PC Opportunity: Meeting with Potential Recruits Tonight - Need Feedback ASAP!

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Discussion Overview

The thread centers around a participant's upcoming meeting with two potential recruits for Pampered Chef and seeks feedback on whether to sign both under themselves or have one sign under the other. Participants share their experiences and thoughts on the implications of each option, particularly regarding commitment levels and the impact on directorship qualifications.

Discussion Character

  • Exploratory
  • Opinion-based
  • Anecdotal
  • Debate/contested

Main Points Raised

  • One participant, identifying as a consultant, mentions meeting two interested individuals and questions the best approach for signing them up.
  • Another participant shares their experience that if the recruits prefer to sign under each other, it should be respected, while also suggesting providing them with relevant information to make their decision.
  • Several users mention the importance of assessing the commitment levels of the recruits before deciding who should sign under whom.
  • One participant recounts a past experience where signing under a friend led to complications when the friend did not perform well, impacting their own directorship.
  • Another participant clarifies that under the new plan, indirect recruits can still count towards directorship qualifications, which contrasts with some earlier concerns expressed in the thread.
  • One participant notes that they have not seen recruits sign under each other in their experience and suggests that recruits may feel uncomfortable with that arrangement.
  • Another participant emphasizes that the decision should ultimately reflect what the recruits want, as it is a personal choice.
  • Some participants express confusion about the implications of being "passed by" in terms of personal recruitment status and directorship qualifications.

Areas of Agreement / Disagreement

Views differ on the best approach to signing up the recruits, with some participants advocating for signing both under the same consultant while others support the idea of one signing under the other based on their commitment levels. There is no clear consensus on the best practice for this situation.

Contextual Notes

The discussion reflects personal experiences and interpretations of the new recruitment and directorship rules within Pampered Chef, highlighting varying levels of understanding among participants.

Who May Find This Useful

Consultants considering recruitment strategies and those seeking insights into the implications of signing recruits under different structures may find this discussion relevant.

M
melissasutkus
Messages
48
I met a woman last week who is interested in joining PC. She collected information for a friend who is also interested. I am meeting them BOTH this evening and hopefully signing them... One question: should I sign them both under me OR sign one of them under me and have the other one sign under her?
 
It depends. If they want to do it that way, don't try to talk them out of it. If they don't, I'd proceed as if you will sign both of them. Make sure you show them the Grow With Us info so they can make that decision.
 
When I have a set of friends like that I encourage one to sign under the other because they already have a little team going. But still offer them both the same amount of training and support from you. If you don't have paper copies of the Join Us and Grow with us brochures you can find downloadable versions on Consultants Corner. Good luck. :D
 
I think it depends on how committed you think each of them is. I have a couple of consultants who "signed under their friend", then their friend tanked and even though they moved up to my first line they weren't my personal recruit so I did all the work but got NO credit for them qualifying and now with the new rules for directorship they wouldn't even qualify for me each month to keep directorship. So if you think they are both equally committed, then one under the other. But if you sense that one is more sure than the other, sign them both under you.
 
Nanisu said:
I think it depends on how committed you think each of them is. I have a couple of consultants who "signed under their friend", then their friend tanked and even though they moved up to my first line they weren't my personal recruit so I did all the work but got NO credit for them qualifying and now with the new rules for directorship they wouldn't even qualify for me each month to keep directorship. So if you think they are both equally committed, then one under the other. But if you sense that one is more sure than the other, sign them both under you.
Click to expand...

This is not true, in as much as I understand the new plan.

My understanding is that you need 6 active in a month to qualify for directorship, and only 4 of those need to be personal recruits. The other 2 can be indirect recruits on your team. So, yes - they would qualify for you to keep directorship, as long as you have 4 others you've personally recruited who are also active.
 
ChefBeckyD said:
This is not true, in as much as I understand the new plan.

My understanding is that you need 6 active in a month to qualify for directorship, and only 4 of those need to be personal recruits. The other 2 can be indirect recruits on your team. So, yes - they would qualify for you to keep directorship, as long as you have 4 others you've personally recruited who are also active.
Click to expand...

If someone moves up to you (their recruiter quits) they DO count as one of your 4 personal lines under this new career plan. That was one of the examples given to us in a director call.
 
As a Director you also get a % of everyone who sells on your team so you do get credit for them plus the activity bonus. I believe in the end no matter who signs them, if they are on your team it all comes back to you in the end. I treat everyone on my team the same no matter if they are a direct recruit or otherwise.

Back to the ? at hand.
I've done several double recruit interviews since Dec. and so far I've not had any of them sign under another person and actually only ended up recruiting 1 of the 2 each time. They seem to get uncomfortable when I mention signing under the friend. I think it is a matter of who will sign under who and then if you think about it, they may not want to be "under" their friend (which I've been told). I'd get to know them a little better during the recruit interview and then make a decision as to how to proceed with who signs under who.

Best wishes! No matter who signs with you or under the other recruit, hope you end up with 2 more on your team in the end.
Congrats on offering the opportunity!
 
BethCooks4U said:
If someone moves up to you (their recruiter quits) they DO count as one of your 4 personal lines under this new career plan. That was one of the examples given to us in a director call.
Click to expand...

Well then, either way they count. :D It's a win-win, as far as I can see!
 
Yep. The key is what do THEY want to do? I have had people say they didn't want to be "under" each other and I also have a team that wanted to do it that way. It's a personal thing that they have to decide. Offer it as an option and let them decide what works for them.
 
  • Thread starter
  • #10
Thanks all!! I ended up signing one tonight and the other one is going think it over some more... but she said she wants to sign under her friend... so that settled that for me!
 
So, how would "passing by" work in this situation? If both become Senior Consultants, wouldn't that start a clock requiring Melissa to promote to Team Leader or risk being passed by? I'm not sure how all of that works with the new system...
 
  • Thread starter
  • #12
what happens if I were to get "passed by"? Does it matter? I am currently a Senior Consultant.. so this new recruit makes me a Team Leader.
 
If you are a Team Leader then, I wouldn't worry about it so much. I believe that if you were both Senior Consultants and she passes you by, then you would lose her as a personal recruit... that piece has me a bit confused, so I hope some of more knowledgeable folks can clarify.
 
If someone moves up to you (their recruiter quits) they DO count as one of your 4 personal lines under this new career plan. That was one of the examples given to us in a director call.

4 of the 6 have to be your personal RECRUITS--not just your personal line. I was thinking more along the lines of a newer director who may not have a whole lot on her team--if the friend that 'recruits' the second person tanks and the other person moves by, she is a personal line, but NOT a personal recruit. And if she only has 5 or 6 on her team, as many newer directors do, that could impact her directorship that month, that's all. I still think she should see how committed they both are before she makes that decision. Once she has 8 or 9 on her team it wouldn't impact it, theoretically.
 

Frequently Asked Questions

What should I prepare for the meeting with potential recruits?

Before the meeting, ensure you have a clear agenda, a presentation or materials that outline the Pampered Chef opportunity, and any promotional items or samples to showcase. Be ready to discuss your personal experiences and success stories, as well as the benefits of joining Pampered Chef.

How can I effectively communicate the benefits of joining Pampered Chef?

Focus on the flexibility, potential income, and community support that comes with being a Pampered Chef consultant. Highlight success stories from your team and share how the products can enhance their cooking experiences. Be prepared to answer questions about earnings and time commitments.

What common objections might I face from potential recruits?

Potential recruits may express concerns about time commitment, initial costs, or fear of sales. Address these by explaining the flexibility of the role, the low startup costs, and providing reassurance that many people start with little to no experience in sales.

How can I follow up with potential recruits after the meeting?

Send a thank-you message expressing your appreciation for their time and interest. Include a summary of what was discussed, any additional resources, and invite them to ask further questions. Consider scheduling a follow-up call or meeting to address any lingering concerns.

What should I do if a recruit shows interest but is hesitant to commit?

Encourage them to take their time and reassure them that it’s okay to have questions. Offer to provide more information or connect them with other consultants for testimonials. Sometimes, sharing stories of others who were initially hesitant but found success can help alleviate their concerns.

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