How many nights do you work?
What's your highest show?
You're so good at this!
You look like you're having fun!
That was fun!
(overheard before / during the show) I hate my job...my job is boring...I need to make more money...my car broke down...the kids are driving me nuts...I need a vacation.
etteluap70PC said:I have 2 jobs allready...
pampered.chris said:I have heard of quite a few of these and sometimes I think I am answering right, but then I can't seem to shut up and let them talk.
Do you think it would scare off potential recruits if I duct taped my mouth?
etteluap70PC said:I have 2 jobs allready...
Some red flags to watch for when recruiting new consultants include inconsistent communication or follow-up, lack of enthusiasm or motivation, and a history of quickly leaving previous direct sales companies.
Pay attention to how the potential consultant responds to challenges or setbacks, their level of organization and time management skills, and their willingness to invest time and effort into building their business. These factors can be indicators of potential issues down the line.
While past performance is not always indicative of future success, consistently not meeting sales goals can be a red flag. It's important to discuss with the potential consultant why they struggled to meet goals and what they plan to do differently in the future.
Be honest and open about your observations and concerns. Use concrete examples and ask the potential consultant for their perspective. This can help you determine if the red flags are deal-breakers or areas that can be improved upon.
It's important to address any concerns as soon as possible. Schedule a one-on-one conversation to discuss your observations and offer support and guidance. It's also important to establish clear expectations and boundaries for the consultant to follow moving forward.