The AdvisorFirst Recruiting Philosophy¶

Watch AF Recruiting Philosophy VIDEO

You'll recruit more effectively by recruiting objectively and selectively. Don't recruit just because you can, but because you want to. Don't recruit to get "points on the board" or to amass an army of code numbers, but for a specific purpose (which is to develop competent, independent Advisors).
Prospect everyone, but don't recruit everyone. Always recruit for the right reason. Sometimes we allow contests, promotions and recognition to cloud our judgement. But you don't help yourself, or your prospect, when you recruit someone that isn't right for the business or isn't ready at this time. In fact, this is what can give us a "MLM / Network Marketing" image - recruiting an individual who isn't ready and subsequently quits without making any money. A person who is ready now is also going to be ready tomorrow or the next day - there is no need to "pressure" the prospect to do the paperwork now. In fact, by being low pressure and giving your prospect "space" until she is ready, you will build respect and credibility.
If you don't like someone and don't think you would enjoy working with him, don't recruit him!
It takes about 100 hours of one-on-one personal attention to develop someone into a Competent Advisor. This includes one-on-one coaching, field training appointments, phone conversations, email etc. When you hire someone you need to assume that they are going demand these 100 hours from you. So, recruit "the masses" with that in mind!
If they say "no", STOP and move on! I'm not talking about handling objections, of course. If a prospect definitely tell you "no", then believe her.
As opposed to sales, recruiting is not a singular event but a process. It can be argued that collecting the recruiting paperwork (life insurance and/or securities U4) is the definition of recruiting - but this is not. Though it is true that this step leads to recognition on the leaders board, it is merely one step in the much longer process of developing independent, competent, Financial Advisors. Please do not "miss the forest for the trees". You are recruiting in order to build a business that generates consistent revenue, not recruiting for recruiting's sake.
Have the intention of getting every new recruit to become a Financial Advisor. Though I don't expect to have a 100% recruit-to-license ratio, I think it is realistic to get over 50% of our recruits fully-licensed.

Priorities¶

Top Priority¶

Continuous opening of outlets. Building an enterprise is like a mutual funds. You want to be diversified. The more outlets you have, the more stable (and profitable) your business is.

Secondary Priority¶

Volume production per outlet. In this business, every person is an outlet. You are an outlet. Any advisor who has the capability to offer our products to the consumer is an outlet. The difference between our company and other marketing systems is that you have the ability to create your own distribution system, and build it as large as you want.

The Mindset¶

What Are You Marketing? The life insurance, securities, living trusts are our Services. The business of making money is our Product. Like McDonald's... fries and burgers are their services, the Franchise is their product.

Stop selling the french fries, start selling the Franchise!

Recruiting = Harvesting¶

Recruiting is different from product sales in that it is a process, not an event.
You reap what you sow. "Sowing" means prospecting!
You don’t reap in the same season that you sow.
You can’t control the harvest but you can control the number of seeds you plant.
You can't control the plant, but you can control the planter.
You can't control the outputs, but you can control the outputs.
Remember, it’s not what you say, how many you say it to!
It takes time and patience. Never appear to be in a hurry. Cultivate don't "close". It is a slow, gentle, process.
Attract your prospect to your business, don't push.

Be Clear About Your Role¶

You are a talent scout looking for “players”.
You are looking for motivated people, not people who need to be motivated. You cannot turn a “dud” into a “Champion”. All you can do is find a Champion and place her into your Team.
You are a Recruiter / Headhunter. You work with a company that is rapidly expanding in this area, and part of your job is to find quality people. You are working towards owning your own frnachise and are looking for some key people to help in this endeavor.
You are involved in the largest transfer of money in U.S. history and you quality people to help facilitate this movement of money.

The Recruiting & Development Process¶

"You run the System; the System runs your business."

"Experience is something you get just after you need it."

"You can't pick up experience quickly, you have to pay your dues."

"This business makes sense backwards, but you have to work it forwards."

The Process¶

This is a flow-chart of the recruiting and selling steps of our business. The purpose is to develop Independent Financial Advisors. It is a finite number of steps, and if you master the individual steps, and teach them, you will build a strong sales force.

Three Attractions¶

If you're ever in doubt about what to say or promote when recruiting, remember these three benefits appeal to just about everyone.

1: Feeling good about what you do¶

Helping clients and making a difference.
Helping advisors build their practice.
Helping build a company, community, team
Improving your local and extended economy.

2: Money¶

Upfront income (one-time)
Residual (monetary temporal displacement)
Passive (overrides)

3: Control & Freedom¶

Read Nick Murray's ATY 014 January 14 - Nothing Can Stand Up to Gratitude PDF

Time-control
Flexibility in schedule.
Increased free-time.

Sell the Dream and the Crusade¶

Watch Sell the Dream and the Crusade VIDEO

Two Things You Should Always Promote

The Dream of building a successful business.
The Crusade of helping clients.

These are learnable skills. Notice that these are the two foundational pillars of our business (not a coincidence!)

Sell the Dream¶

Provide winning examples to "prove" it works:
Win personally, and build a winning team.
Always be positive, excited, upbeat and happy to be here.
Show up to events and make it obvious you're improving. This gives them hope.
Draw attention to other teammates winning. This gives them hope.
Support your peers and be nice to them! Congratulate them, edify them - someday, they may be the example you need for your Advisors.
Instill Belief In Them:
Give them Targets.
Give them Public Recognition
Celebrate the little successes (see above). Occasionally enlist your peers to help you congratulate your rep.
Praise them during meetings (or have the host do it for you).
Post their revenue/recruiting on the Leader's Board.
Post their accomplishments on our Signal Advisor Chatroom.
Edify them in front of other people.
Have a "matter-of-fact" attitude, as though you have no doubt they can achieve their goals.
Sell them on themselves. Bring attention to their strengths. Everytime they leave your presence their self-esteem should be raised.

Sell the Crusade¶

Money is important to most people, but helping others, and feeling good about it, is important to everyone.
Once someone believes in our counter-cultural financial philosophies, it is much easier for them to see themselves staying in our business because of the shared-philosophy.
Always put the client first.
Always talk about how the client was helped, before discussing the money was money.

Whom to Recruit¶

Two Sources of Future Advisors¶

Non-Experienced Public¶

Friends
Clients
Referrals
Networking

Experienced Advisors¶

Advisors at other firms.
Advisors who have already left their old firm, and looking for a new home.

Hire the Right People¶

Attitudes¶

People who want extra income.
People who are looking for a career change.
People who want to build their own business.
People who want it, not need it.
People who believe in our business model. If they are completely opposed to living on commissions; move on.
People who believe in our products and financial philosophies. Don’t work with anyone who does not believe in our products. Look for those with a good personal story.
Hire people who have something to gain by joining our cause. Find out if they are Crusaders and Dreamers. The corollary is as true - the wrong people to hire are those who are sitting fat, dumb and happy. When you look in the eyes of a "champion", you will see flames that are ready to ignite in the world and change it forever. It's difficult to describe what you are looking for, but you will know it when you see it. The primary prerequisite of a prospect is belief in our cause.
The right candidates aren't necessarily well educated, but they are always learning.
People will join our cause (they "get it") or they don't, and if they don't get it immediately, they probably never will. Cut your losses and move on. Questions you may consider asking your prospect:
- "Do you have a passionate desire to make a difference?"
- "Do you work for a cause for the intrinsic satisfaction that it brings?"

Qualities You Are Looking For¶

Credibility. Flakes don’t make it here. Do people like and trust them? Credibility is the one ability you can't give yourself.
Competitive. They have "grit". They want to win. For themselves, their family and their clients. They are interested in more than just money. They want to "be somebody". They seek recognition.
People Skills. They like people, and people like them. They are humble. Willing to help others, even their competitors. They are coachable. Look for interested introverts, as opposed to interesting extroverts. They are polite and respectful. They are good listeners. They act like a Lamb, but work like a Lion.
Work Ethic. The most important trait.

Winners Who Don't Know It¶

From Bear Bryant:

Winners who know they're winners. We don't want them because they're cocky and not coachable.
Loser who know they're loser. We don't want them because we can't turn them into winners.
Winners who don't see themselves as winners, yet. Those we want!

Qualities You Are NOT Looking For¶

Aggressive or combative personalities.
Negative attitude.
Smart alecks and know-it-alls.
People who take short-cuts, and are always looking for the "quicker" way.
Finance "experts".
Those interested in just money.
You get a "bad vibe" or you just don't like them.

Prospecting for Advisors¶

Cup of Coffee and a Second Opinion¶

This is the finest prospecting script I have seen in 31 years. It is from Nick Murray, and he agrees. It can be used in written form or verbally. Feel free to edit the script on the fly to fit the contextual situation.

If you are interested in a progressive, independent venture with a liberal business model, feel free to inquire. I'd love to tell you our story. Here's what I offer:

A Cup-of-Coffee and a Game-Plan.

If you're open to it, I'd welcome the opportunity to visit with you for a while. I'll ask you to outline your career goals and what you're trying to accomplish in the Financial Services Industry. If I think your current endeavor, or another firm, is well-suited to your long-term business objectives I'll gladly tell you so, and be on my way.

If, on the other hand, I sincerely think that working with us is better for your career, I'll tell you why, in plain English. And, if you like, I'll put a written strategy together to help you build the business you want.

Either way, the coffee is on me.

Client-to-Recruit Transition¶

Watch Client to Recruit Transition VIDEO

This is best used when transitioning your client to the business opportunity, after doing business with your client and have gotten your referrals.

Reconfirm Product Benefit¶

"John and Mary, we have protected your family, began your childrens' college plans, and started your retirement program. We have done some really great work..... so far..."

The Offer¶

"The best thing you can do for your financial plan, is to add more money to it..." (slight pause) "... I'm curious, if you were able to earn extra income on a part-time basis, helping families the way you were helped, would you be willing to give me fifteen minutes of your time?"

The 15 Minute Presentation¶

Do one, some, or all, of the following: - Show how much income your prospect would have earned on their own case if they were licensed. - Share a recent example of our team's part-timers success (that's why it's important to stay in the loop).

N.E.A.¶

Now¶

“Where do you work now?"
"How long have you worked there?”
"What's kept you there so long?"
"Are you working somewhere part-time?

Enjoy¶

"What kept you there so long?"
"What do you like most about your work?”
"What do you Enjoy about your current position?"
"Are you happy with your present occupation?"
"What do you like most about your work?"
"Do you like who you work for?"
"Do you find yourself tolerating your job just to get to the weekend?"
"Does your job provide you with the income you need to make your dreams come true?"
"If it did, what are some of the things you would want to do for yourself and your family that you can't do with your current income?"
"So, you are still dreaming then?"
"(Prospect), not to be assumptive, but how much do you think you need to make in a year to accomplish all of your goals and dreams?"
"Are you getting paid what you're worth?"
"Don't you think you should be?"
"Is your current occupation going to take you to financial independence?"
"Are you reaching all your goals working there?"
"Does it offer good chances for advancement?"
"Do you get enough time off to do all the things you want?"
"Do you have the career that you dreamed about when you where a child?"
"Would you like your kids to grow up and have your job?"
"Do you plan on retiring from your job?"
"Are you just going through the motions of holding a job, without focus or ambition, waiting for weekends, vacations and retirement? Or are you just going the most and the best with your life?"
"Are you tired of going to a restaurant and reading the menu from the right to the left?"
"Are you tired of not saving enough money?"
"Are you reaching all of your goals working here?"

Alter¶

“If you could change one thing about your career, what would it be? What are to three most important things you would want an ideal job to do for you?”
If you could change something about your job, what would it be? The pay? The hours? The Politics? The glass ceiling? Or all of the above?"
"Have you ever considered working somewhere else?"
"Describe for me, if you would, your 'ideal' or 'dream' career. . ."
"What would it take for you to consider a career change?"
"Have you ever wanted to own your own business and be your own boss?"
"What have you been looking at to make that happen?"
"Did you ever dream about being able to pass along everything that you have built in your career to your children, and their children, and so on forever?"
"Wouldn't you like a career that has variety, and consistently challenges you?"
"Have you ever wanted to make more money than you could possibly spend?"
"Wouldn't it be wonderful to be able to make decisions not based on money anymore?"
"Did you ever dream about having the freedom to do what you really want to do, when you want to, with whom you want to, the way you want to, and where you want to?"
"Would you agree that to be able to do that you need time and money? You see, a lot of people have time but no money. And a lot of people make money but they have no time to enjoy it! If I could show you a way to have time and money by building a business with our company that goes on without you while generating you a huge income, would you be willing to take a serious look at it?"
"Have you ever wanted to find a real purpose in life; something you could believe in and pour your heart into; something that makes a real difference in people's lives?"
"Wouldn't it be wonderful to be a leader of people, and have your peers, family and friends totally admire and respect you?"
"Wouldn't you like to have something great to fall back on when something happens to your job?"
"Do you just want to have a job or do you want a chance to change the world?"

Recruiting & Sales Management Questions¶

"Are you looking for something bigger and better?"
"Are you the kind person who keeps your ear to the ground for an opportunity?"
"Could you use an extra 10 to $20,000 a year for your family if you could earn it in 8 to 10 hours a week part-time?"
"Would you consider a career change if the money were right?"
"If you saw a way to earn 10,000 to $30,000 a year part-time, without any overhead, would that interest you?"
"Would you be willing to set aside 8 - 10 hours a week to make an extra $1,000 per month?"
"Have you ever thought about making a career change?
"Do you have ownership where you currently work?"
"Then why are you working there?"
"If you put in extra hours, are you compensated directly?"
"What would it mean to you if you found a business that would solve these problems for you?"
Couldn't you feel good about making some part-time money helping families save for their future in mutual funds?
Couldn't you feel good about making some part-time money helping families plan for their retirement while reducing their taxes at the same time?
Couldn't you feel good about making some part-time money helping families save for their kids' future in mutual funds?
What would you think of a friend that saved you $600 a month?
So, couldn't you feel good about making some part-time money helping families get out of debt?
Couldn't you feel good about making some part-time money helping families switch from high-cost cash-value insurance to low-cost term insurance and giving them more protection in the process?
Are you willing to work for it?
Will you do all that you can do in order to reach those goals?
If I can show you how you can truly reach all of your goals, are you willing to. . .
Are you ready for a change?
Are you willing to change and work on self-improvement in order to become the best leader that you can be?
In order to become a dynamic leader, are you willing to be a follower first?
Do you want me to help you not to fail back on that type of job?
Do you care enough about your family to. . .
How soon do you want to get started on the road to financial security?
Are you interested in designing your life, or just making a living?
Would you be willing to work 20 hours a week to make your dreams a reality?
This may be a silly question, what?s stopping you from doing that?
Would you be interested in a career change if the money was right?
Would you like to make an extra $1000/mo. part-time, working one evening a month?
Not to be assumptive, but if you qualify for a position with us, what goals do you think you'd like to achieve with the extra income?
Not to be assumptive, but if you were to become a Franchise Owner, would your spouse continue to work outside the home?
Not to be assumptive, but if you were to become a Branch President, would you open your office locally or have you dreamed of living somewhere else?
I'm just curious, if you were to generate an extra $2,000 per month in residual income what could you use it for?
I was wondering, if you earn extra income from our business after paying off your debts and funding you long-term goals, what fun things would you like to enjoy?

Solution¶

“If you were to come across an opportunity that would allow you to set your own hours, control your future, and let you make the money you desire, would you be willing to take a serious look at it?”

The Generic Recruiting Pattern¶

Use the this script when asked "What do you do?", or when you want to direct the conversation toward your business. Note: most likely you will not say every word below, the script is the complete phraseology available. Feel free to use various phrases and add your own.

Introduction¶

"I own my own business..." -OR-
"I'm a trainer of financial advisors..." -OR-
"I have my own financial planning practice." -OR-
"I'm building a financial services sales force." -OR-
"*I set people up in business for themselves.*" pause, pause, pause...

Details¶

You may bring these ideas up later in the conversation, or wait until they ask for more details. You don't have to use all of the language below, but you can.

"I teach individuals how to have their own financial planning practice. What's cool is that it can be both part-time and home-based. I provide a turn-key business system that includes the products, the training, a support-structure, and we guide you through the licensing process."
"I have a one-on-one mentoring program for a few, select, driven individuals with an entrepreneurial spirit to develop them into owners of their own franchise. It's like an apprenticeship - it means I take you under my wing, and coach you how to build a salesforce and a management team and eventually groom you to become a Franchisee."

Close¶

Are you be willing to take a serious look at it?”

10 Minute Phone Recruiting Interview¶

The purpose of this phone interview is to provide an intermediate step between a cold contact and a recruiting interview. Often times, when contacting people "out of the blue" they will be skeptical and somewhat dubious about your intentions. So, this provides a transition step.

On the initial contact, you set this up by offering to chat with the person for 10 minutes or so via phone, and if all goes well then you may schedule an interview. Most people will be much more easily agree to a 10-minute phone conversation, than a in-person one-on-one interview.

Outline¶

Thank them
Length of phone call
Paper and Pen for Information
Going to explain Company, Products and Compensation
Company and then Products (highlight uniqueness of IP)
Explain Business. Expansion plans. 4,000 - 9,000 Branch office.
Rep.
Part-time, flexible.
No quotas.
Income example.
Manager/Trainer
Part-time.
Overrides. Income example.
Business Owner
Full-time.
Own own business, your own boss.
Income example.
Sparked interest? Which position appeals to you?
Set up interview.

Word-for-Word Script¶

TELL THEM WHAT YOU ARE GOING TO TELL THEM¶

Thanks John for taking my call. I really appreciate your time. So, do you have about 10 minutes or so for me?

What I would like to do today is briefly explain what my company is all about and why I contacted you. I'm going to cover 3 areas:

Who we are.
What we do.
And, what's in it for you.

At the end, if you have some interest we can schedule a time to meet face to face and cover more details. Fair enough?

WHAT WE DO¶

Our company, IP, is a very unique firm in the financial services industry, for three reasons:

We focus on the middle-American market - we don't target the wealth.
We actually help people. Our mission is to teach families how to make smart choices about their money. We specialize in areas such as retirement, college planning, debt elimation, refinancing, long term health, care, life insurance, wills - pretty much anything that has to do with money.
The third thing that is unquie about us is that over 90% of our Representative are made up of average and ordinary people who have no prior finanial expericne, and most of them work with us on a part-time basis.with very flexible hours.

John, would you have anything against making some part-time income by heping families become debt free and fiancially independent?

Great! So, let me tell you a little about our business model.

BUSINESS.

In the time remaining, John, I would like to describe the three primary positions available. If you would, at the bottom of your paper write the word "Represntative". Then, above that in the middle of your paper write "Manager", and finally near the top write "Owner". Ok, thanks. I know it sounds a little silly but I appreciate you playing along John!

Rep.

[list=1[[*]The first point I would like to make regarding Rep is that is part-time. Go ahead and write this under "Rep". You keep your job and set your own schedule. You can almost treat this position as your bowling league time or night school. YOU are the one who sets your work-time. Its a flexible part-time position.

[*]There are no quotas or minimums. Meaning you can help out as many families or as few families as you wish. For instance, you can help a family once a day or once a year.

[*]Let me give you a flavor for what a rep can possibly earn. If you help out 3 families here in california you can make between $500 - $1000. I'm curious JimBob, would an extra $500 a month help you out? This position is very different than most p/t positions, wouldn't you agree?

Manager.

Part-time.
Now a trainer or manager has the ability to attract people to our business. They get paid to train and develop these people. Once they are trained and independent, you get paid every time that person helps a family out. Lemme show you what I mean. Put your name next to the manager position on your paper. Put my name next to the rep. Now lets say you are training me and I help out 3 familes in the week. Now I make $1000, but more importantly you make $600. Now isn't that exciting? That right there is called an override, very similiar to real estate.

Owner.

[list1][*]Now the last position is business owner. This is where you have your own agency, again very similiar to a real estate broker and you are training and managing other reps in your business.

[*]You get paid anytime business comes through your office. For example. If your agency develops 10-12 quality clients a month, you can make $100,00/yr. You do more managing and training as opposed to actually helping out families. You earn this position by the way. No backstabbing, politics or any of that other sort of stuff.

\[/list\]

At a glimpse, which of these sounds most appealing to you? I'm out of time, butwhat I'd like to do is set up a time where we can get together and meet face to face and answer some more questions you have. What's your schedule like, are evenings or mornings better for you? Ok great. Let's me bla bla bla or (I'm having a Business Overview tomorrow evening. It's tomorrow night at 7:30) does that happen to be convenient for you?