Cold or Warm Calls
1. Invitation to get together and get to know each other
2. Referral call: “Someone said to call”
3. We’ve met and wanted to follow up
4. Cold call about career opportunities
5. Invitation to something
Step 5: The 3-Step Recruiting Meeting
McKissack stresses that these meetings are less about ‘selling and telling’ and more about getting to know them to evaluate whether or not this would be a long-term, win-win relationship and to determine what role they’d potentially fill within your business. Remember, as McKissack says, “Talent knows what it wants or is searching to know.”
1. Tell me about yourself? (Their story)
2. Let me tell you a little about myself (Your story)
3. Make company presentation (Company story and tour)
Step 6: Make a Talent Decision: Is There a Fit?
Once you and the candidate have established a meeting, this step is the point at which you really get to know the person. McKissack suggests evaluating the conversation using the “red light, green light” approach and to ask yourself, “Is it a go-forward, or a stop?”
Are red flags cropping up? McKissack says that if you get the feeling that they’re not going to help you get where you need to go and that you won’t be able to help them get where they want to go, it would be time to end the process.
If the person has high potential, take them through the next step – the 10-Step Recruit Process to validate any concerns.
If the conversation is going well and the candidate appears to be a good match, close the deal and ask them to join your company. If they decline, keep them on your radar and follow up with them down the road.
Step 7: 10-Step Recruit Process
This step helps you stay focused when evaluating talented recruits. Use this as a checklist to ensure you’re following a system, so that later, you’re not second-guessing your decision and asking, “Did I hire the right person?” For example, make sure you check the person’s references. You would not want to uncover any unsavory comments about them from a former employer or client down the road that might compromise your reputation.
1. Initial interview
2. References
3. Behavior assessment
4. Review references
5. Review behavior assessment
6. Ask comprehensive questions
7. Future Self (Ask Where they Want to Go in the Future)
8. Review
9. Look at options
10. Close
Step 8: Follow Up
McKissack says that at the end of the recruiting process, you need to determine if this person would be a good career decision. Is it a long-term, win-win relationship, where they’ll meet your needs and you’ll meet their needs? If so, ask them to join the company.
For more tips from Linda’s webinar, “Leverage your Business through Systems, Tools and People,” view the recording here. Register here for this month’s free Secrets of Top Sellings Agents webinar, “Build a Better Team: Overcoming the 5 Inevitable Dysfunctions,” presented by Bob Corcoran, CEO of Corcoran Consulting & Coaching, on Wednesday, September 17 at 1 p.m. ET.
