2. Sales Strategies for Employment Consultants Building job development excellence for increased employment opportunities Val Morgan val@consciousmoves.com (360) 201-1639 val@consciousmoves.com

3. 1 Pre-Call Planning 2 Open the Call 3 Gather Information 4 Establish Needs and Paraphrase 5 Features & Benefits 6 Trial Close 7 Close 8 Handling Objections

4. ListeningSpeakingReadingWriting Learned1st2nd3rd4th Used45% of the time30% of the time19% of the time6% of the time TaughtLeastSlightly LeastSomewhat moreMost The most necessary communication skill is the skill least taught Remember: “ SELLING IS NOT TELLING ” 80% listening 20% talking

5. 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

6. Ask closed ended questions Ask open ended questions Ask layering questions Pre-Call Planning Open the Call Gather Information Establish Needs & Paraphrase Features & Benefits Trial CloseClose Handling Objections

7. 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 staff? 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? Gather Information

8. Transition Statement (what’s happening next) “Based on what we’ve talked about so far, I’m confident my ideas will be a great fit for your business.”

9. Restate the needs and gain agreement Pre-Call Planning Open the Call Gather Information Establish Needs & Paraphrase Features & Benefits Trial CloseClose Handling Objections

10. Feature: Fact about your service Benefit: What’s in it for them? Pre-Call Planning Open the Call Gather Information Establish Needs & Paraphrase Features & Benefits Trial CloseClose Handling Objections

11. Type 1 Ultimate Benefits --to the Company Saves or makes money Saves or makes better use of time Makes job easier or product better Improves health or reduces stress Type 2 Ultimate Benefits--to the Individual Recognition Achievement Security Personal profit Pre-Call Planning Open the Call Gather Information Establish Needs & Paraphrase Features & Benefits Trial CloseClose Handling Objections

12. FEATUREBENEFITULTIMATE BENEFIT Pre-Screened EmployeesQualified EmployeesSaves Time and Money Assist in TrainingFree up StaffMakes Job Easier Job CoachFree Up Staff/Less Time ManagingSaves Time Provide AdvertisingPublic AwarenessMake Money 93.6% Retention RateLess Turn-OverSave Money Services at No CostYou don’t Have to PaySave Money Restructure DutiesMakes Staff More efficientSaves Time and Money Learn the Job FirstAssist in TrainingSaves Time and Money Community InvolvementPublic AwarenessMakes Money Established BusinessProvides Peace of MindReduces stress Diversified StaffBroaden Customer BaseMakes Money Continual follow-UpEmployee RetentionSaves Time and Money Part-Time EmployeesFlexible EmployeeMakes Job Easier Restructure DutiesIncreased ProductionSaves Time

13. LAYERING FEATURES TO ULTIMATE BENEFITS Feature Transition Benefit Transition Ultimate Benefit We learn the job first So what this means for you… We assist with training the employee for the job The ultimate benefit to you is… You will have a qualified employee, which will reduce your training period (saving time)

14. Trial Close “How do you feel about what you’ve heard?” Pre-Call Planning Open the Call Gather Information Establish Needs & Paraphrase Features & Benefits Trial CloseClose Handling Objections

15. Buying Signals 1.Strong Buying Signals 2.Medium Buying Signals 3.Low Buying Signals

16. 3 Types of Closes Assumptive (Strong Buying Signal) “I would love to come in next Wednesday at one and shadow a job, so we can get you a new hire as soon as possible.” Contained-choice (Medium Buying Signal) “I’d love to tour your facility, would Thurs. or Fri. work better for you?” Direct (Low Buying Signal) “Would you be interested in meeting my client?”

17. Close 1.Always ask for the job (you lose 100% of the business you don’t ask for) 2.Be quiet (silence is golden) (you need to give the prospect time to respond) Pre-Call Planning Open the Call Gather Information Establish Needs & Paraphrase Features & Benefits Trial CloseClose Handling Objections

18. HANDLING OBJECTIONS Pre-Call Planning Open the Call Gather Information Establish Needs & Paraphrase Features & Benefits Trial CloseClose Handling Objections

19. What Causes Objections? Insufficient information Inability to see the benefits A misunderstanding about your service A previous bad experience A work-related distraction that prevents the prospect from making a decision

20. Common Objections All employees need to be cross trained I’m concerned about the legal risks I’m not the decision maker We don’t hire people with disabilities All employees must be on the floor We don’t have the money right now You have to apply online I’m unsure if it will work My other employees might be uncomfortable We don’t use agencies We already have a person with a disability working here We had a bad experience We are not hiring right now We are cutting hours The economy is bad We have limited space We need our employees to be high producers You will have to talk to HR

21. Locked Loop Technique Find the Real Objection Express Empathy State Features & Benefits Trial CloseClose

22. Answer the objection with a question “What is keeping you from moving forward today?” Paraphrase the objection and ask for agreement “So you are ready to hire one of my job candidates, but there is something holding you back today, is that correct?” OBJECTION: “Not right now, come back next month.” Find the Real Objection Express Empathy State Features & Benefits Trial CloseClose

23. “I understand you’ve had a bad experience before …and…” “I can see your jobs here are complex… and…” Feel, Felt, Found… (Not hiring part-time) “I understand how you feel, some of my other employers have felt that same way before, and what they’ve found was by having employees open to part- time work, they were able to have more flexible work schedules for their staff.” Find the Real Objection Express Empathy State Features & Benefits Trial CloseClose

24. Features and Benefits of Objections OBJECTION FEATUREBENEFIT Need responsible employees Pre-screened employeesQualified employees Couldn’t do the job On the job supportCapable employee No extra person to help with this Job coachFree up staff Afraid candidate won’t last long 93.6% retention rateLess turn-over Doesn’t have the money Free serviceNo extra cost Not hiring Restructure dutiesMakes staff more efficient No time to train Learn the job firstAssist in training Bad Economy Community involvementPublic awareness Don’t use agencies Established businessProvides peace of mind Doesn’t have enough customers DiversityLarger customer base Bad Experience Continual follow-upSolve sudden issues promptly Cutting back hours Part-time employeesFlexible employee Need to be high producers Job efficiency/RestructureEveryone will produce more

25. Sales Strategies for Employment Consultants Building job development excellence for increased employment opportunities Val Morgan val@consciousmoves.com (360) 201-1639 val@consciousmoves.com