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Val Morgan val@consciousmoves (360) 201-1639

Consultative Selling for Employment Consultants Building job development excellence for increased employment opportunities. Val Morgan val@consciousmoves.com (360) 201-1639. Purpose. Sales and Business The Buying Process/Business Needs Referrals/Action Plan Pre-Call Planning

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Val Morgan val@consciousmoves (360) 201-1639

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  1. Consultative Selling for Employment ConsultantsBuilding job development excellence for increased employment opportunities Val Morganval@consciousmoves.com (360) 201-1639

  2. Purpose • Sales and Business • The Buying Process/Business Needs • Referrals/Action Plan • Pre-Call Planning • 9 Consultative Steps for Job Development

  3. Four Key Job Responsibilities • Locate and Sell Employers • Service and Upsell Existing Employers • Develop Advocates • Manage Your Time and Territory

  4. The Facts • Only 2% of sales are made on the first visit • 44% give up after the first visit • 80% of sales are made between the 6th and 12th connection

  5. What is the most powerful selling tool? • Referrals 50% - 500% higher rate of closing with referral

  6. How to Ask for Referrals • When an employer is complementary • Let new employers know you prize referrals • Use LinkedIn • Action Step

  7. Referral Action Plan List 10 specific actions that you will take to build your referral business.

  8. The Buying Process • Awareness of a particular need • Interest in satisfying the need • Preferencefor one service over another • Trial use of the service • Commitment to use the service • Advocacy recommends the service to others

  9. Three Situations of Need • Dissatisfaction with the current situation • Opportunity to improve the current situation • Perceived deterioration of current situation

  10. Common Needs of Employers • Reliable employees • Community involvement • Pre-screened employees • Pre-recruited job match • Employee retention • Flexible work force • Clean place of business • More customers/sales • Motivated employees • Customer retention • Recognition • Less time spent training • Less stress • Happy employees • Good atmosphere • Reduce expenses • More efficiency • Cost/benefits • Good employee team work • Completed tasks from employees • Quality workers • Part-time employees • Diverse work force • Safety

  11. Identify The Suspect • Conduct Research/Gather information • Set an Objective*Primary—(Your goal for the call?)*Secondary—(The minimum you want to achieve?)

  12. Greeting (introduce yourself) • Get Attention (build rapport) • Create Interest • Ask for time

  13. Transition Statement “Thank you for taking the time to meet with me.I would like to ask you some questions to gain a better understanding of your business and I’ll be taking notes, is that okay?”

  14. The most necessary communication skill is the skill least taught Remember: “SELLING IS NOT TELLING” 80% listening 20% talking

  15. Ask closed ended questions • Ask open ended questions • Ask layering questions

  16. Gather Information • Would you consider your workforce diversified? • How much time do you spend on entry-level training? • In your business, do you feel that some of your staff carries workloads other than their job responsibilities they were originally hired for? • What are the top three things you value in your employees? • Are you the ultimate decision maker? • Can you tell me about your employee retention rate? • Did you know that 87% of the public agree that they prefer to give their business to companies that hire people with disabilities?

  17. Transition Statement(what’s happening next) “Based on what we’ve talked about so far, I’m confident my ideas will be good for your business, I would like to go back and draw up a proposal for you.”

  18. Establishing Needs & Paraphrasing • Restate the needs and gain agreement

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