Need Help Recruiting for Your Business? Read On!

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Discussion Overview

This thread centers on participants sharing their experiences and suggestions regarding recruiting new consultants for their Pampered Chef businesses. Various strategies and resources are discussed, along with personal anecdotes about the recruiting process.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant, identifying as a consultant, shares their experience of recruiting only one person in four years and discusses a potential lead from a booth.
  • Another participant suggests using the "Come Join Us" brochure and setting up a follow-up appointment to discuss it further.
  • Several users mention the importance of not overwhelming potential recruits with too much information at once.
  • One participant notes that asking questions about the potential recruit's motivations and goals can be beneficial.
  • Another participant expresses the need for timely follow-up, suggesting that waiting too long could hinder the recruiting process.
  • One participant mentions the value of utilizing online training resources for recruiting interviews.

Areas of Agreement / Disagreement

Views differ on the best approach to follow up with potential recruits, with some emphasizing the importance of immediate follow-up while others suggest a more measured approach.

Contextual Notes

Participants share personal experiences and strategies related to recruiting within the context of their Pampered Chef businesses, reflecting a range of approaches and outcomes.

Who May Find This Useful

Consultants looking for insights on recruiting strategies and personal experiences from others in the community may find this discussion beneficial.

Sarah K.
Sarah K.
Silver Member
Messages
26
I have only recruited one person in the past 4 years and that was by luck. I have a lead from a booth. I talked to her last night on the phone to see how interested she was. The booth was the end of april so it has been about a month since. She said that she was just thinking about becoming a consultant the other day. I asked if she had any questions that I could answer, she said no. But would like for me to send her some info. We talked briefly about her hosting a show and using it as her coming out show. Giving her the bookings. I forgot to mention that she could use the a kit credit from the sales at her show.
Long story but I lost everything pampered chef related when our house flooded last year. I am just know getting to the point where I am ready to actually work my business again. So I don't have any company literature on recruiting. Does anyone have any suggestions on what I should send her?

Much to my surprise my husband came home tonight and said that he was working on a recruit for me. LOL One of his Co-workers wives lost her job and isn't finding anything. Having lots of interviews but no offers. Do you have any suggestions on what I should give my husband to give to his co-worker to give to his wife? Thanks in advance.
 
Last edited:
Download the Come Join Us Brochure behind CC and give that to them. Then set up a phone appt or face to face appt to go through it with them and answer their questions.
 
Debbie that is a great suggestion, you can also call your director for help and have her do a three way call that will help, it does me. If I think shw is just riding the fence.
 
You can download and email or print the Come Join Us Booklet. Or you can send this one.....I found it here....well done and informative -




My 2 cents - you can listen to the audios on recruiting found in CC's online training center. They have some valid topics such as not creating issues for them....make sure you are addressing their needs and questions.....refresh yourself with the online training course on the recruiting interview.

Congrats on the decision to work your biz....much success!

Make sure you kiss your brother and make him his favorite treat....he'll keep recruiting for you! You're about to be TL, and get a 2% raise! Whoo Hoo!!
 

Attachments

The recruiting interview on CC was perfect for me to use. I wish I had seen this flier though Laurie...it's really cute and gets nitty gritty which some prefer. I'll use this going forward.
 
;)

Just be sure you do not overwhelm them with paperwork....pick one over the other....you do not want them to think they have to create all this paperwork, or get overwhelmed with too much at once. I need to work on that, I'm just so excited I want to them everything! LOL
 
  • Thread starter
  • #7
Wow you ladies are quick tonight! Thank you! Left a message for my director this morning. She is having some health issues right now, so I haven't heard back from her.
 
I have not had luck mailing people stuff, expecially if she has no questions. I would start asking her questions like Why does she think PC might be a good fit for her? What would she hope to gain? How much would she like to work? If she could not fail what would she like to achieve?
 
  • Thread starter
  • #9
I have set up a time to call her next week to follow up.
 
Sarah K. said:
I have set up a time to call her next week to follow up.
Click to expand...

next week is too late. Strike while the iron is hot--no more than 72 hours to follow up.
 
DebbieJ said:
next week is too late. Strike while the iron is hot--no more than 72 hours to follow up.
Click to expand...

i agree, if she has no questions, she is either ready to sign or has some obstacles (if she does find out what they are and work with her on them).

Good luck
 
  • Thread starter
  • #12
Thanks I figured that she won't get the info till Sat at the earliest I am calling her on Wednesday. I may call her on Monday to make sure she got the info and go from there and maybe set up a time to sit down and talk on Wed.
 

Frequently Asked Questions

What are some effective strategies for recruiting new team members in direct sales?

Effective strategies for recruiting include leveraging social media to showcase your products and business opportunity, hosting virtual or in-person events to demonstrate the benefits of joining your team, and sharing personal success stories to inspire potential recruits. Additionally, offering incentives for referrals and providing comprehensive training can attract new members.

How can I overcome objections from potential recruits?

To overcome objections, listen actively to the concerns of potential recruits and address them with empathy. Provide clear information about the benefits of joining your team, such as flexible hours, earning potential, and community support. Sharing testimonials from current team members can also help alleviate fears and build trust.

What role does social media play in recruiting for my business?

Social media is a powerful tool for recruiting as it allows you to reach a wider audience and engage with potential recruits in a more personal way. By sharing content that highlights your products, team culture, and success stories, you can attract individuals who resonate with your brand. Regularly posting updates and hosting live Q&A sessions can also foster interest and interaction.

How important is training and support for new recruits?

Training and support are crucial for new recruits as they help them feel confident and equipped to succeed. Providing comprehensive onboarding, ongoing training sessions, and mentorship can significantly increase retention rates and empower new team members to achieve their goals. A supportive environment encourages recruits to stay engaged and motivated.

What are some common mistakes to avoid when recruiting?

Common mistakes to avoid include being overly aggressive in your approach, failing to listen to the needs and concerns of potential recruits, and not providing enough information about the business opportunity. Additionally, neglecting to follow up with interested individuals can lead to missed opportunities. Focus on building relationships and fostering a positive experience for potential recruits.

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