Great recruiting starts with recognizing potential in people. Learn how to identify ambitious individuals, create curiosity, and introduce them to an opportunity to explore a career in financial services.
Instead of approaching everyone the same way, focus on identifying individuals who demonstrate qualities that could make them successful in business.
Use this script when reaching out to a potential recruit.
"Hey (Name), this is (Your Name). How are you doing?"
"We haven't met yet. (Trainee) wanted me to give you a call."
"I shared our expansion with (Trainee), and he mentioned your name."
"He told me you're very ambitious, very money motivated, and you have great leadership skills. He also told me that you currently do (occupation). Is that true?"
"Well, people with those qualities tend to excel in our company."
"With everything he told me and the respect that he has for me, I figured it would make sense for us to connect."
"How soon can we jump on a quick Zoom?"
"Great! What's the best email to send you the Zoom invitation?"
"We're looking forward to seeing you on (date and time)."
"Listen (Name), I think you'll find this very interesting!"
Once you've established the connection, transition into the business opportunity.
"The reason I wanted to speak with you is that when I met you, I felt as though you were someone who was (insert three qualities)."
"Or, (Trainee) mentioned that you're someone who is ambitious, money motivated, and has great leadership skills. Is that true about you?"
"I can't promise anything, but our agency experienced significant growth last year, and we're looking for people with your characteristics to work with us, both part-time and potentially full-time."
"I just wanted to ask you a very serious question, if I could."
"If the situation was right and the money was good, do you keep your career options open?"
Don't rush straight into an interview. First, give them an opportunity to understand what they would be interviewing for.
"Great! I wouldn't want to schedule an interview for you without you knowing what you would be interviewing for."
"How about this? Let's figure out a time where we can sit down and talk for 30–45 minutes."
"I'll give you an overview of who we are, what we do, and how we get paid, so you can see if anything stands out to you."
"We'll also see if we feel like you would be a good fit for us."
"If it seems like a mutual fit, we can talk about potentially scheduling an interview from there. Does that sound fair enough?"
Next Step: Invite them to a Business Presentation Meeting (BPM) or a one-on-one overview.
Don't force the opportunity. Keep the relationship positive and look for another way to create value.
"I completely understand. Before I let you go, who do you know that might be ambitious, motivated, and open to exploring additional career opportunities?"
If you are calling on behalf of a trainee, let the prospect know the trainee may reach out in the future to schedule a field training appointment.
Objective: Keep the door open and create an opportunity for the next conversation.