Recruit Owners not Employees
Recruit Owners not Employees
Have you ever brought someone on as an independent sales agent, only to have them act like an employee? You told him he was an independent businessman. You explained to her that there were no benefits. You made it clear that their success depended on their own efforts. Yet,…
They begin to act as if someone else will be there to pick up the slack or cover them when they act irresponsibly. They will be casual with funds. They don’t file license renewal paperwork in a timely fashion. They don’t do what they say they will do and then complain about their finances. You know the kind I’m talking about.
Let’s discuss some ideas on how to better weed out candidates with an “employee” mindset and more effectively identify candidates with an “owner” mindset. What we’re talking about here is an art rather than a science. Clues can be picked up from their past as well as through effective questioning. Obviously, a red flag ought to go up when you hear certain “employee” types of questions:
• What kind of benefits are provided?
(after knowing that they would be a “1099er”)
• What kind of hours would I be working?
• Are there any paid vacations?
Usually we’re sensitive to the kinds of questions that are plainly employee-oriented. But I find that in the absence of these blatantly employee-oriented questions, many managers have difficulty in getting a clear sense of whether their candidate has an entrepreneurial perspective. Keep in mind that most candidates, naturally, will provide answers that they believe you want to hear or that they think they should give. If you ask whether they’re prepared to work whatever hours it takes to succeed, the answer will almost always be “Yes”. If you ask whether they have the self-discipline to be their own boss, the answer will almost always be “Yes”. If you ask whether they’d be willing to work some evenings and weekends to succeed, the answer will almost always be “Yes”. Understand that while some people will feel differently but give you the answer they think you want, many people truly don’t know themselves well enough to give an honest answer about themselves. It’s up to you to read between the lines and ask effective questions.
Using Their Background for Clues
Clearly, many people who consider a sales career come from a background of employment. Never having owned a business before isn’t really an indication of their ability to succeed as an independent business person. However, in looking over their history, there are several things you can look for that can lead to clarifying questions:
• Have they stayed in jobs for extended periods? If they have, it may demonstrate loyalty and perseverance. While these are good traits, the job stability may also indicate a preference for employment rather than independence. Asking good clarification questions (below) can uncover their true feelings.
• Have they changed jobs frequently? If they have, it can show instability, poor self-discipline, and a tendency to have problems. On the other hand, it may reflect frustration with the employment environment and a desire to be self-directed and independent. Again, asking good clarification questions (below) can help you decide which it is.
• Have they ever owned a business before? If they have, it demonstrates an entrepreneurial spark. Of course the question remains as to what happened to that business? Again, clarifying will help in evaluating its significance.
Clarifying Questions
The facts surrounding someone’s past give us an idea of where they’re coming from. However, their feelings and thoughts about their past experiences can offer a better insight into their make up. Some questions will be oriented towards clarifying past experiences and decisions; others are directed towards revealing their entrepreneurial thinking capacity. As you become proficient at questioning, you’ll be able to reveal a candidate’s motivation for considering that specific career. You’ll make better recruiting decisions and as a consequence have more time to devote to the candidates that will succeed. Having more agents who are likely to succeed will lead to better time management and faster growth.
Recruit Owners not Employees - To learn more about this author, visit Michael Beck's Website.
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The three top issues that I seem to work with my executive clients on are Effective Recruiting, Maximizing Production and Time Management. Today I’d like to share some thoughts on how to better identify candidates that are more likely to succeed in our business.
Have you ever brought someone on as an independent sales agent, only to have them act like an employee? You told him he was an independent businessman. You explained to her that there were no benefits. You made it clear that their success depended on their own efforts. Yet,…
They begin to act as if someone else will be there to pick up the slack or cover them when they act irresponsibly. They will be casual with funds. They don’t file license renewal paperwork in a timely fashion. They don’t do what they say they will do and then complain about their finances. You know the kind I’m talking about.
Let’s discuss some ideas on how to better weed out candidates with an “employee” mindset and more effectively identify candidates with an “owner” mindset. What we’re talking about here is an art rather than a science. Clues can be picked up from their past as well as through effective questioning. Obviously, a red flag ought to go up when you hear certain “employee” types of questions:
• What kind of benefits are provided?
(after knowing that they would be a “1099er”)
• What kind of hours would I be working?
• Are there any paid vacations?
Usually we’re sensitive to the kinds of questions that are plainly employee-oriented. But I find that in the absence of these blatantly employee-oriented questions, many managers have difficulty in getting a clear sense of whether their candidate has an entrepreneurial perspective. Keep in mind that most candidates, naturally, will provide answers that they believe you want to hear or that they think they should give. If you ask whether they’re prepared to work whatever hours it takes to succeed, the answer will almost always be “Yes”. If you ask whether they have the self-discipline to be their own boss, the answer will almost always be “Yes”. If you ask whether they’d be willing to work some evenings and weekends to succeed, the answer will almost always be “Yes”. Understand that while some people will feel differently but give you the answer they think you want, many people truly don’t know themselves well enough to give an honest answer about themselves. It’s up to you to read between the lines and ask effective questions.
Using Their Background for Clues
Clearly, many people who consider a sales career come from a background of employment. Never having owned a business before isn’t really an indication of their ability to succeed as an independent business person. However, in looking over their history, there are several things you can look for that can lead to clarifying questions:
• Have they stayed in jobs for extended periods? If they have, it may demonstrate loyalty and perseverance. While these are good traits, the job stability may also indicate a preference for employment rather than independence. Asking good clarification questions (below) can uncover their true feelings.
• Have they changed jobs frequently? If they have, it can show instability, poor self-discipline, and a tendency to have problems. On the other hand, it may reflect frustration with the employment environment and a desire to be self-directed and independent. Again, asking good clarification questions (below) can help you decide which it is.
• Have they ever owned a business before? If they have, it demonstrates an entrepreneurial spark. Of course the question remains as to what happened to that business? Again, clarifying will help in evaluating its significance.
Clarifying Questions
The facts surrounding someone’s past give us an idea of where they’re coming from. However, their feelings and thoughts about their past experiences can offer a better insight into their make up. Some questions will be oriented towards clarifying past experiences and decisions; others are directed towards revealing their entrepreneurial thinking capacity. As you become proficient at questioning, you’ll be able to reveal a candidate’s motivation for considering that specific career. You’ll make better recruiting decisions and as a consequence have more time to devote to the candidates that will succeed. Having more agents who are likely to succeed will lead to better time management and faster growth.
Recruit Owners not Employees - To learn more about this author, visit Michael Beck's Website.
Like this article? Share it with your friends
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Jay Kubassek(Jay's Full Bio: EvanCarmichael.com/jaykubassek) Jay Kubassek is a Canadian born entrepreneur, internet marketing genius, professional speaker, international real estate developer/investor, executive film producer, extreme sport enthusiast and a passionate supporter of several charities worldwide. In 2007, Jay's vision and dedication to help other entrepreneurs and business owners duplicate his marketing success led to the creation of his fourth company CarbonCopyPRO, an internet marketing firm already worth over 15 million dollars that has over 20 employees and contract workers with clients is 12 different countries. Jay resides in NYC with his girlfriend Jamie, three year old son Milo and dog Cooper. As executive producer he recently premiered his first film in the 2008 Cannes Film Festival. As an adventurist he is racing the 2008 Baja 1000 off-road race and is a member of the 2008 U.S. National Elephant Polo Team, The New York Blue who will be representing the US in the 2008 World Championships in Nepal. Visit Jay's Blog: www.JayKubassek.com - Visit Jay Kubassek's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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 Michael Beck (Visit Michael's Website) Written by Michael Beck, an executive coach, speaker & trainer. He is the nation’s leading expert on recruiting independent sales representatives, and helps executives and managers build and lead productive sales teams. For more information, and to receive his program: “Smart Recruiting Strategies in a Tough Market!” for FREE, please visit: www.XLeader s.com Permission to reprint with full attribution. © 2008 Exceptional Leadership, Inc.
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