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Stable Vision Manager Program - Selection Process for Agent Referrals

Learn the step-by-step selection process to find the right agent referrals for the Stable Vision Manager Program. Acquire the necessary skills to conduct initial interviews, fact findings, agency tours, and final interviews. Build a strong team to maximize opportunities for success.

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Stable Vision Manager Program - Selection Process for Agent Referrals

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  1. Stable Vision Manager ProgramBy: Enddy

  2. Action Project • Get 2 agent referrals name list from your agent or introducer, and meet them. • Get 1 banker name card, and meet them to introduce your career. • Get 1 property agent name card, and meet them to introduce our ING mortgage career.

  3. Selection-Part 1

  4. Selection Unit “selection” will bring you return as: • Money • Time • Opportunity • Team Spirit • Image

  5. Selection Flow Chart Initial Interview Introduce Meeting Selection Process Final Interview

  6. Selection • Initial Interview • Initial Fact Finding • DICS • BOP/IE

  7. Selection • Introduction Meeting • Career Path and Agent Benefit • Agency Tour (Unit gathering/Agency gathering) • PCE Exam

  8. Selection • Selection Process • Market Survey • Project 100 • Fast Start Program (SV) • In-Depth Interview • Join Work

  9. Selection • Final Interview/In-Dept Interview • Mutual Agreement • Agency Manager interview • Contracted • Training

  10. Selection Why we need Selection? • To more understand the agent thinking.. • Who he/she want to be? • What he/she wish to have? • What job/career he/she want? • To choose whether the candidate suitable on this insurance industry or your unit

  11. Selection • Do they have their own market? Can They open their market after training? • Find out what is their worries? • To solve their problem • To let him understand what his roles in your unit/ as an agent • To fulfill SV interview form

  12. Selection • To ask candidate share experience • Working, Family, life style • To let candidate know MyWay report is a must in SV system. • To let candidate know SV morning meeting/Night Meeting/Agency Meeting/ Unit Meeting • To create candidate interest on insurance

  13. Selection What we need to prepare when Initial Interview: • List down what you want to discuss • All document must prepare before candidate come • Make sure your office/table clean • Gather your unit members to welcome him • Manager must has self preparation

  14. Selection What skill we need when initial Interview: • Listening Skill • Good Listener • Ask question instead of talking • Give candidate time to think and answer

  15. Selection Questioning skill • Once question per time • Use “Why”, “how” etc.. • Ask candidate to explain more detail on their answer • Ask as detail as possible

  16. Selection Answering Skill: • Answer what you need to answer • Do not give any suggestion or your ideas • Do not offend candidate

  17. Selection Control Environment: • Initial Interview be on time start/end • Do not let candidate discuss out of the topic • Do not keep answering the candidate question. You must control the environment.

  18. Selection Remember… • Do not ask sensitive question • Ask more question about his working/career

  19. Selection Result of Initial Interview: • Disqualified • Contineous Selection

  20. Selection How to handle unqualified candidate: • To be your customer • To be your Warm Nominator • Closed File

  21. Selection-Job Sampling Why we need job sampling? • Continous selection • Explain what is sales cycle • Validation schedule • Prepare PCE for candidate • Let candidate participate company activity

  22. Selection What will you get from job sampling: • Disqualified candidate during job sampling • Let candidate experience real job function • Set your expectation on candidate • Help you select out the best candidate

  23. Selection To be continuous

  24. Selection Action Project.. • Design your Interview script • 1 Initial Interview • Design your own career presentation

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