Is My Potential Recruit on the Edge of Joining My Team?

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Discussion Overview

The thread discusses a participant's experience with a potential recruit who is hesitant to join their team as a consultant. The participant expresses disappointment and seeks advice on how to encourage the recruit, who is currently busy with other commitments.

Discussion Character

  • Anecdotal
  • Opinion-based

Main Points Raised

  • One participant, identifying as a consultant, shares their experience of trying to recruit a host who is currently overwhelmed with personal commitments but has shown some interest in selling.
  • Another participant suggests that the original poster should communicate openly and address the potential recruit's concerns, emphasizing the benefits of the booked shows.
  • One user mentions that the recruit might feel overwhelmed and advises keeping her in mind for future promotions once her situation stabilizes.
  • Another participant proposes creative ideas, such as offering discounts or gift certificates, to engage the potential recruit's interest in Pampered Chef products.

Areas of Agreement / Disagreement

Views differ on how best to approach the potential recruit, with some participants suggesting direct communication while others propose waiting for a more opportune time.

Contextual Notes

The discussion reflects personal experiences and strategies related to recruiting within the Pampered Chef community, focusing on individual circumstances and feelings of potential recruits.

Who May Find This Useful

Consultants who are navigating similar recruitment challenges or seeking to understand different approaches to engaging potential team members may find this discussion relevant.

ChefinHarmony
ChefinHarmony
Messages
372
Okay, I was so excited because I thought I had my first recruit - she was a Host on Saturday and was almost there - friends, hubby, etc were thrilled when she mentioned possibly selling it. Well, I showed up today to close her show, focused on her show and then asked... She said "I'm going to pass - I am so busy right now" they just got some rental properties that she will be managing, preschool (she is really involved with this), etc. She said it's not a definite "no" but a "maybe later." I don't like to be pushy, but I was a bit disappointed. She is so nice & easy to talk to! Anyway, we proceeded to close out her show. She booked a catalog show for Sept (long story I put on another post), had one booking (didn't set the date, but wants to do it), and is interested in possibly doing a Fundraiser for the preschool. As I was pulling out of her driveway, I thought "she is almost to qualifying if those 3 shows come through!" Why doesn't SHE want take them?!?!? She mentioned that she would do it if she could just be a "casual" consultant - I told her "YES, you set your schedule!" Ughh!!! I don't know how to word things (I'm too wordy - can you tell?!?!) But I would love to get her on my Team. She would be great to work with. I think she's on the edge because if she would do it, she would want to do her best, but can't afford to commit to another thing right now. Here's my question....How do I get her to understand that she is so close??
Thanks!!
Joanne
 
Copy and paste this post into an email and send it to her. It is best to speak from your heart! Acknowledge the problems that could come up and address them.Let her know that the three shows you booked could be 3/4 of the way to getting the knives!
 
Just spell it out the way you did here. She really is almost to qualifying as you mentioned! Just realize that it still might seem overwhelming to her and keep her in mind for future promos. Maybe once she gets a handle on the rental properties it will be different.

Good luck.

Michele
 
maybe she can offer a discount on PC for her renters? or a year contract = PC gift certificate?
 

Frequently Asked Questions

What signs indicate that my potential recruit is close to joining my team?

Look for signs such as enthusiastic engagement during conversations, asking detailed questions about the business, and expressing excitement about the products. If they start to share their own ideas about how they would contribute to your team, that's a strong indicator of interest.

How can I gauge their level of interest without being too pushy?

You can ask open-ended questions about their thoughts on direct sales and the Pampered Chef opportunity. Listen carefully to their responses and encourage them to share their feelings. This approach allows you to assess their interest without applying pressure.

What should I do if they seem hesitant about joining?

If your potential recruit seems hesitant, it's important to address their concerns. Ask them what specifically is holding them back and provide information or reassurance. Sharing success stories from your team can also help alleviate their doubts.

How can I create a sense of urgency for them to join my team?

To create a sense of urgency, you can highlight limited-time promotions, upcoming events, or the benefits of joining during a specific period. Emphasizing the potential for immediate earnings or bonuses can also motivate them to make a decision sooner.

What follow-up strategies can I use to keep them engaged?

Regular follow-ups are key. Send them updates about your team’s successes, invite them to team meetings, or share helpful resources. Personalize your communication to show that you genuinely care about their journey and are invested in their success.

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