It’s easy to use a hit-and-miss approach when you begin working to build your direct sales team. But knowing what works and what doesn’t work when recruiting new consultants will get you better results. Tracking your recruiting will help you focus on the most successful and profitable strategies for growing your business and adding recruits. A lot of things happen when you track your direct sales recruiting efforts. To begin, tracking lets you see a realistic picture of how many prospecting conversations you have every week. It’s easy to say, “I talked to a lot of people about my business this week,” when in reality, you may have talked to a lot fewer than you think.
When you write down the details of your prospecting conversations you will see exactly how many people you spoke with, how many you planned to speak to, or how many you called that you never connected with. Now, you have a clear picture of what you intended to do versus what actually got done.
Tracking gives you a visual reminder of your accomplishments. You know when you create a to-do list and check off items done, you feel like you’ve accomplished more in a day. Tracking your recruiting results works the same way. You know exactly how much you’ve accomplished and whether or not it’s enough to help you reach your goals. In addition, tracking is a tremendous tool to help ensure you follow up with every contact made. Relying on your memory can fail you, but having contacts listed with follow-up dates recorded in black and white will let you see at a glance who you need to follow-up with. As to what kind of tracking system to use, go for something simple. A spreadsheet on the computer that lists the information you want to track will work just fine. If you prefer writing by hand, you can record the same information in a columnar pad or notebook. The system isn’t important. What’s important is that you use it consistently to track your contacts and the results of each call.
Basic information about your contacts you’ll want to record include:
- Full name
- Phone number
- Email
- Address (if available)
- Date of contact
- Their response
- Follow up date
You may also want to record special observances like birthdays or anniversaries on the same list so you can send out greeting cards or make a phone call. This is always a good way to stay in touch with prospects as well as your recruits. At the beginning of each week, or month, set a goal of how many recruits you would like to join your team for that period. If you figure you have to talk to ten people for every one who joins, and your goal is five new recruits every month, then you know you need to talk to at least fifty people each month to reach your goal. Your tracking system will help you focus so you can reach that number more easily. Once you have your tracking system in place, use it religiously. Write down at least the name, phone number, and contact date of every single person you talk to about your business opportunity. And once they join your team, put a star beside their name to remind yourself how well your recruiting efforts are working.
Tracking your direct sales recruiting efforts can be as simple or complex as you make it. But it’s important that you use some kind of system to ensure you’re contacting as many people as you need to meet your recruiting efforts. This is a concrete way to make sure you are doing everything you can to grow your business.
Ask The Right Questions to Find Quality Recruits
If you’re looking to build a direct sales team by finding new recruits, you may be wondering about the best way to find prospects who are really interested in your business and who are more likely to become successful. One thing you can do is to ask the right questions to find quality recruits. A few simple questions will help you determine if someone is a potential recruit for your company. These will be things like, “Are you in need of additional money?” or “Have you ever wanted to start your own business?” Other questions will help you determine potential motivators, such as “Do you have children?” or “How does your spouse feel about you working?” Even statements such as “Wouldn’t you love working your own hours?” may give you a lead. Getting a feel for what your prospect wants will help you know how to best meet his or her needs. When recruiting current customers, or someone who has contacted you specifically to become a recruit, you might ask, “What first interested you in this company?” or “What’s your favorite part about this particular product or company?”
If you have someone who is pretty sure they want to sign up, but about whom you’re not quite convinced, you might ask “Why do you think you’d make a good consultant with this company?” or “What would be your goals as a consultant on my team?” You’ll want to ask each recruit how they plan to promote their business. Will they work online only? Do they plan to host shows or parties? How much time do they have to devote to building a successful business? How many hours a week will they want to work? All of these are valid questions that will help you and your recruits gain a better idea of what they want from the company, and how successful they can hope to be. After all these questions, it’s time to ask your potential recruit, “Do you have any questions?” Give them time to think and formulate their questions; even arrange another date to meet to address their questions. Knowing what your prospects are looking for in a business opportunity will help ensure that neither they, nor you, are wasting time. Finally, ask a new recruit that you think will be a good match, “Are you ready to join my team?” or “If you’re ready to sign up, can we order your kit and get you started?”
Asking the right questions that lead up to this final question will help ensure that the majority of new recruits are truly topnotch representatives for your company. This will make your recruits more successful and more productive members of your team.
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Jack Kuhry
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