Jilleysue
Silver Member
- 1,507
Recruiting Without Being the Director: Avoiding Overwhelm
- Thread starter Jilleysue
- Start date
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- Tags
- director recruiting
Click For Summary
Discussion Overview
The thread discusses the dynamics of recruiting within the Pampered Chef community, particularly when the recruiter is not yet a director. Participants share their experiences and strategies for managing communication and support for new recruits to avoid confusion and overwhelm.
Discussion Character
- Anecdotal
- Opinion-based
- Exploratory
Main Points Raised
- One participant, identifying as a consultant, emphasizes the importance of building a relationship with the director to ensure clear communication with new recruits.
- Another participant shares their experience of conducting three-way calls with the director and new recruits to facilitate learning and support.
- Several users mention the practice of sending welcome emails and sharing information among the recruiter, director, and new recruit to streamline communication.
- One participant notes that they prefer to take the lead in communication with recruits, especially when they are not near their director, expressing frustration over overlapping communications from the director.
- Another consultant describes their approach of stepping back when the recruiter is actively training the new recruit, while still offering support as needed.
- One participant humorously comments on a typo in the thread, highlighting the informal nature of the discussion.
Areas of Agreement / Disagreement
Views differ on the best approach to communication and support for new recruits, with no clear consensus emerging on how to manage overlapping roles effectively.
Contextual Notes
Participants share personal experiences and strategies, reflecting the varied circumstances and preferences within the consultant community regarding recruitment and training.
Who May Find This Useful
Consultants looking for insights on managing recruitment and communication with new team members may find the shared experiences relevant.
Melissa78
Gold Member
- 1,121
IMO its a relationship you build between you and your director to work with your new recruit and that you communicate well with each other (you and director) to ensure you're not overwhelming/confusing the recruit. If you're new and its your first I would recommend 3 way calls between you, your D and the new recruit so that you can get the hang of the ropes, know what its being said (from all parties) and learn as you go.
Some consultants I have that don't want to recruit b/c they don't want to deal with any of that, I let them know that I will work with their recruits but that is my choice - need to see what the game plan is between you and your director.
Some consultants I have that don't want to recruit b/c they don't want to deal with any of that, I let them know that I will work with their recruits but that is my choice - need to see what the game plan is between you and your director.
BethCooks4U
Gold Member
- 12,926
The recruiter is a leader in training so with the first couple of recruits as a director I train in tandum with them. I do 3-way calls and copy them on emails. I do ask the new recruit what the recruiter has helped them with so far and their answer guides me on how to handle the info. I always tell them that they can contact me if they need anything and that I will be in contact as well but if their recruiter is already teaching them the ropes I step back and let them at it - contacting the recruiter from time to time to see if they have questions and the recruit to see if they need anything. Frankly, though, my team calls me freely with any questions or guidance they need so it's really easy for me to know what's going on.
Jolie_Paradoxe
Gold Member
- 2,855
For our team, the recruiter emails a welcome email and advice to their new teammate and bcc's me. I then follow up with an intro/welcome email and a couple of suggestions.
If there is communication from the new recruit for me...I try and remember to bcc the recruiter. Usually though I just recap what kind of info has been shared via an email, text or call to recruiter. Depending on the recruiter's desire to train, I follow suit...whether it's to handle the training directly or sit back in a supporting role.
I add all new recruits to team ctcs so that just 1 email is being circulated to all.
Usually the new recruit will approach the same person for all info...whereever the connection is made is where the development occurs. Some recruits will reach out to their recruiter...others to the director and others to me. =)
We're all pretty decent at sharing and communicating with one another so this approach has worked for us.
I agree that you and your director should discuss the plan of action...share what it is YOU want. It helps everyone stay on the same page and it's your team growth, so you do and should have the main deciding factor. =)
Congrats and good luck! Have fun!
If there is communication from the new recruit for me...I try and remember to bcc the recruiter. Usually though I just recap what kind of info has been shared via an email, text or call to recruiter. Depending on the recruiter's desire to train, I follow suit...whether it's to handle the training directly or sit back in a supporting role.
I add all new recruits to team ctcs so that just 1 email is being circulated to all.
Usually the new recruit will approach the same person for all info...whereever the connection is made is where the development occurs. Some recruits will reach out to their recruiter...others to the director and others to me. =)
We're all pretty decent at sharing and communicating with one another so this approach has worked for us.
I agree that you and your director should discuss the plan of action...share what it is YOU want. It helps everyone stay on the same page and it's your team growth, so you do and should have the main deciding factor. =)
Congrats and good luck! Have fun!
Jilleysue
Silver Member
- 1,507
hcjeep
- 86
I am no longer living near my director and am recruiting. I have asked that I am the one that emails them and she has still adding them to all her email lists even the ones that pertain to stuff in the state where she is at. Is there anyway to stop this? I am at the point I just want to be on my own and do not like the way she runs her business (shady at times or promises that are not kept). My team just went from 3 to 6 in the last two days. Any suggestions to help with this situation?
lesliec
- 999
Jilleysue
Silver Member
- 1,507
Malinda Klein
Gold Member
- 518
I'm a Team Leader and train all my new recruits (after my director trained the first one with me) UNLESS there is a scheduling conflict. My group of seven consultants attend my director's cluster meetings. Next month, i MAY be a director, but will probably still go to my directors meetings. I work full time and it's hard for me to plan YET find a place to hold 7 consultants.
Frequently Asked Questions
What are some effective strategies for recruiting in Pampered Chef without feeling overwhelmed?
Start by setting clear and manageable goals for your recruiting efforts. Focus on building relationships with potential recruits through social media, personal connections, and hosting cooking shows. Utilize the resources provided by Pampered Chef, such as training materials and support from your upline, to streamline your process. Remember to take breaks and pace yourself to avoid burnout.
How can I balance my direct sales business with my personal life while recruiting?
Establish a schedule that allocates specific times for your direct sales activities, including recruiting. Prioritize tasks and set boundaries to ensure that your business does not interfere with personal commitments. Use tools like calendars and reminders to keep track of your recruiting efforts without overwhelming yourself.
What should I say when approaching someone about joining Pampered Chef?
When approaching someone, focus on sharing your personal experience and the benefits of joining Pampered Chef. Highlight the flexibility, community support, and potential for income. Ask open-ended questions to gauge their interest and listen actively to their responses. Tailor your conversation to address their specific needs or concerns.
How can I create a supportive environment for new recruits without being a director?
Foster a sense of community by creating a group chat or social media group where new recruits can ask questions and share experiences. Encourage collaboration and mentorship among team members, and share resources and training materials that can help them succeed. Celebrate their achievements, no matter how small, to build confidence and motivation.
What are some common misconceptions about recruiting in direct sales?
One common misconception is that recruiting requires aggressive sales tactics or pressure, which can lead to overwhelm. In reality, successful recruiting is about building genuine relationships and providing value. Another misconception is that you need to be a director or have extensive experience to recruit effectively; anyone can share their passion for the business and attract others to join.
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