Think back to the last time you qualified a buyer, a seller, or a recruiting candidate. How much talking did you do? How many questions did you ask? Unfortunately, too many of us go into sales because we’re good talkers. Then, we wonder why we’re not burning up the world selling real estate. It’s because we’re talking too much. The same is true with us managers when we start recruiting/selecting. Here are some recommendations on talk vs. listening. You’l make more sales and gain more recruits with these tips.
How Much Talking?
[ctt template=”3″ link=”5PEmV” via=”yes” ]In the first part of the sales process, you should be talking no more than one-third of the time![/ctt] Why? Because you want to gather all the information you can from your client or recruiting candidate. How come? Because you have to have that information do decide- If you want that person as a client or agent recruit
- Do you want to do a presentation
Also, if we don’t know their hidden needs and sub-conscious motivations, how are we going to help them make buying decisions?
Here’s what that process should look like, whether you’re an agent or a broker.
excerpted from The Complete Recruiter.
Why don’t we ask more Questions?
If it’s so important to ask all those questions, why don’t we do it?
- We get nervous, so we talk
- We don’t have the questions
- We don’t understand the significance
- We’ve focused on the tell or the sell, thinking that was the way to convince people to work with us
The Significance of the Questions
How do we know when we haven’t been able to sell something to a client? They don’t buy. But, here’s the problem. It’s way too late then. Sure. We can become masters at objection-countering, memorization, and jam it down their throats. But, that’s an awfully old-fashioned way to try to sell, and consumers hate that today.
Closing and then Answering Objections– Not Today’s Best Method
We take all kinds of classes to learn to answer objections and close. We think that we’re supposed to sell, sell–get those objections and answer them so beautifully that the client acquiesces and falls at our feet, buying whatever we want them to buy. Happens once in awhile. But, we don’t gain loyal clients who will refer us to others. Instead, we create lots of buyers with buyers’ remorse.
I hope you’re now convinced to ask questions. In the next blog, I’ll discuss more about this process, and give you some questions you can ask to screen potential new recruits–before you get them into your office (a great time saver).
Before I leave: How many questions do you ask a potential recruit? Are you satisfied with your selection process?
Want to streamline your selection process and recruit more winners? Check out Your Blueprint to Selecting Winners. I’ll give you great questions to ask. But, better than that, I’ll show you how to craft questions to discover exactly what YOU”RE looking for.
