Brief Summary
This video provides a comprehensive guide on hiring and managing appointment setters for your business. The key takeaway is that a proven process is crucial for success, as most appointment setters lack experience and need to be trained effectively. The video emphasizes the importance of finding charismatic and consistent individuals, building a hiring funnel, and using a performance-based payment structure.
- A proven process is essential for hiring and training appointment setters.
- Charisma and consistency are key qualities to look for in potential candidates.
- A structured hiring funnel helps filter applicants and identify the best fit.
- Performance-based pay incentivizes appointment setters to achieve results.
Hiring Appointment Setters 101
This video starts by explaining the importance of having a proven process for hiring appointment setters. The speaker argues that most appointment setters are inexperienced and need to be trained on a specific process to be successful. He emphasizes that experienced appointment setters often use the same ineffective processes learned from various courses, leading to poor results. Therefore, building a unique process tailored to your business is crucial.
Finding the Right People
The speaker highlights the two key qualities to look for in appointment setters: charisma and consistency. Charisma is essential for engaging with potential clients and building rapport, while consistency is crucial for maintaining a high level of performance. He suggests looking for individuals over the age of 21 who demonstrate these qualities in other areas of their lives, such as their hobbies or personal habits.
Building a Hiring Funnel
The video then delves into the process of building a hiring funnel for appointment setters. The speaker recommends posting job ads in online communities like "Make Money Online" groups on Facebook, Reddit, and Discord. He emphasizes the importance of casting a wide net and aiming for a large pool of applicants (100+). The hiring funnel involves a series of steps: a job posting, a Google form application, interviews, and a shortlist.
The Google Form Application
The speaker outlines the key elements of the Google form application. It should include basic contact information, age, country, and a request for a 1-minute video explaining something the applicant has done consistently for 12 months. This video serves as a measure of charisma, consistency, conviction, and conciseness. The speaker also recommends adding a Gmail address at the end of the form and instructing applicants to follow up daily if they are interested in the position.
The Interview Process
The video then focuses on the interview process. The speaker emphasizes the importance of intuition and suggests a structured approach that includes an introduction, discovery, and a question-and-answer session. The discovery phase involves understanding the applicant's past, present, desired future state, and their "why" for wanting the position. The speaker provides specific questions to ask during the interview and emphasizes the importance of assessing the applicant's preparation and ability to think critically.
Ranking Candidates
The speaker explains how to rank candidates based on their performance during the interview process. He recommends creating a spreadsheet with qualitative indicators, such as presentation, story, situation, goal, "why," and questions, and assigning a score out of 10 for each. This allows for a more objective and holistic assessment of candidates. The speaker emphasizes the importance of waiting until all interviews are completed before ranking candidates, as this provides a broader perspective for comparison.
Making the Hiring Decision
The video concludes by discussing the hiring decision. The speaker recommends shortlisting the top-ranking candidates and hiring two to three individuals. This allows for a competitive environment where the best performer is ultimately chosen for the position. The speaker also explains the payment structure, which is based on a per-appointment fee and a small percentage of upfront cash collected on deals. This incentivizes appointment setters to focus on quality and ensure that clients are properly qualified.
Managing Appointment Setters
The video concludes with a brief overview of the management workflow for appointment setters. The speaker recommends daily reporting via voice notes, where setters provide information on their volume, feeling, and results. He also emphasizes the importance of daily metric tracking and validation, as well as regular calls to motivate and support the team.
