Using a recruiting survey is a great way to reach out to perspective agents. It serves a few purposes and can be used by the recruiter themselves or an outsourced ISA. It gains invaluable information on how your prospects think and where their pain points are.
How to use the sheets
Here’s the code on how to use our recruiting survey sheets. At the top is a place to put the prospects name and date. I know we live in a digital age and we all have fancy CRM’s. The challenges I have with those is how many times are you looking at them? They are too easy to ignore if you don’t live inside them. Old school paper methods have built empires. So, print it off and put in the name and date.
Interest level is ties to our Recruiting Pipeline Sheets. “A” is someone who is going to join your team in the next 60 days. “B” is someone who will join in the next year. “C” is interested but has an undefined time line. “LTFU” is Long term follow up. These are people you like, but they aren’t interested in engaging in conversation at this time.
Next is what company are they with. Phone number comes next, why not email? Because personal conversations are the key to sales. People don’t move because of an email. They will move because they believe in you and how you can help them grow their business. Volume is next. You can use units if you prefer, but agent get paid commissions on volume. How many units they do is important from a perspective of are they a good agent or not. Volume is the language of an agent’s pay.
The survey should take a few minutes to get through. You want off the cuff answers and you want to listen. It’s hard to solve problems for the person when you are too busy selling and not busy enough listening.
We offer two sample versions for you to use.