A training call on Sunday got me to thinking about whether or not I was a remarkable recruiter, an average recruiter or not recruiting at all. I have shared that I have struggled with recruiting lately – missing cues of those who may be interested, not asking everyone if they would be interested in the opportunity – thinking that sharing my why would help everyone connect with how Thirty One can be a blessing in their lives, like it was in mine.
Here are FIVE habits that make a REMARKABLE recruiter – rate yourself on a score of 1 – 10 with 10 being ALWAYS to see how you do. Don’t score yourself on where you WANT to be or be to hard on yourself. Be honest, this will help you to achieve your business recruiting goals.
- Remarkable recruiters work consistently smarter and not harder. They consistently have parties booked on a monthly basis. They are sharing their products with EVERYONE that they run into whether they know they or not.
- Remarkable recruiters ALWAYS smile. No matter how bad the party or the day, they always have a smile on their face and a positive thought to share. Did you know smiling is a reflection of what is inside of you? Share the joy you feel about your business with everyone simply by smiling. I remember a comment a friend made “your face lights up when you talk about Thirty One“. I am learning to wear that joy all of the time so people are curious why and I can share the blessing that was given to me.
- Remarkable recruiters are active not passive. They take the lead when someone shows interest in the business. They get on the PHONE (I know the dreaded 500-pound one) and don’t rely on flyers and emails to recruit new consultants.
- Remarkable recruiters thing about what is in it for someone else! Yes, more recruits mean more money for us. The key is to focus on how your business will help someone else – more money to reduce debt, vacations, kid’s activities etc. CONNECT with people. Our business is all about relationship building – go out and BUILD one today.
- Remarkable recruiters stay in control of the recruiting process. If a potential recruit says they want to think about it – do you wait for them to call you? The fortune is in the follow-up. How about asking them what the TWO things are that keep them from jumping in? LISTEN to their answer and see if you can overcome those doubts.