We have been discussing the critical importance of recruiting great people (read Part 1, Part 2), no matter if you lead a small sales team, a charity, a sports team or if you are the leader of a big enterprise.
Organizations with the best people win. Get good at recruiting.
In this installment I’d like to give away one of the greatest strategies on how to get people to tell you how to sell them.
This is by not selling, but asking. Not by talking, but by listening.
People will tell you what is important to them, what they are looking for in life, what their hopes, dreams and aspirations are—if you let them. But one thing is for sure: You won’t learn this by moving your mouth.
The question acronym outline I use to this day is FORM:
F=Family and Friends
M=Money and Meaning
Recruiting Script Example
A conversation might go something like this (O): “What do you do?” Whatever their answer, my response is, “Oh, you must LOVE that!” People are contrarians by nature, if you suggest they must love it, then they will tell you everything they hate about it. If you would have said, “Oh, that sounds tough or terrible.” They will then tell you everything the like about it.
So even if they tell you what they don’t like, ask, “What aspects of it do you like?” They are there for a reason, there is some value or need it is filling, it is important to discover that.
Then ask, “What are some of the things you like the least or wish were different or you could change?” Now they will tell you all their needs, wishes and desires.
Then if we are on the business conversation I will jump to M and say, “Well you must make a ton of money doing that.” They will now tell you what? Yes, all their financial dissatisfaction.
I’ll follow up, “Is this something you always wanted to do; was it an aspiration since you were young?” 99 times out of 100 it isn’t.
Then I ask, “What was it you wanted to do when you were young or wish you were doing now?” More hopes, dreams and values revealed.
Then if I need more there is always, “What do you like to do when you aren’t working? Do you get to do it a lot? Why don’t you?” Etc.
On the first encounter I won’t make a recruiting solicitation at all. The mistake most people make is they go around like a hormone filled 18-year-old boy trying to close in the first three minutes of every conversation (you’ll end up like an 18-year-old boy-with bupkis!).
In that first encounter, and maybe even a few others after it, all I want to do is to create a relationship and collect information to discover what THEIR wants, needs, pains, frustrations, hopes and desires are.
Then later I will read more »