So, you've been following the Vyral Marketing Plan and now have a bunch of potential leads who have shown interest in your educational videos. People are opting-in to your content, you are engaging with a lot of people, and now you need to follow up.
The problem is you're busy growing your business. You don't have time to sit down and call every single person who has watched your great videos or reach out to the leads generated by your website.
How do you take advantage of this influx in leads? Do you put off getting in touch with them until later on down the road?
This is a great problem to have! You're now in the position to hire a calling assistant who will focus all their time and energy on nothing but reaching out to potential leads. But with that realization comes another question: How do you go about hiring, sourcing, and training the right person for such an important job?
To find someone you can trust with the important task of reaching out to those who are interested in your service, and who has the ability to identify the most likely clients among them, follow these 4 steps:
Step #1: Put an Ad Online & Email Your Database
What should you say in the ad? Start with the title: "This is an inside sales person's dream!" Have it say something like this:
"We currently have more warm leads than we can handle! Your role will consist exclusively of contacting people who have already expressed interest in our services and setting appointments with them to speak with us. That's it!
If you're driven to succeed, desire pay that rewards performance, and have excellent phone and communication skills, we want to hear from you! Salary is a base pay, plus commission, and can be significant based upon your conversion rate and skill.
Please send your resume to ___________; we look forward to hearing from you!"
The key to these ads is to keep them short. They are not full job descriptions, so you will get plenty of inquiries about the position if you email it to your database and put it on online.
Step #2: Ignore the Resume & Use an Assessment
Use an assessment that measures a person's personality (high level of urgency and dominance), motivation (by money and achievement), and talent (prospecting, greeting, and qualifying). Use the assessment to determine the quality of the individual you're going to interview as opposed to looking at the resume. A great place to go for this kind of assessment is TheTalentGenius.com. Ask for John Pyke and he'll show you the ropes.
Step #3: Audition the Potential Hires
This is a pretty unorthodox way to hire people. Before having applicants in for an interview, bring them in and say: "Here are the people from my database who are watching my videos; here's a very simple 2 or 3 sentence script. I want you to spend the next 4 hours without any training just calling them to see if they are interested in referring us or setting an appointment to speak with someone here at our company." This way, the applicant can get a feel for the position before going through the whole interview process. Sure, it sounds strange, but if they are right for the job they will excel at this. So, before the interview: bring them in off the street, give them a simple script, and have them call your database for a few hours so you can assess their raw talent and skills.
Step #4: First 30 Days Are a Trial
Hire a few calling assistants at the same time and let them know at the end of the 30 days, you're going to pick the best one. Every week you should have a half-hour meeting to go over their goals and the results from the week. Make sure you receive a daily report from each one of your calling assistants over the first 30 days that details the number of attempts they made, how many people they actually spoke with, and how many leads they identified or appointments they set for you or your sales team. At the end of the 30 days you will have all the information you need to make the right hiring decision. Take a look at all the factors and decide who is the best fit for the job. Raise their pay and that's your formal hire!Hiring a calling assistant is a pretty straightforward process. You put a short, well-crafted ad out to your database and on ZipRecruiter; use an assessment to identify the most qualified applicants; put those applicants through an audition period before you interview them; and initiate a 30-day trial period to determine which of the final applicants will be the best person for the job. It's a bulletproof way to find an ideal calling assistant!
If you haven't started sending videos to your database, you're missing out on a great opportunity to generate more leads for your business. That's why we challenge you to pick up a webcam and record your very first educational video by simply answering a customer question you receive all the time. Give it a try and post it here on our YouTube channel as a video reply. We'll have a coach take a look at it and give you some feedback on how you can make it better next time.
If you like what you see, we invite you to reach out to us and request a free consultation with a senior partner here at our firm to see if Vyral Marketing is the right fit for your business. We'll do all the work for you. We simply interview you to help you create content that will help you make a meaningful connection with your database.
What results can you expect? Depending on your goals and the needs of your business, we can help you determine that over a simple phone call.
Or, if you want more free tips to help grow your business with web video, to market your passion and expertise so you can reach more people and impact more lives - subscribe to our YouTube channel and our podcast, follow us on Facebook, and sign up for our weekly newsletter.
We challenge you to scale your impact!
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