How to hire setters that book 3-5 meetings a day

0:00 I think I've hired around 30 appointment Setters in my time and I think I've made probably $6 to 8 million with appointment sets and the first thing that you need to have in order to hire them successfully is a proven process because when it comes to hiring people in any role we really can split them into two categories we either have Builders or we have executors basically a builder is someone who has to think critically in order to get their job done and they create things and so for example this these are your managers you know sales managers operation managers we can have creative directors etc etc in this role but in the executors thing this is where we have appointment Setters we have sales reps we have editors this is basically where it requires some skill and some talent but what these guys are doing in the executor form is they're basically just

0:45 executing on processes and standard operating procedures as we would call them that work and so the builders create the tasks that the executors follow and any company is basically you know according to this and so the thing is is that if you try and hire appointment setters and you leave them to their own devices they will fail because here's the thing any appointment set are worth their salt is already working in a job and they're making close to six figures or high five figures and they won't leave or they run an appointment setting agency and they have like more than 10 clients and you you're not going to be able to poach the people who are successful because you haven't got a proven process and the people running an agency if you pay them a retainer to work with them you're not going to get very good results because they've split their focus and they've got like 20 other clients some of whom are probably your competitors so it doesn't work so the first thing we need

1:31 to do is find a process that works and the way that we do this is by isolating one thing so you basically look at your Niche and you look at the niche that you're in and we can understand that to really set appointments successfully and I'm going to talk about outbound appointment setting here although you can use inbound as well and I'll put that over here is we've either got email we've got DM or we've got cold call now over here we have inbound which could be social inbound or you know maybe maybe you've got an Instagram account or a Twitter account or something like that a lot of you won't have this so we're not going to talk too much about it but the same premise applies irrespective of this so really in order for you to build a sustainable long-term appointment booking system you kind of do have to use outbound because your inbound is fundamentally limited and you're only

2:18 going to be able to scale your inbound traffic so far because it takes quite a while to build there's only so much asking you can do on that thing before your audience gets sick of you so you know the money is really made here um at least at least a larger scale contrary to what people might think so what we're looking to do is we're basically looking to pick um either email DM or cold calling and basically it's pretty straightforward you look at your Niche and you ask yourself based on one thing contact availability and what this means is you need to find out in your Niche are emails most accessible are social accounts most accessible or our phone numbers most accessible and you find the method of contact that is the easiest and most accessible to find in your Niche and that's what you pick and then

3:03 what you do once you've picked one of these things is you build your entire outbound process around it so you're going to have one two or three and let's say that you're in the gym Niche well every single gym on the planet has a phone number and in conjunction to that every single gym owner Works in their gym during working hours at which you can call them and so if it was a gymnaste for example you'd probably pick cold calling but on the flip side let's say you working with online personal trainers they don't have person phone numbers and their emails are to fine but they all have Instagram accounts and so what we do is we start off by building our outbound process around the easiest way to contact these people because if it's hard to contact them then you're not going to get enough volume for it to work if you can't contact them easily and we all know the secret to outbound success is of course volume now building

3:48 a process is relatively straightforward and we teach this in Easy grow our program for specifically for cold DMS we've got multiple systems that work here but it's it's pretty simple basically what you're looking to do is you're creating a stimuli chain and a stimuli chain is basically a series of words or stimuli that you put in front of your Market through these vehicles of Outreach in order to trigger a response and so when it comes to client acquisition we have something called stimulus and we have something called response and the way that this works is a stimulus creates a response and so for example um if you go into your emails and you receive a cold email then the stimulus is the subject line and the opening words on the the email and the response is you clicking on the email right and so what we can see kind

4:34 acquisition as is a chain of responses and you know there's a series of responses that have to happen in this sort of nuclear fishing reaction kind of thing to get to the point where we actually sign a client and make money one response of a client acquisition for example would be the client actually putting their card details into um stripe to pay you that's a response and the stimulus they're receiving to do that is the sales script and it's Al the the stripe page and so what we're looking to do is focus for appointment booking here on the first few responses okay and the first few responses of appointment booking are going to be as follows so the first one is basically um initiate and initiate is where like the person actually knows the the they they know that the message exists so it could

5:21 be them picking up the phone for a cold call it could be them opening that their email inbox and seeing your email and clicking on it or it could be opening their cold DM this is basically just an initiation if that makes sense above positive reply is listening right and so once we've initiated them and they're aware that the stimulus exists now they actually need to listen to it or read it so this is listening or reading and this is basically where they're reading the email they're listening to the voice note they're listen to the video Whatever you've sent them to open the conversation do they actually listen and whether they listen or not depends on the stimulus itself so if you send them an email a cold email whether they decide to fully read it or not depends on how the email looks looks at first glance what sort of buzzword you're using how it's structured how the tone reads etc etc and so that's just the stimulus that creates the respon of

6:06 listening and then we have reply um you know positive reply where they actually respond and then after the you positive reply then we have the appointment and so the stimulus that drives the appointment is the reply to their reply so if you call someone up on the phone and they answer that's the first the first stimulus is their phone ringing and the response is them answering right the second stimulus is basically the the hook so you call them up and say look I got a pitch for you it's going to blow your mind can I borrow 10 seconds to explain it if they say yes now they're listening and this is good news and then you're going to give them the pitch and if the pitch is effective they're going to say okay yeah that sounds interesting and then the appointment the stimulus for the appointment is it could be the

6:52 cly um form that you send them and the way you send it over or it could be on the phone you booking them in for the appointment okay and so all appointment booking is is it's a chain of responses and what we're doing is we're laying out a series of stimuli so when it comes to building a proven process for your appointment setting team you just need to build a nice clean set of stimuli and you do that basically if you're wondering how to build stimuli you do it based on what the market wants to see and what you think they'll respond to okay I can make another video on that another day if you want me to but besides the point so let's actually get into the nuts and bolts so like I said the reason that we have to have a proven process is purely because most appointment Setters they've never set appointments before and this is the point I'm making is we want what I would call a green setup and what this means is we are hiring appointment Setters who

7:38 have never set appointments before most appointment Setters completely suck and they've been trained by programs that completely suck and they're going to ruin your business and they're not going to do the work and it's going to suck so you need to build your own unique process because the problem is is if you hire an experience Setter some of them are okay but most of them what they do is that they use the same process that every everybody else uses and so they've been through these courses on how to become an appointment setter and every single Setter in that course uses the same process which means that it doesn't work and none of them get results because they're doing the same thing as everybody else so when you build your own unique process and it takes a little bit longer and it sucks but when you do that and you start bringing people in who have never set appointments before they have no biases because these experienced people while some of them

8:23 are effective they're incredibly biased to doing certain things in certain ways if you have a proven process you can get with hiring people that have no previous experience and what that means is you can bias them in the way that fits your business the best and basically is the most successful so what we're looking for really are two things no more than two things okay so first of all um well there there's a few things but two two main things we're looking for people typically I'd say over the age of 21 you know you can hire people like 19 20 I wouldn't go anything below 19 because you don't really emotionally mature until you're like 21 in my opinion so we're looking for over 21s May male or female it does not matter but there are two things that we're looking for the first thing we're looking for is charisma and the second thing is consistency the reason that we're

9:09 looking for Charisma and consistency is as follows Charisma is very important because these people are going to be engaging with people day-to-day every single day and what we usually find is that people who have Charisma are extroverts and since this person's entire job and life revolves around talking to people they need to be pretty good at it okay so the way that you measure Charisma is when you do the interview with someone which I'll explain how to do shortly you're looking for them to be excitable and you want to feel good when you're around them okay and you know this can be anyone because the pool that you hire from because we're looking for green people which means people who have never done it before is anyone and this is pretty awesome because you can you can people that you know people of people that you know etc etc we're looking for for anyone right so Charisma is incredibly

9:54 important because these people are going to be reaching out to customers they're going to be sending voice notes they're going to be sending looms they could be making calls they could be sending videos etc etc and if they don't have Charisma and a tone of voice that makes people feel happy and welcome they're not going to set any appointments Charisma is like the number one thing the second thing we're looking for is we are looking for human beings to hire who are consistent and what I mean by this is we're looking for a measurement of consistency so the best appointment sets that I've ever hired before have been people who have been able to prove consistency in other areas of their life and so what you're not looking to do is hire someone who is basically inconsistent you want to look for people who have been going to the gym for a long long time people who have been trying to learn a language for a long long time and when we're interviewing people and going through the process of getting to know them we want to ask them

10:40 to can you give me an example or a time where you've you've been consistent what have you done day and day out every single day you know for the last few years one of the best Setters I ever hired was a ultramarathon runner he ran every single day and what that meant is his brain his brain was wired for consistency because usually how you do one thing is how you do everything and so we're looking for people that have these habits that are just you know they just consistently they eat healthy consistently or they go to church consistently or you they read consistently just habits that they repeat because if they can do it in one area of their life then they can definitely do it with their work and their appointment setting and what we're not looking for is people who are inconsistent and so if we have Charisma and consistency I truly believe that you know if we have Charisma consistency and process anyone can become a successful

11:27 appointment seter literally anyone okay because there's enough incentive for them to do so um the first process for hiring these Setters is um surface area what we're looking to do um in order to hire one Setter is we're looking to do 15 to 20 interviews and the biggest mistake people make when hiring is they do too few interviews if we take people let's say that this is seta one and then we've got seta 2 and we've got seta three seters and talent does not exist in a silo Setters or any sort of role you're hiring for a Setter is is not good or bad they're only good or bad in contrast to other potential Setters and so the problem is is if you only interview three people you've only got three points of reference for contrast especially of your starting and so what we want to do is we want to try and interview at least 15 people to get an idea because what will happen after 15

12:14 is one person will stand out as the best and the more people you interview the harder it is to be the best if you only interview three people one of them objectively might just kind of suck like let's say that seta 2 is terrible let's say that they are 100% terrible and seta 3 is 100% terrible dog terrible setas but seta one might be 70% terrible but if you only interview three people seta one well seta one comes out as this you know they come out smelling of roses and they come out amazing because they look they look better than seta 2 and seta three so the biggest point of hiring Setters is you need to have a nice big big big big broad point of reference where you're trying to interview as many people as possible otherwise you're going to make a huge mistake okay so first thing is surface area so what

12:59 exactly does this mean well we need to talk to a lot of people so what we can do is we can look typically at Facebook groups okay we can look at school groups and we can look at Reddit Discord all sorts of things so what you want to do is you want to go to um make money online or set up and on Facebook on school on Reddit on Discord you're going to find these things and all of these well what are they they are communities what we're looking for is make money online or online set of communities because if someone is in one of these communities it gives pretty good it gives us a pretty good indication of their intent to try to make money online or become an appointment seter if that makes sense and so what you're going to do is you're going to go to these these online communities and all we're looking to do is basically a nice simple little post and literally it is this

13:46 straightforward right you know you're going to say I'm looking for a Setter to make and then we're just going to put like you know $4,000 to $8,000 per month remotely apply here that's the post simple I'm looking for a Setter to make $4,000 a month to $8,000 a month remotely apply here and then you want to also put fulltime now before we actually put that in these communities and really you want to try and put this in as many communities as possible because we really do want to try and get like good couple of hundred applicants here because you know you could get 100 applicants you might only interview like 10 and you might only hire one so there's a lot of out there but before we do this we want to create um a hiring funnel which will look something like this right and basically at the bottom of the funnel we have really at the

14:32 bottom of the funnel right here is where we have the actual higher here is the short list here is the interview and then here is the form and then here is the post so our hiring process for sets it exists in this sort of structure where we're doing a post um in these set of communities or in these make money online communities and then once we once we do the post um you can either get people to DM or whatever but you can just put the form in the post and I'll explain the form thing in a second then we're sending them through to a form a Google form that they will have to submit to apply and then once you receive the Google form we're going to interview a few of them because of the people that see the post only a few of them are going to you know if if we if we just imagine this like a funnel so if we've got you know the post up here then

15:18 we know that not everyone who sees the post is going to complete the form so we get less people completing the form and all the people that complete the form most of them are going to be so we're only going to interview a few and all the people we interview most of them are going to be so we're going to short list a few and all the people that we short list most of them will be so we're only going to like hire one or two and so we're building this hiring funnel where you know we we have it just it just shrinks and shrinks and shrinks it's kind of like you're squeezing this thing to just try and find the person that actually is good at what they do and so what what we need to do oh what we need to do in this process is basically create a Google form and the Google form is is pretty straightforward and by the way like um I know that I'm I've plugged this kind of already but it we have a program well maybe I haven't but we have a program called easy grow and in easy we have like a whole stage of hiring like it goes way more detailed than this but that's kind of where I'm getting

16:04 this from and the reason I want you to have confidence that this actually will work is because I've sold this information for like $10,000 in way more detail and it's got like hundreds of people millions of dollars so you know you can click the link in the description if you want to check it out anyway so um cheeky cheeky boy Cheeky Monkey right so we're going to create a Google form and on this Google form obviously we're going to have basic contact information and then all we're doing right is we're asking for contact information information we're asking for age and we're asking for country now this is going to sound a little bit controversial but what we do not want is people from countries that don't have good English because English is an imperative priority so you know if someone applies from Pakistan or if they apply from India those as much as it pains me to say this those accents can have a negative impact on conversion

16:49 rate because of the association between those accents and scams right not good not happy about it but it's just the way the world Works sadly we need to basically ask them is English your first language and if English is not their first language we probably won't hire them unless they're like European English or like Canadian English if they're also French that's fine there can be a bit of an accent involved but not from those countries that would be Associated as scammers okay which is not nice to say but I'm sorry but it's just the truth we're looking to establish their age anyone under the age of 20 in my opinion we just cut because you know they're teenagers emotional control is tends to be in the bin and Country now also we're looking for English now all we do now all we do now is we say please record a 1 minute Loom about something

17:34 you have done consistently for 12 plus months so this is pretty cool it's literally just this it's what's your name what's your phone number what's your email address how old are you where are you from is English or first or second language and do you speak it fluently and well and then the last thing is please record a 60c loom explaining something that you've done consistently for um explaining like a behavior that the point point is how the exact way we phrase it is is lost on I can't remember right now but it's like please record a one minute Loom or a one minute video um actually you know you probably don't want to use Loom cuz most people won't know what Loom is so please record a one minute video about something that you've done consistently for 12 months for example gym reading blah blah blah you give them some examples so they have something to go off this is cool because what we're

18:19 doing with this with this 60c video is we're measuring Charisma and consistency now we're also measuring something else conviction and conciseness the three C's the for sees that's definitely four sees conciseness is also important because you've asked for a one minute Loom and when you give these appointment Setters appointment setting roles it's incredibly important because they're making calls they're making videos they need to be concise they need to be able to communicate and deliver your service and your offer in a concise manner otherwise people won't listen so if you ask for a one minute Loom and you get a 10-minute Loom back that person probably isn't very concise a lot of people when you do this they will not recall the loom and they'll just submit the form by saying oh I can explain this on interview gone because if they can't be to record a one minute Loom they can't

19:04 they don't how you do you know what I mean like come on so super simple form looks like this name phone email and then Age Country English now the other thing the other thing which is quite important as well that I forgot to mention is device so you know um what do you like you have a Macbook or an iPhone basically that's what we're looking for because if they're running if they're trying to do their appointment setting off of an Android joyed from 2003 it's probably not going to do that well right so we ask for what device they'd use and then it's the loom and it's the Loom or really it's not a loom it's a video about consistency and what we do is we create this Google form simple as then what we do is we we basically post it in these communities and then we wait and what we're really looking to do here is in in until you've got honestly and I

19:51 know this is going to sound kind of kind of ridiculous but this is how you avoid making mistakes we're looking for 100 plus applicants until you've got 100 applicants you do not have enough people to to go through now the process from from here on the process from here on is remarkably straightforward okay so what we're going to do is one watch the Looms or watch the videos what we're going to do when we watch the videos is we're going to categorize them as either yes or no you can make this decision pretty much within the first 10 seconds because what you want to do is you want to imagine this person is setting is trying to set an appointment with you for an interview if it doesn't seem in any way shape or form compelling at all in the first 10 seconds if their video isn't compelling in the first 10 seconds by default they're not going to be a good appointment setter because what they're

20:36 going to be doing is sending videos voice notes making calls sending messages Etc to prospects how they treat this video is exactly the same way that they will treat the messages that they send to your clients right and or to your prospects and So within the first 10 to 15 seconds of the Loom um you will have an immediate what I would call um this is a Vibe check and you know what we're looking for is is this does this person have Charisma are they starting the video like hey Charlie look I am so so excited to record this for you thank you so much for taking the time to listen I'm really happy to be here blah blah blah now there is one other thing that I want you to add to the form and that's this this is huge this is a big one I forgot to I forgot to tell you about this on your Google form what you want to do after the loom is you create

21:23 a Gmail okay so we're going to create a Gmail not going to use your main email cuz it's going to drive you in same or you could actually no you can you can CU you're if I do this I get like 10,000 emails but you probably won't so what you do is you you you get your email and what you do is you put it on the form at the end of the form after the loom you say use this email to follow up every day if you want the job this is huge because the other thing that Setters are going to have to do to book appointments without question is following up and so what we put at the end of the form for the seta ing is this is my email use this email to follow up with me every single day if you really want the job and then what we do is we basically wait you know we wait for like you know four

22:10 to 5 days whilst we're still getting you know you you post the form in all these groups you wait four or 5 days and then you go and check your email because here's what we're going to do now we we have this sort of this sort of two-pronged check where first of all we're watching the the videos so we sit down after four or 5 days of sending the full Mount we watch the videos and it's either yes or no if it's yes yes then what we do is we go to our email inbox and we look to see if this person followed up because if they haven't then they're gone because we need them to be charismatic and create good videos and stuff like that but if this person can't follow the Bas basic instruction if you really want this job just follow up every day then it's over it's it's a really simple simple way to gauge someone's setting Talent is like you know do you want this job or not like just follow up with me right and so what

22:56 we're doing is we watch the video and then we either go you know no or yes and most people will fall into no you know they will of the 100 people you get of 100 you might only find like 20 30 videos or any good at all maybe even 10 and then if someone is a yes then you ask yourselves did they follow up did they email you at least maybe once or twice and if no then there are no and if yes then we interview now the interviews are pretty straightforward what you can do is you can use something like kendly to set up an interview and the interview should really only be 30 minutes what you do is this is basically how we create an interview short list it's the simple process we I've used it to hire all these Setters and find really good Setters we create the interview short list and that's that so what we do is we

23:42 create a calendly event with yourself for 30 minutes long and you basically email and you know you can WhatsApp um or you can you can phone up the person because you should have the phone number you can call them on Skype or whatever and you basically schedule them in for an interview now like I said um we are looking to get at least 15 interviews so until you've done 15 interviews you are not ready to hire an appointment setter and I don't care how good someone seems until you've interviewed like 15 20 people you do not know what good looks like unless unless unless you have interviewed 15 20 30 Setters in the past then you'll have some idea as to what good looks like but if you're doing this for the first time trust me you're going to want 15 or things are going to go very badly for you and it's going to cost you a lot of bloody money what

24:27 we're doing next is the interview process and the interview process is is once again it's we're kind of looking for intuition here um I'm going to give you some examples of questions that I would ask but we're not going down the typical interview route of like what are your strength and weaknesses what we do is this and this is my favorite thing to do is you start off the interview just a brief introduction right like blah blah blah now we've we've got introduction then you've got your Discovery and then they're going to ask questions so you know it's it's pretty simple like hey how are you where are you from good to meet you blah blah blah I'm going to ask you a few questions and then you know once I've asked you some questions I'll open up the floor and give you the opportunity to ask any questions yourself your Discovery should be pretty straightforward and pretty simple what we're looking to do is we're looking to do a few things first of all step one to

25:13 the Discovery here if I bring this in Step One is their story step two is their want in terms of dollars per month step three is their why and step four like just sort of describe right and what I mean we'll get into step four in a second actually I might just I might remove it cuz it's more of Advanced interviewing technique that you might not need so what I like to do I start my interviews off with okay like great to meet you what I'd like to do is understand you so what a lot of people do when they what a lot of people do in the interview is they make a huge mistake what they'll do is they'll say tell me a little bit about yourself or tell briefly describe yourself to me and this is just a weird thing to do what I like to do is I like to say okay well the first thing I want to understand is your story can you tell me everything that's happened to your in your life up until now so I can get a ages to you know whether you're fit for this role

25:59 and this is kind of a good thing to do because it throws someone into this complete pit of chaos and it gives you a good indication as to how well they can think but what we're looking to measure are the three things we're looking for Charisma we're looking for consistency and once again we're looking for conciseness now they don't have to be perfectly concise but and this one's less important at the bottom here but the way they tell the story you're going to be able to pick up on things like have they what what how have they expressed consistency in other of their life do they tell the story like they're a passionate person that they're excited to be alive or do they seem depressed and miserable and you know are they able to how do they deliver it because you can gain a lot of information from someone based on how they tell their life story it will give you like how do they think in timelines do they suddenly

26:45 go off on this massive weird tangent which is a sign of poor intelligence or poor communication skills which we don't want and so we start with the story and it gives you a good idea as to their ability to think critically linearly Through Time compress that and deliver it in a concise format which is a huge huge sign of intelligence and it means importantly that they can think on their feet and this is huge because what this allows us to understand is that when they're doing the appointment setting process and someone throws a curveball at them which is what we're doing right here we simulating a curveball it's like a baseball simulator This Is How They will react they'll use the same mental comprehension mechanism to answer the story question as they will an objection or a cold call or quickly in a DM or something like that right so the next thing we're doing after the story is we're looking so we understand them and their story and really to understand a

27:32 person you just have to understand their past because of cause and effect and then we understand the future version of themselves so once we've understood the past we understand well actually I I will get I will sort of restructure this slightly because I think it's um I think it's pretty important that we that we do this so the next thing we do is the present so it's like okay well that's what that's where you've been where are you now are you working a job how much money are you making right now we're looking to gauge where they're at at the moment okay and this is important because we want to understand where their focus lies because we only want full-time appointment sets so if this person is currently working like two jobs and they can't quit them and they've got like two kids to support they're not going to be a good fit because they're not going to be willing to qu unless they're willing to quit their job to come and work for you it's not going to work right the next thing we're looking to do um and I will rewrite this so it actually looks a

28:18 little bit more comprehensive so now we're looking to Define what do they want so how much money do they actually want to make and in what time frame if I just draw a clock okay this will be in supposed to be a clock doesn't look a clock but in what time frame do they want to make the money they want to make so it's really important we understand their income expectations based on the amount of income and also based on the time frame in which they want to achieve that because if we don't know this what do what do they want to make 20K a month in the next two months if they don't do that when they work with you they're going to quit because the the the number one reason someone quits from a role is either because you're a or because they're not making as much as they thought they were in the time in which they thought they were going to make it and so it's really important that they they understand how much roughly they're going to make you know you're looking for answers here

29:04 typically like 3,000 4,000 $5,000 a month in the next you know six months because that's pretty common for an appointment setting role okay if they say well I want to make 10K a month I want to do that in the next 3 months uh it's not going to happen like it really isn't it's very unlikely to happen a good Setter can make like five sixk a month and if they want to make more than that it's possible but you're going to have to tell them it might take a year okay now the next thing we're looking to do is we're looking to define the why so we ask them this is a huge question and if you want to understand someone this is the question you go to is why do you want to make this money and why do you want to work remotely and why do you want to work online this is why for example I like hiring adults because usually there's there's kids involved there's mortgages involved you they've got specific situations doesn't have to

29:49 be an adult but we want to know why they want to work why do you want to make this money like what's motivating you because he who has a why can bear any how that's a nichy quote right n quote nii sounds like a baby n but n quote if they don't know why they want to work they won't it's that simple they need to have a solid emotional reason behind the why they're going to do all this work because appointment setting is not a forgiving task it it requires lots of consistency lots of rejection it's a tough job right it's boring it's mundane it's doing the same thing it pays relatively well but it's boring right and so you need to understand why people want to make this money and why they want to work remotely and the stronger the reason why the better right then the next thing that we do once we've done our discovery which is basically their past present and future desired states

30:34 and why they want them now we let them ask any questions so this is where you know you say okay well that's everything I need to understand about you thank you for that um can you please tell me um what questions you have for me about our company and how that would work and I'll happily answer and then we shut up and just let them ask questions now it's important here because we can judge them heavily on Preparation because it's like one of the first things that you you do if you're serious about job interview is you do some research on the company and not only that but you come prepared with some questions right so what I'm going to do now is show you how to rank your candidates accordingly because you know you should be doing 15 20 25 even interviews and you know now we need to decide who's who's best so what we're going to do is we're going to create a

31:19 spreadsheet in Google Sheets or whatever where you're going to have their name their contact information the recording and then a score out of 10 what we want to do to rank the candidates in order of what we think is best is we need to get a qualit a quantitative measure of the of of of how good we think they are and what we can do is we can use qualitative indicators to create a quantitative measurement so what we do is we do the following so we look at a few things based on the interview so first of all we have presentation which is how well were they presented did they wear a shirt did they turn up on their iPhone did they look tired like how did they carry themselves just overall how did their presentation appear to you right and we're we're measuring that out of 10 now the next thing is we're measuring

32:05 their story out of 10 and then we're measuring um their situation which is their present situation out of 10 so in other words how um likely is it that they are to succeed with a full-time setting role based on their current situation like with with doing it full-time and stuff like that um we're going to measure their goal out of 10 which is basically the dollar amount in how much time they want to make it in Me by this questionable clock but you know you get the point is it is it realistic and achievable basically then we want to measure their y out of 10 and then we want to measure the questions out of 10 now here's the thing is you're not going to rank anyone until you've done all the interviews because you can only rank people against other people and so until

32:51 you've got a nice holistic view of what people are actually like in this space until you've done like 15 to 20 interviews you can't rank anything which is why we want to record this and why the recording is so imperative to to you being successful with this interview process because once you've interviewed like 15 20 people then we listen back to the recordings and with hindsight and a broader scope of candid candid I think I just made a word up but with a with a broader scope of candidates to contrast each other against now we can start the ranking process so we do the interviews in in a in a row usually over the course of like a week or whatever and then you know we tell them okay well you know if you're successful we'll let you know on this date and after you've done the interviews you spend a day or two going back listening to them all and ranking them according to these things and so what we do is we take all of these

33:37 measurements so let's just say you know we had a a five presentation a four story a seven situation a 10 goal a a three y you know and a and a one question and then what we do is we add all these up you know to this yeah so we divide it by six to get an average score out of 10 and this what this does is it allows us to properly rank people because then making the hiring decision is no longer about your opinion it's way more accurate it's it's like a it's an aggregate of opinions on all sorts of different things it's a more holistic way of making a hire instead of just going off of like your gut feeling which probably isn't very accurate because you've got no experience if you're in the situation like I am where I've hired 30 appointment sets I've interviewed God knows 300 Setters or something and not

34:24 only that but I've taught 2,000 people how to build setting teams inside of easy our program which is in the description no because I've done it so much I can talk to one person and I can rank them immediately and I can just use my gut I don't even need to do the ranking thing anymore because I've done it so much but if you haven't done this before it's highly likely that you will benefit from doing this okay now the next thing is pretty straightforward is basically to make the decision so the decision is basically on you do the ranking thing so you you list them all out and then you put their ranks in and then you go in Google Sheets and you take the top ranking people and you basically short list them and now what you kind of want to do and this is this is really how it should work is you basically want to take the two to three best and we make the higher now this is

35:10 weird because you might be thinking well I only want a hire one Setter but what we do is we hire two or three we hire the two or three best people and then we pick them against each other and we put them against each other and then after a month or two the person who's got the most appointments and is performing the best and is the most consistent they keep the job and the other person gets fired and so this is a great way to test people because when you hire two or three people and you tell all of them okay guys there's one job available we're going to see whoever performs the best and and and shows the most promise is the person that will be brought on board and then you have this fight and it works really well because it forces people to basically succeed and you'll find that like one person will crush now if both of them crush or if all three of them Crush then you keep them all you don't fire any of them it's not a binary

35:55 rule but by hiring two or three not not only are you making it safer for yourself because you're more likely to make make a good hire but you you find usually one good person now the beautiful thing about hiring these appointment sets it doesn't cost us anything because what I'm going to do now is explain to you how to pay these Setters um and there's no salary there's no signing bonus there's no there's no fees there's none of this and it works incredibly well so what we do is this is we pay the following we pay per appointment and then give them a small percentage of upfront cash on deals this is fantastic because what we do is the Setters they get paid every time they set an appointment that that

36:40 that meets the qualification parameters we set very important indication here per qualified appointment because if you tell your Setters I do not want people from third world countries because they can't pay and if they set third will countries they don't get paid for that appointment so you set qualification parameters so that they know exactly what you want what countries are blacklisted what types of businesses are blacklisted and accordingly if they set an appointment that is disqualified and gets cancelled they don't get paid for it the other thing they get paid on is a small percentage of upfront cash on deals and you know you could make this between two to maybe even like 5% depending on how much you um you're charging okay and this is awesome because now these appointment cers they go out and they book these appointments and they follow the process that you've proven and they get paid on appointments

37:26 and what you do is you pay them monthly and what you do is you create a spreadsheet and in that spreadsheet basically which is what we would have in our program I won't share it with you now cuz it just take too long to build at least on this thing but we have the spreadsheet and they log every single appointment they've booked they log every single deal Clos from every single appointment they've booked and every single month at the end of the month you go through and you verify it so you go into your calendar or you go into your scheduling software and you say you put the name in and the email in from the appointment scheduled and you you cross reference it with your bookings and see who who actually booked and who was qualified and then you validate it if you're wondering what you should pay per appointment you're looking to pay anywhere between $25 to $50 now this depends heavily on how well your process works and how much you want to pay and how much your program is is is is worth and stuff like that I

38:12 personally pay $25 per appointment but I have leverage in so far as a that I've got a personal brand that most people in the market recognize which makes booking way easier I have a process that works so well that a child could follow it quite literally not that I I I don't hire children I don't advocate for child labor but because I've got a process that works so well booking and because I've got so much Social proof and so many results and such an insane program and such an insane offer booking appointments for a Setter for me is really easy I've made it as easy as possible for them if you don't have that luxury you're going to have to pay them more because it might be twice as hard for them to book an appointment for you as it would be for a company like mine which is fine and you'll get there eventually right but I I pay on the lower side because I've made it so easy for them but if it's harder for them and you don't have low results and you don't

38:58 have an insane offer and you don't have an insane reputation you're going to have to pay them more because it's harder to get but what this usually works out at is you know if this person's typically able to schedule a couple of appointments a day is they end up being able to make a good amount of money they can make like $50 to $100 a day plus the small percentage of upfront cash collection it's important this is upfront cash only so if if you have a program like we do um well let's say that you know let's say you have a program and you're you have an AG or something and let's say that your total product is $10,000 right but it's split over a 3month payment plan and you get $33,000 up front then the setter only gets paid a percentage on The Upfront cash collected and what this does is it

39:43 incentivizes appointment Setters to properly qualify people set their expectations and Aid with the sales process because the setter wants as much cash as possible and the best thing to optimize for in a business is Cash collection okay okay and because when your Setter and your rep are both incentivized for upfront cash guess what you get you get as much upfront cash as possible which means you can pay them more and everyone can make more money and have a lot more fun okay so that's basically how you you hire them now in terms of the management workflow of the the setting process it's really straightforward it's daily and every single day you need to be doing a few things you need to get a report from them and I'll explain these in a second report metrics and then a call so what we're looking to do every single day say with the appointment sets is one have

40:30 them send a daily report via voice note and in this Daily Report it's basically like volume and feeling and result so how much volume have they done today so it's like okay well my here's my daily report at 9:00 p.m. today I made a 100 call calls and I talked to they basically just talk through their metrics because they need to live and die by the sheets by the metric spreadsheets volume feeling like how are they feeling what's their emotional state like you can usually tell this way more by their tone than the the content of the of their speech but how are they feeling and then result how many appointments did they book and how much money did they make today the next thing is the metrics so every single day you need to be pulling up their metrics you should have spreadsheets that basically track you know like like this over here for each for each set for each platform it's like volume how many how many

41:16 people booked how many people replied like you can you can think through like I said earlier at the beginning of this video we have the response chain you want to have a measurement for every single response throughout the the setting funnel and then calculate conversion rates accordingly between those different stages and that gives you an indication as to where either your bottleneck where you're doing well where you're doing wrong and it's really important that your Setters log metrics every single day and that you're keeping an eye on it every single day because that's how you make decisions and if you know where your metrics are you're always going to be good so every single day you should be logging in and looking at their spreadsheets and a validating that that the metrics are correct and that they're not making it up so going into their accounts and seeing that they actually sent the messages and stuff like that but also just making sure they're doing it basically because if

42:02 they stop then you're in deep trouble and then the last thing is a call so I would do a daily call with your setting team to motivate them ask them if they've got any questions any problems if they need any help etc etc it just makes them feel like you're there for them you don't have to do this every day you can do it like triy weekly so maybe like Monday Wednesday Friday but you that's pretty much it so that's really hiring appointment Setters 101 there's obviously a lot more intricacies to it than this but this should get you start Ed and yeah I hope that helps you like I said and I have alluded to throughout the video I've got a program called easy grow we've helped more than 2000 2,500 agency owners coaches and consultants and high ticket online businesses build setting teams we are very good at it and we we crush it and we can probably do it pretty well for you so if you want to check that out you can click the first link in the description and I will see

42:48 you in the next video goodbye