It seems that many people are searching for sales opportunities. It’s not always as simple as it appears. There are three common mistakes that many people make when selecting new agents. These can lead to a series of problems for the company, the team, and the agent.
These are the three errors:
Choose someone to help you because they are hungry for an opportunity
Choose someone you like because they are a good fit for you.
Choose someone who is “running away” from something rather than “running toward” something.
These mistakes will be explained in greater detail.
Choose Someone because They Are “Hungry”
It is tempting to choose someone who is “hungry.” It seems natural that someone who is eager for a job would be the best candidate. They would work hard, be diligent, and persevere through any adversity that might come their way.
It doesn’t work this way. The truth is that many people who are eager to find a job are really desperate for income. Until they find the job that is right for them, they may be willing to take on a job to make money, but that doesn’t necessarily mean they are looking for the right opportunity.
It doesn’t mean that they are qualified to do the job. While it’s difficult enough to succeed when agents have the skills and capabilities necessary for their professions, it is unfair to put someone in that role who doesn’t have those skills to help you, your team, and yourself.
Don’t get me wrong. You might find a star if you can find someone who has the skills and is hungry for success. Simply being open to the possibility is not enough to attract someone to your team.
It is a good idea to create a list of traits that are necessary to succeed in the opportunity you have. This list can be used to mentally or physically check off the traits of each candidate as you interview them. This will help you avoid choosing the wrong person.
Choose someone because you “Like” them.
All of us have the tendency to attract people we like. This is a good thing. The problem is when our emotions about someone overrule our best judgment. It’s important to understand that I don’t mean to ignore your gut feelings about someone or something. No. No.
You might notice the way they speak or dress. You may find them appealing because they remind you of someone you know. All of these factors won’t affect their ability or potential success. They will not be able to do well if they don’t have the skills and traits that are required for success. It is important not to let the “liking” of the cloud your judgment.
While many of their traits and qualities may be beneficial to their profession, they are not sufficient reasons to hire them. You can refer back to the list of traits that you created and remain objective when making decisions.
Choose Someone Who “Running from” Something
Although this recruiting error is more subtle than the others, it can still lead to a sales agent who has failed. Let’s first define the issue and then discuss ways to identify if it exists. There is a clear distinction between someone “running away” from something and someone “running towards” it.
A person who runs from something is someone who has had a negative experience. Perhaps they had a bad experience with their boss or are tired of traveling. Or they were laid off yet again. Perhaps they feel underappreciated in their current situation. These reasons don’t have anything to do about your chance. It’s all about what they don’t want, not what they do want.
Here are some tips to help you determine if they are running away from or towards something. If they aren’t able to answer your questions about what they want in an opportunity, they may be running away from it. Let me show you some examples. If they reply, “I want my work to be appreciated,” and that being unappreciated is a problem in the past, they are running from. They’re running away from it if they say they don’t want a boss to answer their questions. If they say they are looking for a job where they don’t have to travel, they are running from.
They are basically telling you what they don’t want. Of course, they aren’t as clear about what they want as they think. They are most likely suffering from the “the grass is always greener” syndrome and don’t appreciate the reality of what you have to offer.
It is crucial to know if you are dealing with someone who is looking for the right opportunity or someone who is simply unhappy with their current situation. You can do that by learning to listen, asking good questions, and practicing discerning a person’s motivations. You’ll be able to quickly discover what’s going on with candidates as you improve your listening skills and question-asking abilities.
These three mistakes are common and will improve the quality of your team as well as the production level.
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