How To Recruit For Your Company
A commonly overlooked way to find high-quality partners and employees is with one simple question…
“Are you interested in x?” (with “x” being whatever your scope of work is).
Mine is insurance and building an agency.
If they answer “No”, great. No time wasted, no harm done.
If they answer “Yes”, great! Let’s talk about the getting-started steps and processes to make that happen.
First things first: Understanding.
What you need to understand is exactly what you are trying to accomplish, and the simplest way to build an insurance agency is to become a good example to others.
Make your personal production a priority, focus on keeping your business on the books, get great at getting leads, discipline yourself on dial days, and make sure you are booking 30 appointments a week.
Second: Goals.
Set a goal to introduce two people a day to your scope of work. One of my mentors in business, says it this way, “My goal everyday is to take two people from not knowing about your agency, to knowing about your agency.” It is that simple.
Third: Outreach.
Initially, warm market friends, family and work associates would be a great place to start. You could also post ads online (Craigslist, Facebook Job Posts, Indeed, the possibilities are endless) to gather an army of cold market leads, and then you filter through those who are great prospects, and those who aren’t the correct fit for your opportunity.
Then the question becomes, “What defines someone who could be great?”
Well, they have a great attitude, a zest for life, excited, curious about what else they could create or do in this life, a desire to help people, goals to do well and make more money, entrepreneurial spirt about them… Ideally, someone like you. Thats all that recruiting really is, find people that are like you, that you would like to work with and introduce them to what you do.
Fourth: Conversation.
You know who you are looking for, now what do you say? Start a conversion with them: ask them what they are currently doing for work, see if there is a need for change or if they have a void in their life that you can fill with the opportunity at hand.
Not making enough money? They are not in environment that is developing them personally? No room for growth, so they are stuck in their current position until their manager either quits, gets fired, or dies…leaving them trapped? Find out what their pain point is, and then tell them about one of the great benefits that you have to offer that can satisfy that pain.
When you share your opportunity as a response to the problems they have in their current career, it’s win-win.
Lastly: Care.
Take a minute to decide if you actually care about people and their success. IF you don’t, that’s okay — focus on your own success, take care of your and your family’s needs, and live a good life.
But if you really do care about people, then understand that you will have to learn patience (and a massive amount of it). You will need to put their needs in front of yours to get them up and running, and get them seeing success in this new role.
A simple way to look at it is… you are going to spend a lot of time helping them navigate the early complexities of your business that you will not get paid for, but over time, if you help them develop, you will long term see the fruits of your labor as the person who helped them cross the bridge early on and get started.
Recruiting is an incredibly rewarding practice when you approach it the correct way, and it pays the hardest working people incredibly well if you start with the understanding that you must care about people.
You can do this. I believe in you.
Stay strong, and stay positive.
Until next time,
GP
