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Archive for Selection

red flagDo you use a planned, consistent interview process? If you do, you will easily discover those a�?red flaga�� areas–those areas you must double-check to assure that candidate is qualified to work with you. If you dona��t use a consistent interview process–when every interview is a a�?wing-ita�� experiencea��youa��re constantly thinking about what to do next. We cana��t pay attention to those red flags which pop up and wave themselves in our faces. Wea��re seduced, too, by what we perceive as the candidatea��s attractiveness for us, and we tend to ignore those red flags. If you’ve ever hired someone, and then discovered, that person had a ‘secret’ he kept from you in the interview, you know what I mean!

Methods to Discover those Very Important ‘Red Flags’

Here are some methods you can build into your interview process to avoid those costly hiring mistakes:

  1. Use an application consistently, or at least ask the candidate to answer some questions in writing (have all questionnaires approved by an attorney to assure they consist of legal questions)
  2. Ask the prospective candidate to complete some tasks prior to the interview, so you know if the are willing to make you a�?leadera�� and learn from you
  3. Create a professional interview process you follow consistently*
  4. Create a�?behavioral predictora�� questions (questions based on their past) and practice those questions until you are a master at them
  5. Use a behavioral profile (like the DISC) to check your observations and learn more about the candidate. Learn how to a�?validatea�� the behavioral profile with the candidate.
  6. Quit being in a hurry to hire every candidate, and choose those candidates more carefully. After all, they reflect your vision and values.

(Remember, if you do it for one, you must do it for all!)

How many of these points do you take advantage of?

For a copy of my 8-step interview process, click here.

What a Systematized Interview Process Does for YouA�

You will not only hire better candidates, you will avoid those awful a�?surprisesa�� after committing to that agent (and Ia��ve had some doozies, as you probably have had, too). You will gain the respect of your team, because you arena��t giving them a problem, but a solution. You will find hiring winners easier, because that candidate is judging your competency as an interviewer and leader at the same time you are judging that candidatea��s appropriateness for your team.

blueprint_ebook_cover4

Quit ‘Winging it’ And Get Systematized!

How do you think the candidate regards you? Are you organized, systematic, and professional in your interview process? Or, do you ‘sell’ the candidate instead of asking lots of questions first? Do you have a method to capture candidates’ answers to your critical questions? Do you even have a list of questions you always ask? If you know you could polish that all-important process and hire more of those great agents you want, grab the most proven, effective interview process around: Your Blueprint for Selecting Winners. All digital so you can use it immediately!

Click here to see more.

bus-plan-7-teamThis is the time you should be lead generating for recruits and selecting carefully. So, this month, I’m spotlighting recruiting and selecting–the one step in the recruiting process that’s not well taught–or mastered.

Three Dumb Questions You Should Be Asking in the Interview

We all have our favorite interview questions. Yet, most of the time, those favorite questions don’t give us insights into our candidate (be sure to call them candidates). They give us the answers we want to hear–and the candidate wants to give us!

Before I tell you the three dumb questions, write down your favorite interview question.

Now, the three dumb questions:

1. How much money do you want to make? (or any question to which they are going to give a wild guess, interviewer-pleasing answer)

Dumb because: If the agent is new, they have no clue of what it takes to make that money. They are just throwing a number at you.

In fact, any ‘future-based’ questions fail to give you real information about that person. Why? Because they are ‘reading you’ and giving you the answers they think you want to hear.

2. Are you honest? Are you tenacious? Are you ethical?

Dumb because: Any of the ‘value questions’ are dumb because no one is going to tell you ‘no’ to them! There’s a much better way to find out the person’s ethics and values, and that’s to ask ‘behavioral predictor’ questions. (See YourA�Blueprint for Selecting Winners for details).

3. Will you take part in our ____________? (meetings, trainings, etc.)

Dumb because: They will usually say ‘yes’–and then not appear. Instead, you need a ‘mutual expectations’ dialogue at the end of your interview, where you lay out expectations and get agreement–in writing.

Big principle in interviewing: People behave in the future like they behaved in the past.

Find out about their past.

What questions have you been snookered on? How did you change those questions?

eBook Cover(2)What’s your Blueprint for Selection Look Like?

For an 8-step ‘sure-selection’ process, best questions to ask, and what to put in your selection packages, see Your Blueprint for Selecting Winners. This unique resource is all online, so you get instant access. Isn’t it time to polish your selection process so you don’t have to work so hard and get better results?

kid with magnifying glassAge disparity between clients and their agents and what it means to you!

Before you read this, take my true-false a�?exama�� to test what you know about Realtor trends. Click here to get it.

How did you do on the true-false a�?exama��? I didna��t create it to a�?testa�� you. I created it to crush some old assumptions. And, I want to point out what some of these trends mean to you and what we need to do about them.

Every time a National Association of Realtor survey comes out, I eagerly get it. Why? It gives us clues into the trends and directions of our industry.A� There are two major reports that come out yearly or every two years: The Member Profile and the Profile of Buyers and Sellers. I highly recommend you get these reports* and use them to educate buyers and sellers. Youa��ll find you become much more credible when youa��re using statistics from a third party source, instead of trying to convince buyers and sellers youa��re righta��because you know youa��re right!

Note: These reports are available at Realtor.org at a discount for Realtors:

http://www.realtor.org/research-and-statistics/research-reports

Now, leta��s take a look anotherA�of these true-false statements (see my previous blog for the first commentary) Here’s how these statistics are important to you. Ia��ve put the number of the statement before my comments.

  1. False the median age of a Realtor has decreased. This, on its face is great. But, the median age of a buyer is still 44 years. And, the largest group of buyers (28%) are in the 25 to 34 age group. What does that mean to you? As a manager, youa��ll want to hire those who relate to the target markets you serve. Also, members are starting to retire. (Is this true in your real estate office? How are you going to keep your office fresh and alive?) Those 65 years and over dropped to 16 percent from 25 percent in 2015.

Because only 13% of agents coming into the business are under 30, we have two challenges:

  1. Because the average age of a Realtor is 53, they are less fluent in social media and even computer skills.
  2. Because the largest group of buyers is aged 25-34, we have a mis-match between the agent generation and the buyer generation.

Managers: Solve the problem. Hire more younger agents AND those making real estate their first career!

Managers: What are you seeing in your office? In your area? Are these trends borne out there? What are you doing about it?

Plan_Act_CelebrateComplimentary Business Planning Webinar Coming Up Nov. 8–Grab your Seat NOW!

If youa��re like most real estate professionals, you create some type of a business plan this year. But, maybe it didna��t work for you. Or, maybea��you just didna��t work it! Join usA�Nov. 8 at 3 PM PacificA�time) to get the answers you needa��and the inspirationa��to make a bullet-proof plan for next year.

During this fast-paced webinar youa��ll see:

Why your plan probably didna��t work for youa��and what to do about it

  • How to definitely find out what will work for YOU (not someone elsea��s plan!)
  • How to anticipate market shifts (!)
  • What to STOP doing in 2017
  • What one thing will assure your business plan works
    • Bonus: 10 Creative Marketing Ideas for your plan

    Included handouts:

    1. The strategic planning process created exclusively for real estate professionals by Carla Cross
    2. Review: Your best sources of business (so you know what to keep doing and where to stop spending marketing $$$$$)

    Managers: Youa��ll get tips on how to help your agents create great plans!

    Click hereA�for more information on the webinar and to register.

Affiliates: You’re welcome to invite your agent and manager clients!

2 girls for magnetsAre your career nights frankly boring? Here are some tips to put some pep into them.A�A�Are they dazzling, informative, and truthful? Or, do you just plow through the material and hope, at the end, you’ve ‘covered the material’? Career Nights are one of the 11 methods of finding recruits. Why not optimize your chances of finding more winners?

See the bonus for your Career Nights, too, at the end of this blog.

Here are three ways to assure your Career Nights involve, provoke, and capture the attention and imagination of your audience.

1. Help them discover their own business attributes

Are you using some analytical tools that help the attendees discover if they would be a ‘fit’ for real estate sales? In my new eBook, What They Don’t Teach You in Pre-License School, I provide some analytical questionnaires for would-be agents so they can discovered whether they would love real estate sales.

Point: It’s much more interesting talking about yourself than hearing others talk!

2. Provide them a solid job description

But, don’t just hand it out. Instead, work with them in listing business-producing or business supporting activities. Help them prioritize the activities that make them money–and cost them time. What They Don’t Teach You in Pre-License School has a job description for a successful real estate agent. Do you provide a job description at least–during your interview?

Point: Most agents never get a job description, and end up doing many things that don’t make a difference in their careers.

3. Help them discover their ideal job

In the pre-licenseA�ebook, I haveA�attendeesA�answer a questionnaire that helps them discover their ideal job. The truth is that some people will love selling real estate, and many won’t. Wouldn’t it be better for everyone involved to figure that out prior to making the decision to go sell real estate?

Point: We don’t need more licensees. We need more people who will love selling real estate and be compelled to do it well!

What do you include in your Career Nights that makes it exciting, involving, and truthful? Is it helping you choose winners?

This month, when you order my eBook below, I’ll include the documents from the eBook ready to use in your Career Nights.

Save Time and Make your Interviews Work for You

what-they-dont-3d_coverSee more about that eBook here. There are dozens of ideas you can incorporate into Career Nights, your interviews, and your recruiting packages.

You’ll save hundreds of hours in time, too, so you won’t have to do ‘informational sessions and can concentrate on those invaluable screening interviews.

 

bag of moneyManagers: Why aren’t you training for sales during pre-licensing? You hire them–then you just wait until they have their licenses to start training.

Give Them a Head Start Instead

Have you thought about a ‘head start’ program for your newbies? If you’re like 98% of managers, you wait to start training your agents until AFTER they join your office as newbies. Why? Think how much faster they could go if they had lots of the organization and training under their belts prior to their first day in the business?A� Okay. I know. Until they are licensed, they can’t do the things licensed agents can do. But, they can do many things. And all those things get them ready to hit the ground running. At the end of this blog, I’m providing you my checklist, 30 Things to Do Right (In Pre-License School) Now to Hit the Ground Running. (from my informative eBook, What They Don’t Teach You in Pre-License School).

We Lose Lots of Time Because They are Not Prepared to Start the Business

You know the drill. We hire that new agent. We spend the first 1-2 weeks with them getting the ‘orientated’. We have checklists to assure they get their keys, join the Realtor association, etc., etc., etc. How long do you estimate it takes the new agent just to get those orientation checklists finished? 2-4 weeks? In some cases, they never finish them!!!!! Not only that, they probably think that finishing those checklists assures they are going to be successful agents.A� Ha!

When Do Your New Agents Start Lead Generating?

My studies show that new agents want to make a sale their first month in the business. But, when do you think they start lead generating? Do you know? (Better track that so you know who’s going to work). I believe they put off the inevitable as long as possible, hoping ‘there’s another way!’ In fact, the more ‘get ready to get ready’ work you have them doing as licensees, the worse their habits become and the less money they make!

A Different Method to Get Them a Check Fast

Instead of waiting until they are licensed, why not get them prepared to sell real estate while they are in pre-license school? They can do things like

  • Decide on the database/CRM they want to use and learn how to use it
  • Populate their databases with 100-300 potential clients
  • Prepare an email/hard copy note/letter to all those in their database saying they’ve joined_____________ real estate company

30 Things to Do While in Pre-License School

In fact, as I was writing my eBook, What They Don’t Teach You in Pre-License School, I started thinking about how we could really prepare agents to sell real estate–lots of real estate. That’s how I came up with this checklist. Click here to get it.

How to Recruit with the Checklist

This list is not only helpful to those you know you’re hiring, it’s a very effective recruiting tool. It proves to your potential recruits that you care about their career success–even before you hire them!

Here are a few suggestions:

  • Offer this checklist to all your new licensee candidates
  • Offer this checklist for your Career Nights
  • Offer this checklist in your ads (newspaper, Craig’s List, Facebook, etc.)

Take It a Step Further

Why not create a 4-6 module course based on this checklist. Do it evenings, with assignments for the attendees. You’ll be able to see who is willing to go to work. Now, you’ll be able to hire the best!

what-they-dont-3d_coverSave Time! Prepare Your New Agents to Sell Real Estate Fast and Well

This 280+ page eBook is packed with questionnaires, advice, processes, and systems to prepare that pre-licensee for the real world of real estate. You’ll save precious interview time and help winners choose you. See What They Don’t Teach You in Pre-License School. Only $14.95, and immediately downloadable. Now, a Kindle version, too.

P. S. This book will save you hours if interview time because it will weed out the ‘hang my license’ bothersome ones…..unless you want non-producers, of course!

finger wantWe’ve discussed the importance of systematizing your recruiting. I’ve given you information about the contents of a pre-first visit folder. Now, let’s take a look at the folder you need to create for that all-important interview process. First: Do you have a firm system for your process? What percent of interviewers do you think use a planned method? What percent ‘wing it’?

Note: Although we know recruits are the lifeblood of our offices, it’s amazing how we continue to try to ‘wing it’ during the interview process. Assembling these materials will assure that you never are flying by the seat of your pants–or look like it to the candidate!

Keeping Track of Candidates is Tougher than it Seems When You’re in the Recruit ModeA�

How are you going to keep track of each candidate? If youa��re interviewing five to ten candidates per week (the number necessary to build your office at a rate of 4-5 people per month), you will need a method to keep these candidates in mind. (Ita��s really embarrassing to wrong recall something about a candidate in an interviewa��and find out you have the wrong a�?Barrya��a��.)

Herea��s what should go in the candidate selection folder:

  • A�A�A�A�A�A� Phone interview questions and candidate notes from phone interview
  • Candidate needs assessment questions
  • Candidatea��s application (be sure your attorney reviews this for legalities)
  • Candidate behavioral predicting questions See The Complete RecruiterA�and Your Blueprint for Selecting Winners–information on these resources is below)
  • Post-interview checklist

Of course, prior to the interview, youa��ll want to gather your presentation and a notepad to keep notes.

Armed with these tools, you’ll not only appear to be organized, you WILL be organized. Your good candidates will appreciate your professionalism, and will be drawn to you. The poor candidates probably won’t care (and neither should you…).

For a checklist of recruiting processes and systems needed, click here.

Want to avoid re-inventing the wheel? Check out my recruiting resources here.A�A�A�A�

Here’s the only comprehensive interviewing process I’ve ever seen in real estate. Why not be better than those other interviewers with the best professional system you can use?

Check out Your Blueprint for Selecting Winners.A�

http://www.dreamstime.com/royalty-free-stock-photography-leadership-elements-qualities-image25801327Recruiting: Here’s what you need in your pre-interview package. This month, I’m focusing on recruiting and selecting systems, to help you work faster and better and recruiter winners.

Remember the Chinese water torture? Drip, drip, a drip at a time. That’s the key to recruiting successfully. Herea��s another a�?dripa��. Youa��ll want to provide your candidate after that first interviewA�another package with the information you think the candidate will find useful. Herea��s why:

We remember only 10% of what we heard three days later!

Unfortunately, candidates dona��t remember much of what we discuss in the interview. Or, they remember it wrongly. It seems easy to us, but, it becomes a muddle to them when they interview five companies in as many days. So, take the time to assemble what I call the a�?after first-visita�� package or post-interview process. In it, youa��ll reiterate important points, and again differentiate yourself and your company.

Systemize Like your Great Agents

Great agents assemble these packages for sellers and buyers. You are modeling the behaviors you want to teach the agent. You can explain the parallels in the interview process. This is a very strong recruiting strategy. The old adages

A�We believe what we see, not what we hear

and

A�Do as I do, not as I say

are true, as we know a�?in real lifea��.

In Your Post-First Visit (Post-Interview) Package

Here is a sample list of the materials you may include in an after-first visit recruiting package. Note that some of the material is duplicating your pre-first visit package. Also, sometimes you wona��t have the opportunity to provide a pre-first visit package. Of course, youa��ll always have the ability to customize each package. However, ita��s much easier to do this from a prepared package than to start from scratch each time.

Letter from the manager explaining whata��s in the package

  • A�A�A�A�A�A� Training calendar (you do have one, dona��t you?)
  • A�A�A�A�A�A� Training brochure
  • A�A�A�A�A�A� Company/office/manager story
  • A�A�A�A�A� Attractive company/office/manager statistics
  • A�A�A�A�A�A� Articles featuring company/manager
  • A�A�A�A�A�A� Costs of affiliating A�with explanations

Bottom Line: Youa��re Proving your Competency to Each Candidate With Every Recruiting Process You Do

Well-assembled packages reflect clear thought processes. Merely putting these together will clarify your recruiting and selection story. It will help you figure out and communicate your culture and values. It will provide you differentiation and memorability. It says to the candidate, a�?I prepared for you. Your time is valuable. I am here to dedicate my skills and talents to help you develop your business.a�?

You will recruit more and better agents, you will save time, and you will be able to delegate or a�?clonea�� yourself by hiring a manager or recruiter when the need arises.

For a checklist of recruiting processes and systems needed, click here.

Want to avoid re-inventing the wheel? Check out my recruiting resources here.A�A�A�A� CompleteRecruiterfor web OBrecuiter

man with hair in airRecruiting: Do you have systems, or do you ‘wing it?’ At the end of this blog, I’m providing you a checklist of the systems you need. See how prepared you are!

When you look at allA�the organization required to systematize your recruiting, it can be daunting. So, why not start with the packages?A� Here are the packages you need:A�

  • A�Folders to hold all selection materials/processes for each agent interviewed
  • Pre-first visit package (sent prior to the interview)
  • Your interview process (application, your analysis forms, interview format, questions, etc.)
  • Visual recruiting presentation
  • A�After first visit recruiting package

Why are these packages important?A�It takes six to eight times of meeting someone before you remember that person. In some sense, recruiting is like what one of my old bosses called the Chinese water torture: You must just keep dripping, dripping, and dripping on the candidate so you are

  • A�memorable
  • A�perceived as more professional than others the candidate will be interviewing

Savvier Candidates Require Savvier Recruiting Organization

Assembling and using these packages shows your candidate that you are organized, interested, and dedicateda��both as a manager, and in helping that person create a viable career. A few months ago Charles Dahlheimer wrote an excellent article in The Real Estate Professional– an analysis of 2010. In it, he noted that more college-educated people are coming into real estate today. You can read the whole article here.A� Because these candidates are more educated than before, ita��s important to present yourself in the same light as other professionals in other fields the candidate may interview. And, ita��s important that you create polished, well-thought-out packages that appeal to these candidates.

Start the Process: Just Throw a�?Possibilitiesa�� in a Folder

The best way, Ia��ve found, to create packages, is to first simply create a folder (either hard copy or on your computer), and start throwing possible inclusions for that package into the folder. Dona��t judge them! Judging them prematurely will not get you anywhere. As a musician, I know creativity is messy. In fact, the most inhibiting action to creativity, I think, is that we energetically critique every possibility when we try to construct something. So, too many times, we end up with not starting! Instead, squelch your impulse to judge anything until you have all your possibilities. After that, you can prune and prioritize. In my view, ANY prepared package is better than none!

Note: Because most recruiters dona��t have systems, any organization and system you have created with stand out.

Communicating your a�?Memorability Factora��

In the next blogs, I’ll go more deeply into what can go into some of these packages. Ia��m going to give you my recommendations for three packages. More importantly, though, you decide the overall messages you want to convey through these packages. As the candidate reads the package, what do you want them to think about you? What values and culture do you want to communicate? What objections do you want to anticipate via each package? What misconceptions do you want to correct?

For a checklist of recruiting processes and systems needed, click here.

Want to avoid re-inventing the wheel? Check out my recruiting resources here.A�A�A�A�

small CompleteRecruiterStart Here with Creating a true Recruiting ‘System’ (and save over $100)

If you don’t have the systems you need, here’s your chance to get them–at a terrific price. The Complete Recruiter is a self-training and resource manual on recruiting. Your Blueprint for Selecting Winners is the only step-by-step interviewing resource available for real estate interviewers today. And, another bonus, Objection Busters for Recruiters. This package is regularly $220. Now, it’s only $129.95–the price regularly of just The Complete Recruiter. A�Why not save thousands of hours of time and build your systems with confidence–and recruit more winners? Click here to get the special offer.
Blueprint_Ebook_Cover(4)

 

Man-Walking-Up-Stairs-to-GlobeRecruiting and selecting: Are you systematized or scattered? I”m focusing on selecting and interviewing in this series of blogs. Why? Because most managers just ‘wing it’!

Most managers are surprised, when they start managing–with the demands of their new job. Many times, they didna��t
know they would be expected to recruit! One manager I was coaching in a group, told me his owner assured him he wouldna��t have to recruit. Then, a couple of years into the job, the owner hired me to teach the managers recruiting skills. Boy, that was an interesting situationa��.As you can imagine, the manager felt betrayed. At least he learned to trust me enough to confide in his quandary.

In fact, managers typically thought they could stop lead generating when they became managers. Not so fast. Recruiting is job # 1 in a managera��s job description.

A�Where are the Recruiting Systems?

Some managers expect to walk right into an office and put those recruiting systems in place to work. You can imagine how surprised they are when they find out there are no systems to aid in recruiting. And, without systems, recruiting becomes way too daunting a task. Especially, too, if youa��re a new manager and have no clue how to recruit!

How Managers Cope

In fact, many managers push it further a�?down the daya��, until exhausted and beaten down by the demands of their job, they say they just dona��t have time to recruit.

Systems Solve All Those Problems

You know that systems gain us time. They allow us to prepare prior to a crisis situation. Systems are also teaching tools. We follow systems to learn how to do something. Systems create great habits. For our discussion today, Ia��m going to divide recruiting systems into external and internal.

A�External Recruiting Systems

Perhaps youa��ve used recruiting lead generating companies in the past. Those companies either supply you leads, or supply you cards to send to your recruits. Thata��s great. Those are systems. But, Ia��m not talking about those a�?externala�� systems. Ia��m talking about a whole other group of systemsa��internal systemsa��those systems you develop to a�?runa�� your recruiting plan.

A�A Day in the Life

Youa��ve seen agents in constant upheaval without systems. They get a listing appointment, and they run around attempting to put together a package or presentation. Youa��re constantly telling them to prepare, systematize, and package their presentations so theya��re ready at the drop of a hat.

Okay. How systematized are you in your recruiting? It’s just like the agents’ lead generating, right? Are you always ready when that recruit shows up? Do you have the packages in place to show that recruit that you are really professional. Or, like the agent, do you run around trying at the last minute to get your act together?

A�A Successful Recruitera��s Tools and Systems

A�Successful recruiters organize their recruiting and selecting processes just like successful agents do. You need:

1. A database and contact management software

2. Folders for each candidate (enough pre-set up files for one montha��s interviewing)

3. A system to pre-screen, interview, and choose the right candidates

4. The recruiting packages to support your efforts

You can delegate the packaging and systematization to an assistant, so you can do the important activities to build your company: Recruiting, face to face interviewing and selection!

In my next few blogs, Ia��ll break down what goes into each package and system.

Question: What percent of managers interviewing do you think have these systems?

small CompleteRecruiterStart Here with Creating a true Recruiting ‘System’ (and save over $100)

If you don’t have the systems you need, here’s your chance to get them–at a terrific price. The Complete Recruiter is a self-training and resource manual on recruiting. Your Blueprint for Selecting Winners is the only step-by-step interviewing resource available for real estate interviewers today. And, another bonus, Objection Busters for Recruiters. This package is regularly $220. Now, it’s only $129.95–the price regularly of just The Complete Recruiter. A�Why not save thousands of hours of time and build your systems with confidence–and recruit more winners? Click here to get the special offer.
Blueprint_Ebook_Cover(4)

 

man pointing questionnaireAre you talking too much in your interviews? This month, I’m focusing on great selection practices.

Instead of muscling a sale or a ‘yes’ from a recruita��.ask questions. Lots of questions. Probe to find out more. Keep finding out more until youa��re really sure you know what they mean. Let me give you an example:

The recruitA�says, a�?I want a a�?deala��.a�?

Do you jump to a conclusion because you know what a�?deala�� means? Dona��t. You may be surprised. Instead, ask questions at what a�?deala�� means to that recruit. When you know exactly what the recruit means, you can proceed to find what theA�really wants–instead of what someone else told him he should ask for!

A Pre-Screening Process for New Agent Candidates to Save you Time

Ask these questions before you spend time and money chasing candidates who dona��t meet your standards.A� Click hereA�to get the complete process.

Use In-Depth Questionnaires to Discover Real Needs

Besides using these preliminary questions, always use written in-depth questionnaires so youa��ll know

  • The benefits to the features/needs stated
  • Hidden objections you may not discover until too late
  • Motivations to buy that not even the a�?buyersa�� realizeA�they have

**Ever heard the term a�?buyers are liarsa��? I think thata��s not really the case. I think that we dona��t ask the right questions to help buyers (our recruits)A�clarify what they really want. Most a�?buyersa�� of services dona��t know what they really want. They think they want a better commission split. But, what theya��re really looking for is the motivation provided by secrity. That means different things to different people.A�Find outA�what’s really motivating your candidate, not just what he says to your basic questions.

Ask the Right Questions in the Right Order and You Wona��t Have to a�?Closea��

Finding the motivators of your a�?buyersa�� is key to helping them make the right buying decisions for themselves. All you have to do to a�?closea�� is to remind them that this a�?producta�� fulfills their needs. And, how do you get there? By creating and using the right questions in the right order.

Dona��t forget to grab your pre-screening process:A� click here.

Want to streamline your selection process and recruit more winners? Check out Your Blueprint to Selecting Winners. I’ve provided you the complete process for a professional selection process. Do you have one right now, or are you ‘winging it’?