I used to be one of the top recruiters in my exec's line. Now I can't recruit to save my life! So I thought I'd ask...what are you who are having success doing, both at your shows and in following up? All I keep hearing is "I'm too busy." Gonna take that "Responding to Objections" class today, but figured I'd ask for some feedback from anyone who's doing well with this.
Successful Recruiters...chime In!
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Discussion Overview
This thread centers around the experiences and strategies of participants regarding successful recruiting practices within the Pampered Chef community. Participants share personal anecdotes, techniques, and challenges they face in recruiting new consultants.
Discussion Character
- Anecdotal
- Opinion-based
- Exploratory
Main Points Raised
- One participant, identifying as a consultant, shares their past success in recruiting and expresses frustration with current challenges, seeking feedback from others who are successful.
- Another participant discusses their approach of suggesting hosting shows or considering the business opportunity when engaging with potential recruits, highlighting their significant growth in downline numbers.
- Several users mention the importance of presenting the opportunity and maintaining a positive attitude, emphasizing that recruiting is a numbers game.
- One participant notes the effectiveness of asking questions that encourage dialogue rather than immediate objections, sharing their personal strategy of listening intently after making suggestions.
- Another participant expresses a desire for advice on helping new recruits achieve their initial sales goals within their first month.
- Some participants reflect on the importance of follow-up and the need to adapt their approach based on past experiences.
Areas of Agreement / Disagreement
Views differ on the effectiveness of various recruiting strategies, with some participants advocating for a more suggestive approach while others share their struggles with converting interest into sign-ups. No clear consensus emerges on the best practices for successful recruiting.
Contextual Notes
Participants share a range of experiences, from those who have successfully built large teams to those facing difficulties in recruiting. The discussion reflects a variety of personal strategies and outcomes, emphasizing the subjective nature of recruiting experiences.
Who May Find This Useful
Consultants looking to enhance their recruiting techniques or seeking encouragement from peers may find this discussion relevant and insightful.
Sheila
Gold Member
- 5,350
I don't ask. I suggest. When I meet people in public or at a booth & they are talking about how big of a fan they are, I tell them the best way to get lots of items off their wish list is to host a show ... or ... if they are super addicted to the product like ME, they might want to consider looking at the business opportunity. At shows, I go over both sides of the booking & recruiting slide & then do the full service checkout. When I'm checking them out, I lay my hand on a stack of recruiting info and ask them if they were interested in taking home some information to learn more about doing what I do. Some say YES! 
I started off 2010 with 3 in my downline and was a new Team Leader. I ended 2010 with 42 in my downline and being "paid as" an Advanced Director in December, officially taking the title Jan 1. One of the team members promoted on Jan 1 to Director and another one promoted on Feb 1 to Director. We've also added more recruits to the teams since the beginning of this year. I started today with 50 people on the team, but got an e-mail tonight from #51 who said she finished the application. I'm just waiting to see her pop up on Consultant's Corner.
It can all change super fast! So hang in there & just keep presenting the opportunity. It's a numbers game. Ask enough people and you will start to hear some YES answers.
I started off 2010 with 3 in my downline and was a new Team Leader. I ended 2010 with 42 in my downline and being "paid as" an Advanced Director in December, officially taking the title Jan 1. One of the team members promoted on Jan 1 to Director and another one promoted on Feb 1 to Director. We've also added more recruits to the teams since the beginning of this year. I started today with 50 people on the team, but got an e-mail tonight from #51 who said she finished the application. I'm just waiting to see her pop up on Consultant's Corner.
It can all change super fast! So hang in there & just keep presenting the opportunity. It's a numbers game. Ask enough people and you will start to hear some YES answers.
lesliec
- 999
Great timing for this discussion since there is a 50% rebate offer on the kit for March. I have recruited 10 in 5 years....never made Director and now it looks like I will be down to a Consultant soon :cry: Would also love to hear from other successful recruiters.
Also their input on getting the new recruit to reach the $1250 goal within their first 30 days would be extremely helpful to me.
Also their input on getting the new recruit to reach the $1250 goal within their first 30 days would be extremely helpful to me.
tinaglotzbach
Gold Member
- 15
flemings99
Gold Member
- 1,025
cookingwithlove
Gold Member
- 882
Sheila always has good words. It is about providing the opportunity to as many people as possible. If 1 out of 10 asked will say yes, then you need to ask at least 10 people to get a yes. But I am a Go-For-No kind of girl, so really you need to get 9 nos before you get that yes. If you have only asked 3 people, you need to ask 6 more before you will get the yes. Just keep asking. If they say the are too busy (or whatever. I like to ask, what is it about my business that intrigues you? This way they cannot immediately say they are too busy or not a cook or whatever their objection is. If someone says they are too busy, then I tell them about how I started and I only did 2 parties a month. If they are not a cook, I say, well obvious you love the products, are you willing to learn a few simple recipes? Just ask the next question to be sure it is really a no.
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smart2cook
Gold Member
- 331
Sheila did an excellent job with explaining everything. Certainly helped me a bunch! I too am a Go-For-The-No kind of gal. Listening helps so much also after suggesting, that was a huge issue for me, I wasn't a throw up on everybody person (close though) LOL. So I have learned to zip my lip after I suggest so that I listen intently to what they are saying before I respond next. I have a line 4 deep LOL but I don't know if they will ever be active again and that's okay, it's their business. I would be thrilled if something happened to me like what has happened to Sheila!
Sheila
Gold Member
- 5,350
tinaglotzbach said:
When I'm already in a conversation with someone out at a booth or in public, I approach the "asking" in a very different fashion. If they are already commenting on how much they love the product, how much they already have in their collection, etc. I just flat out say something like "Well, you should consider hosting! It's a great way to get lots of items off your wish list. BUT (pointing at my own head), if you are addicted to the product like MEEEEEE, you might consider becoming a consultant to support your addiction!!!"
(I'm very animated when I do this. I completely take the "SIGN HERE" pushy attitude out of the equation). If they respond in a positive way, I'll then ask if they would like to take home some information to learn more about doing what I do. I don't carry the contracts with me and have never had anyone sign on the spot. I encourage them to go home, talk it over with their spouse (especially if they have children - since the spouse will be helping with childcare while they are doing their show) and then I follow up in a couple of days asking if they had a chance to review the material and ask "what did you think?" I then hush & wait for them to respond. I only answer the questions that they ask. I don't bombard them with too much information all at once. If they decide they want to sign, I tell them how to go to my web page & do it. I've never done it for them.
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smart2cook
Gold Member
- 331
Sheila
Gold Member
- 5,350
Laura4
- 141
NooraK
Gold Member
- 5,854
Frequently Asked Questions
What strategies do successful Pampered Chef recruiters use to attract new team members?
Successful recruiters often leverage personal connections, social media platforms, and host engaging parties to showcase the benefits of joining Pampered Chef. They share their own success stories, emphasize the flexibility of the business, and highlight the supportive community within the company.
How important is training and support for new recruits in direct sales?
Training and support are crucial for new recruits in direct sales. Successful recruiters provide comprehensive onboarding, ongoing training sessions, and mentorship to help new team members build confidence and develop their sales skills. This support fosters a positive environment and encourages retention.
What are some common misconceptions about recruiting in direct sales?
Common misconceptions include the belief that recruiting is solely about selling products or that it requires aggressive tactics. In reality, successful recruiting focuses on building relationships, sharing opportunities, and providing genuine support to potential recruits, making it a more collaborative process.
How can I effectively follow up with potential recruits after an initial conversation?
Effective follow-up involves being timely and personalized. Send a thank-you message after your initial conversation, and provide additional information about the opportunity. Schedule a follow-up call or meeting to address any questions they may have and reinforce the benefits of joining your team.
What role does social media play in recruiting for Pampered Chef?
Social media is a powerful tool for recruiting in Pampered Chef. It allows recruiters to reach a broader audience, share success stories, and showcase products in action. Engaging content, such as live demos, testimonials, and interactive posts, can attract potential recruits and spark interest in the business opportunity.
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