- INTERNET WEALTH: Close More Sales By Not Allowing Your Prospects To Think It Over
- HEALTH: Selecting Home Exercise Equipment That’s Right for You
- WISDOM: Anonymous on Point of View
ALSO IN THIS ISSUE:
- Hiring the Best – Interviewing Strategies that WORK!
- Have you ever thought what your life would be like if you lost all the money you had.
- Add PURCHASE To Your Vocabulary
Close More Sales By Not Allowing Your Prospects To Think It Over
People put off until tomorrow only those decisions they lack the confidence to make today. We live in a society where no one has time. How ironic is that we don’t have time to do the things we want, but your prospect is going to spend time to think about it? Sure there will be times when your prospect will have to think and ponder about this decision. Most of the time it is a knee jerk reaction, and the prospect is feeling a need to buy and they feel the pressure to buy, so now they will put you off. Remember if you do have to follow up, after they are thinking about it, the emotion has left and you need to reignite the fire before you complete your follow-up.
YOU WILL HEAR
I need to think about it
I want to sleep on it
We don’t jump into things
I’ll give you a call tomorrow
Fear of making the wrong choice
Some people are lazy or don’t want to change
Some feel stress and push away
Don’t see all the benefits
Being Nice and don’t want to say no
They really do
Need to talk to partner
HANDLE THE PROCRASTINATION UPFRONT
It is really great to see somebody who knows how to make a decision. I appreciate your time I know you are really busy and I know how valuable your time is, I’m going to get right down to business. I’m sure you realize my schedule and that my time also is valuable. So with this in mind, I’ll explain all of the facts and if you have any questions, I will be delighted to answer them. If we feel this business and investment fits your needs, I expect you to tell me. On the other hand if you feel as though it doesn’t, please tell me and I’ll be on my way.
Let’s make an agreement, Mrs. prospect, I’m not a high pressure consultant, so you don’t have worry about me trying to get you involved with anything you don’t want. All I want to do today is show you how to increase your income in your business and how it will work for you. Please do me a favor and let me know today if this is a good fit. Fair enough?
Do you mind if I ask what aspect of this business you are going to give careful consideration? (think over) Is it the quality of the service? Is it something I have forgotten to cover? Could it be the financial aspects?
If they say yes – handle the concern.
Look, Mr. Prospect, you and I have spent a couple of hours together, and we both know that this is the right choice for you. There is no reason why you shouldn’t buy today…..
Mr. Prospect You’re not telling me this just to get rid of me, are you?
END OF YOUR ROPE
Mr. Prospect either this is a good idea or it is not a good idea so lets make a decision right now (be silent) and they will sign and the others won’t and you won’t have to waste time.
Selecting Home Exercise Equipment That’s Right for You
So often people will make the decision to go out to the nearest fitness equipment store or local department store and buy some home exercise equipment. They want to start an exercise program, but don’t want to go to the gym for any number of reasons, making exercising at home the best choice.
They will, with the best of intentions, buy a piece or two of equipment based on the recommendation of a friend or family member who swears by their choice. In some cases, they have no idea what they want and just go off without a clue, only to end up buying something based on appearance or a salespersons pitch of the item.
When setting out to purchase home exercise equipment, there are some things which must be considered very carefully before you go out and drag home something you will be disappointed with. Here are some tips that are paramount to know when considering home exercise equipment.
First of all, are you really committed to exercising on a regular basis? This is probably the single biggest factor. If you are not, you will not benefit from anything you buy.
The second thing is what type of exercise do you want to do? If you are looking to build muscle, buying a stationary bike will be of little value just as if you are looking to build your aerobic capacity, a weight bench and weights will not be the best choice.
Next is how much money do you have or are you willing to spend on exercise equipment? You do get better equipment when you spend more money, but for a smaller investment, you can still get equipment that will get the job done. The key here is to shop around and find the best equipment you can within your budget.
You must next consider how much space is available where the equipment will go? This is an often overlooked but very important point. There must be enough room for your equipment to fit, and there must be room for you to use it to the fullest once it is there. How can you get anything from your equipment if you don’t have the room to maneuver around to make use of it after it is set up?
Once you have your equipment in place, a good way to make sure you keep at it is to make yourself accountable by having a fiend ask you every day if you did your routine for that day and to monitor your progress. You can also make it more enjoyable by putting on some music while you exercise or even put a sporting event on your TV to check on while you go at it, whatever the case, just associate it with something you enjoy and it will be much easier to stick with.
If you are considering the purchase of home exercise equipment, these few tips should help you to make the right choice in selecting equipment that you will benefit from for years to come.
Anywhere is paradise; it’s up to you.
Hiring the Best – Interviewing Strategies that WORK!
In today’s competitive environment, hiring has increasingly become a key link in establishing and maintaining your company’s edge. By attracting and hiring the best people, your company can move quickly and grow steadily. On the flip side, however, poor hires cost you precious time, money, and opportunity. Poor hiring could cost you your company.
Unfortunately, hiring candidates who can do what they say they can do is getting tougher. A whole industry has sprung up in the past ten years helping job seekers land a job — sometimes at all costs. You can’t afford to hire someone who can’t do the job, do it with minimal direction, or do it quickly. Fortunately, there are techniques that you can use to ensure that the candidate you select can do the job. We will examine four techniques here — demonstrations, simulations, problem solving, and testing — and introduce a powerful interviewing technique — High Performance Interviewing.
Ideally, the best way to see if a candidate is able to do the job is to have them actually do the job. To have them, in other words, demonstrate their ability to do the work. Sales representatives can sell something; software engineers can code something; machine operators can operate a machine; secretaries can answer phones or type a memo; etc.
Sometimes demonstrations are not possible or appropriate. The next best thing to a demonstration is a simulation. A simulation is like a demonstration except that the situation is not real. In sales or customer service, for example, you can role play an angry customer and have the candidate respond to your anger. Another example of a simulation is having a telesales representative call you (the “customer”) to sell you something. Or, if you’re interviewing for a training position, you could have the candidate teach you something.
Sometimes demonstrations and simulations are not feasible. Then problem solving might provide you with confidence in the person’s ability. Problem solving is a technique many interviewers use to see how adept the candidate is in addressing real or hypothetical problems and challenges. It is one step removed from simulation because in problem solving the candidate describes what s/he would do rather than simulating what s/he would do. A cautionary note: problem solving by itself may only indicate what a person SAYS s/he will do in a given situation, not how they actually will or did behave. Still, problem solving is a good way to check a critical skill.
Tests are also sometimes helpful as part of the hiring process. Psychological tests provide a way for some companies to identify key characteristics in an individual. Other ways of testing include asking specific knowledge questions such as “What commands might you use to initiate a subroutine?” or “What are the advantages and disadvantages of common network protocols?”
However, sometimes demonstrations, simulations, problem solving, or testing might not be feasible; at the very least they — by themselves — are inadequate. Interviewing is required. Effective interviewing requires that you have sharp probing and listening skills to get the candidate to describe or explain relevant experiences from which you can draw highly predictive information. We call this type of interviewing High Performance Interviewing.
Can we maximize the traditional method of hiring candidates — the interview — to hire more effectively? The answer is, “YES!”
Many interviews result in a mutual exchange of meaningless information and a “gut feeling.” The process we call High Performance Interviewing (HPI) helps you gather meaningful, predictive information and substantiates your “gut feeling.”
HPI is based on the premise that past behavior is the best predictor of future behavior. HPI is designed to extract highly predictive, accurate target data from candidates. Target data is:
• Behavioral: The data must be about what the candidate did, said, thought, or felt. We do not consider what the person “was responsible for” as target data since it doesn’t tell what the person actually did. The data must be about the candidate. We do not consider “we” data target data since we don’t know what the candidate did.
• Volunteered by the candidate: Target data comes from the candidate’s memory, not the interviewer’s suggestions or prompting.
• About a specific past situation: Focused on what actually happened, not on what might have happened, or what generally happens. Having the candidate state what they would do in specific scenarios may point out problem solving and quick thinking but may not predict what the person actually has done in similar situations. Only data based on past situations is considered target data.
Step 1: General Opening Statement or Question
Begin gathering target data with general opening questions or statements. The purpose of this step is to get the candidate to talk about what we want them to talk about. Here are examples of general openings. (The phrases in parentheses are examples of specific skills I might be looking for in a candidate.):
• “I’m looking for (examples of when you managed multiple priorities).”
• “I’d like to hear more about (your experiences in delegating).”
• “I’d like to find out how (you respond to autonomy and little direction).”
• “Can you think of a time when (you had a difficult deadline to meet)?”
• “Do you recall an instance where (you were aware that another member of the team was not pulling his or her own weight)?”
• “Is there an example of (a challenge you faced in coding a new module)?”
Step 2: Get Deeper
The next step in gathering target data is to get deeper in those areas important to the job. Questions that help you get deeper include:
• “How did it start?”
• “What were the key points in the situation?”
• “What were the results?”
• “What happened first/then/next?”
• “What did you do/say/feel/think?”
• “How did you prepare/follow-up?”
• “What do you believe was the most important event/decision/activity during that time?”
Here are several guidelines for getting deeper:
• Ask what the candidate did, said, felt, thought.
• Separate the candidate’s actions from others’ actions.
• Ask “who”, “what”, “when”, “where”, and “how”.
What is your role throughout this questioning? Take notes to help you guide the conversation. Listen. Ask for clarity when necessary. Remember, we cannot assess a candidate’s qualifications if WE do all the talking!
What You Don’t Do
It is important that you as interviewer don’t:
• Ask leading questions: Leading questions give you exactly what you want to hear. And they typically result in inaccurate data.
• Accept generalizations: Generalizations don’t tell you what the candidate did. Target data must be specific.
• Accept collectivisms: Collectivisms are the use of we, the group, my team, etc. They don’t tell us what this individual — the candidate — did. Again, target data must be specific.
• Assess the candidate before hearing all: Prejudging a candidate before the data is heard is a serious mistake. The brain can easily “find” data to support its prejudgment. Therefore, stick to the script; write down what you hear as the interviewer. The time for assessment comes later.
How To Get Back On Track
Because HPI is a dialogue, it is sometimes easy for the candidate to digress. It is your responsibility as interviewer to pull the candidate’s discussion into more relevant and appropriate direction. Here are some pithy phrases that will rein in or focus the digresser:
• “If I was there, what would I see?”
• “You said there were meetings. Could you tell me about one?”
• “Can you give me the details?”
• “Let’s backtrack a bit.”
• “Who do you mean by ‘we’?”
When you’ve gathered an appropriate amount of data for a particular skill, repeat the HPI technique until you are satisfied with the results. Then close the interview.
Have You Ever Thought What Your Life Would Be Like If You Lost All The Money You Had
Have you ever thought what your life would be like if you lost all the money you had. In the past it may not have been a problem, but you might be a little older now. If you are 50 years old or older do you think your chances of being hired are as good as they were at 25? You will be lucky to find a job period, but if you do find one you will be lucky if you can cover your expenses.
Should You Be Worried?…I Think So
The World is changing, with automation the demand for workers has dropped. The cost of gasoline right now is lowering our standard of life, and gasoline prices are predicted to rise even higher. When gasoline rises almost everything else rises, have you looked at your grocery bill lately? Yes you need to be concerned, because even if you have a job now you may be looking for another one just to pay your bills.
You may still think you could pick up a little extra income, but here in the United States, we have people coming across our borders taking any kind of job they can get. So does that mean just people in the United States will have trouble? Think about it, if they are coming here for work that means there is little work where they came from or the pay is so low they can’t live decently. No we have a big problem all over the world.
What Should We Do?…What Can We Do?
The first thing we can do is get started, the longer we wait the older we get and the harder it will become to make ends meet. Take time to learn how to make money on the Internet. You need to start planning now and get a head start, before the flood starts, the last ones starting will have the most difficult time making money. If you will learn to make money on the Internet you won’t have to worry about getting hired, you will be your own boss.
How Can I Start Making Money On The Internet?
You need to study all you can about making money on the Internet, join forums, read articles like the one you are reading now. You can start your research free, so there is no reason to not get started now. You need to learn before you can earn, there are marketers on the Internet that will lie and cheat you, just like people off the internet, so you need to be aware of that, and learn the tricks people will use to steal your money also.
Word Of The Day: PURCHASE
PURCHASE (verb) to pursue and obtain; to acquire by seeking; to gain, obtain, or acquire
Example: “Your accent is something finer than you could purchase in so removed a dwelling.”