RECRUITING AND COACHINGHOW TO HANDLE OBJECTION AND CLOSE

THE RECRUITING SALECOACHING NEW U.T.C TO BECOME

PROFESSIONALS

BY JIT SINGH

RECRUITING AND COACHING

HOW TO HANDLE OBJECTION AND CLOSE THE RECRUITING SALE

COACHING NEW U.T.C TO BECOME PROFESSIONALS

BY JIT SINGH

RECRUITING AND COACHINGHOW TO HANDLE OBJECTION AND

CLOSE THE RECRUITING SALE

COACHING NEW U.T.C TO BECOME PROFESSIONALS

BY JIT SINGH

HOW TO FIND WINNERS• RECRUITING IS A SALES PROCESS

• WHY IS PROSPECTING SO IMPORTANTTO YOUR AGENCY?

PART 1

CHARACTERISCTICS OF AN EFFECTIVE ADVERTISEMENT.

HOW CAN YOU MAKE YOUR AD STAND OUT FROM ALL THE OTHER ADS?

• LARGE

• DISTINCTIVE

• STRESS TRAINING

• BELIEVABLE

• STRAIGHT FORWARD

• INSTRUCTIONS WHERE TO CALL

• CLOSE FRIENDS

• CLERGYMEN

REFERAL – THE ADVANTAGES OF ASKING FOR LEADS FROM EACH OF

THESE GROUP OF PEOPLE

• RESPONSIBLE BUSINESS PEOPLE

• SATISFIED CLIENTS

WHAT QUALITIES WILL YOU LOOK FOR WHEN YOU ARE SCOUTING WITH AN EAGLE-EYE

THE EAGLE-EYE METHOD

EXECUTIVE RECRUITING

IN YOUR BUSINESS, WHO SHOULD YOU CONTACT FORQUALITY RECRUITING LEADS?

HOW TO HANDLE RECRUITING OBJECTIONS AND CLOSE THE

RECRUITING SALE

• WHY IS RECRUITING IMPORTANT TO YOU AND YOUR AGENCY?

• RECRUITING / HIRING IS A SALES PROCESSS

PART 2

• THIS SESSION WILL TEACH YOU HOW TO HANDLE INTERVIEWING OBJECTIONS

REVIEW KEY POINTS

• RECRUITING IS A SALES PROCESS

• AN OBSTACLE IS A GENUINE REASON WHICH CANNOT BE OVERCOME

• AN OBJECTION IS AN EXPRESSION OF REAL CONCERN OR DOUBT WHICH MUST BE OVERCOME ….IF YOU KNOW HOW

• SOME OBJECTIONS MUST BE HANDLED BEFORE THEY COME UP

• ESTABLISH CREDIBILITY

• TO CLOSE INTERVIEW – WHAT ARESOME OF THE POINTS YOU’LL USETO CLOSE THE INTERVIEW

•

•

•

THE CLOSE

A. TO BEGIN THE CLOSING PROCESS, REMIND THE RECRUIT OF THE ‘WE SELL YOU, YOU SELL US’

B. THE INITIAL CLOSE:MR. LIM WHY DO YOU THINK THIS WOULD BE A GOOD MOVE NOT JUST FOR YOU, BUT FOR US

PART 3HOW TO TRAIN WINNERS

• HOW DO YOU PREPARE PEOPLE FOR CLASS ROOM TRANING?

• WHO SHOULD CONDUCT THE CLASSROOM TRAINING?

• HOW DO YOU TRAIN PEOPLE?

• HOW ‘EXACTING’ SHOULD YOU BE?

• HOW DO YOU BALANCE PRAISE / CRITICISM?

FIVE STRATEGIC QUESTIONS :

TWO TRAINING AXIOMS:-

• CRITICIZE THE PERFORMANCE

• PRAISE THE PERFORMER

THE GOLDEN RULE

PRAISE IN PUBLIC

PUNISH IN PRIVATE

HOW TO KEEP WINNERSPART 4

THE INITIAL ORIENTATION:• REVIEW THEIR JOB DESCRIPTION

• ESTABLISH SPECIFIC OBJETIVES AND REVIEW DATES

• EXPLAIN WHEN/HOW YOU PAY

• LEARN THEIR GOALS

YOU CAN’T MANAGE PRODUCTIVITY

YOU CAN MANAGE ACTIVITY

ACTIVITY CHART:• ESTABLISH ANNUAL INCOME GOAL

• DETERMINE AVERAGE EARNINGS PER SALE

• DETERMINE PRESENTATION REQUIRED PER SALES

• DETERMINE EARNINGS PER PRESENTATION

• DETERMINE CONTACTS PER PRESENTATION

ACTIVITY CHART:• DETERMINE EARNINGS PER CONTACT

• DETERMINE WEEKLY INCOME OBJECTIVE

• DETERMINE DAILY INCOME OBJECTIVE

• DETERMINE DAILY CONTACTS REQUIRED TO REACH ANNUAL INCOME OBJECTIVE

THE PEAKS

AND

VALLEYS

THE FIVE R’S OF RETENTION• RECOGNITION

• RESPONSIBILITY

• RESPECT

• ROLE MODEL

• REWARD