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Breaking Down the Weekly Recruiting Workbook

Breaking Down the Weekly Recruiting Workbook. What can we learn to become more efficient? And where are our opportunities for improvement?. Paid Caller Analysis. LNL paid caller average 16.35 hours/week ( 80% of goal) 1.5 Sets/hour ( 60% of Goal) 25 Sets/week ( 50% of Goal).

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Breaking Down the Weekly Recruiting Workbook

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  1. Breaking Down the Weekly Recruiting Workbook • What can we learn to become more efficient? • And where are our opportunities for improvement?

  2. Paid Caller Analysis • LNL paid caller average 16.35 hours/week ( 80% of goal) • 1.5 Sets/hour ( 60% of Goal) • 25 Sets/week ( 50% of Goal)

  3. Paid Caller Analysis • Require all paid callers to work minimum of 20 hours a week • This will result in an additional 800 weekly sets • Which will produce an extra 30 codes a month at LNL • Minimum 2 paid callers per Agency/1 per 250 resumes

  4. Manager Sets Analysis • Average 6 hrs of recruiting a week per manager • Results in 12 sets per manager per week • 60% of goals achieved from those that recruit

  5. Manager Sets Analysis • Require anyone with a management contract to set 20 per week • That’s 10 hours of recruiting weekly • Coach to a 30% show rate • Require 1 code from every manager every month, minimum

  6. Reasons Your Next Hire Didn’t Come Back For Final • They weren’t rolled into CLB with correct expectations • CLB didn’t translate to them – we never took pain away • We didn’t create selective process on roll out

  7. Reasons Your Next Hire Didn’t Come Back For Final • We didn’t dig deep enough into “their hurdles” • We never tied their goals to our vehicle • We didn‘t ask them the tough questions during roll out

  8. Let Emotion Drive Your Hires! The CLB has to be an emotional event! It has to be inspiring and compelling! It has to drain you physically! Our ability to convey how passionate we are about offering dignity and security to our customers at the most vulnerable times in their lives is what gives us complete career satisfaction…. The fact that we can earn more than 97% of the U.S. workforce doesn’t hurt either.

  9. Take Your % Paid Hire CLB Personally…. • This is your signature. It’s the gauge that lets others know how convicted you are about building an empire! • The CLB is as even of a playing field as you’ll ever find….No one knows your local market better than you. • Your AD’s % CLB roll up to you, it’s your mission to get them to perform at your level.

  10. Are You Moving Your Weekly Paid Hire Number? • You can recruit harder and bring more in the front door. • You can get better at selling the CLB. • You can tighten up your 1st, roll outs and final MRO’s. • You can do a better job at all of the above. • Your weekly paid hire number is YOUR NUMBER. You own it!

  11. Paid Hire to Code Ratio • How many candidates do I need to hire for ONE of them to code? • This speaks volumes about your: • On-Boarding process • Pipeline management (Licensing) • Field Training and Release • Your Agency Culture • 3 to 1 is “acceptable” - your goal needs to be 2 to 1.

  12. Two Huge Opportunities That Need To Be Fixed Now! • Percent paid hire from CLB has to be 25-30% min. • Show rate on scheduled final MRO 51% consistent/goal is 65%

  13. Does Your CLB Translate? • Driving 25-30%+ paid hires is all about: • How well you relate to your audience • Active engagement • Consultant vs. Salesperson • Guidelines to staying on point

  14. What We’re Leaving On The Table…… • Without increase our recruiting volume: • We go from 240 weekly paid hires to 315 by moving from 18% to 25% paid hire from CLB • We go from 385 shows on final to 495 by moving • our show rate from 51% to 65% • Bottom line, we will gain another 100 monthly codes by fixing these two areas: paid hire from CLB and show % on final MRO. Liberty National Three Step Recruiting For Maximum Results

  15. Reasons Your Next Hire Didn’t Come Back For Final • They weren’t rolled into CLB with correct expectations • CLB didn’t translate to them – we never took pain away • We didn’t create selective process on roll out • We didn’t dig deep enough into their “hurdles” • We never tied their goals to our vehicle • We didn‘t ask them the tough questions during roll out

  16. Tips For Staying On Point During The CLB • Don’t make the intro all about you! • Coach up your Audience on what they need: career search advice! • Be informative and add value to them. Liberty National Three Step Recruiting For Maximum Results

  17. Tips For Staying On Point During The CLB • Don’t “oversell” this opportunity-ever! It’s got legs! • If you’ve spent your time educating and • qualifying your candidates, you’ve created • value and appeal! Trust the system! Liberty National Three Step Recruiting For Maximum Results

  18. Tips For Staying On Point During The CLB • Demonstrate the relationship we have in the • worksite market with business owner and employees (customers). • Show compelling “NEED” for our products and how that benefits owners Liberty National Three Step Recruiting For Maximum Results

  19. Tips For Staying On Point During The CLB • Give ’em the details: • Weekly/monthly/annual income • Weekly bonus • Residual income/management overrides • Our management compensation plan is a • “game changer” • Keep it real ($50-80k first year income!) Liberty National Three Step Recruiting For Maximum Results

  20. Tips For Staying On Point During The CLB • Make residual income the single biggest • reason why candidates decide to make this industry their career. • 10 yr vesting/paid on the life of the • policies. Show them the end game and how controlling your financial destiny is “King”. Liberty National Three Step Recruiting For Maximum Results

  21. Tips For Staying On Point During The CLB • Define next steps for those that we have interest in! For those that we don’t have interest, thank you and best of luck! • Emphasize how important the “roll out” is as next step Liberty National Three Step Recruiting For Maximum Results

  22. Roll out for Show! • Be consistent- the manager that did the 1st also does the roll out. The key here is: • Capture their emotion and use that to squash and remaining F.U.D.S. (fear, uncertainty, doubt and suspicion) • Make candidate “earn” next day final MRO • Set final for show (two tie down) Liberty National Three Step Recruiting For Maximum Results

  23. The Roll Out “Textbook” “Here’s my suggestion, you need to do these five things in this order:” Go home tonight and talk to your spouse or significant other about the potential of this career. Your family has to have your back; not be on it. 2. Come back here in the morning (8am) for a final interview with the AO, and bring your “A” game. You’re going to need to separate yourself from the other finalist we have coming back. Liberty National Three Step Recruiting For Maximum Results

  24. The Roll Out “Textbook” “Here’s my suggestion, you need to do these five things in this order:” 3. Put yourself in a position of strength by having the finances with you to be able to enroll in the PLE course, if and only if, we head down that road. We’re not sure right now if that’s going to happen. 4. What do you need to do in the morning to make sure you’re here by 8am? 5. Understand that a ‘Yes’ to you, means a ‘No’ to someone else. Liberty National Three Step Recruiting For Maximum Results

  25. The Roll Out “Textbook” • “Now that you’ve had a chance to learn more about us, talk to me about the potential of this opportunity, as you see it. • Emphasize how important it is that we capture “the moment” right after the CLB. Liberty National Three Step Recruiting For Maximum Results

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