mission india consultancy

Management orientation school

Day 5

Today’s Agenda

• Test on the previous day’s learning • Screening the candidate• Utilizing career seminar and Evaluating ref

book• Compensation interview• Career interview and batch invitation• Activity

TEST YOUR LEARNING

SCREENING THE CANDIDATE

Purpose, Process, Payoff

Purpose: To learn how conduct on effective screening interview

Process: Use of a variety of proven methods discussion, role play and screening

Payoff: Improved quality in the recruiting process by eliminating unsuitable candidate that result in a saving of time, effort, and money

THE SCREENING INTERVIEW

WHY IS A SCREENING INTERVIEW IMPORTANT?

Objective-

The screening interview has the following objectives: To get a general feel about the candidate’s fitness

for the role of an AA Determine if the candidate possesses the right

competencies required for the job. Create enough interest that if you call the career

seminar, they will come

The screening interview

While conducting a screening interview…• The manager is faced with the challenge of maintaining

the candidate’s interested with a presentation that is general in nature

• The manager is also challenged to keep presentation fresh

• During the interview you will have to ‘push’ and ‘pull’ the candidate

what is meant by “push” and “pull” the candidate ?

Screening interview

During the interview, you should attempt to discover…• The candidate’s value and drivers, what motivates this

person? (Hint: The thinks that have motivated them in the past

will also motive them now.)• Is the candidate receptive/can be couched to feedback

and constructive points?• Can the candidate handle adversity?• Whether the candidate has been required to initiate

customer in prior jobs

SCREENING INTERVIEW STRUCTURE

• It is divided into 7 steps

Introduction

Step 1: introduction phase

• Welcome the candidate and state purpose of the interview

• Ask feeling-finding and fact-finding questions and record the answers

• Find out the thread of discontent• Ask the magic question to generate more

references

Introduce your purpose“Thank you for coming in today…”“As I mentioned on the phone, I wanted to meet you and share with you some information about the opportunity we have available here at mission India consultancy.”“The purpose I’d like to use this meeting for is, first, to find out a little bit more about you, you background and interests, and then, secondly, provide you with a brief summary of the career opportunity.”“At that point we can determine if there is continuing mutual interest, and discuss the next steps.”“How does this sound?”“The will take about an hour. Does that fit into your schedule?”

Appreciative inquiry

• Essence lies in asking open ended generative question Create a positive and relaxed setting and helps in

rapport building Understands prospective candidates better by

tracking their fundamental value and beliefs Specifically discovers value like optimism, integrity,

ambition, perseverance

Build a Relationship

• Determine minimum level of qualifications

• Discuss career opportunity & assess candidate’s interest and need

• Assess candidate's communication skill, economic and social standing

Step 2: Ask the magic questionObjectives: Gathering names of potential candidates known to the candidate Replenish your name bank

Have your pencil ready, and write down the traits given Don’t look up. Holding your pen and keep looking at screening

from till the prospect speaks

Step 3: Competency based interview

• Objective Determine competencies of prospective candidates

• Competency Is a cluster of related knowledge, skill and attitudes

that affect a major part of one’s job. Correlates with performance on the job Can be measured against a well-accepted standard Can be improve through learning methodologies

Prioritized competenciesWhat could be the competencies required for an agent?

Drive Ethical/Honest Entrepreneurial Striving for Excellence Confident/Poised Persuasive Initiative & persistence Belief in job Communication skills

Principles of CBI

While conducting CBI, keep in mind…• CBI does not take statements on face value• Specific example of when and how the

prospective candidate demonstrated a particular behavior

• Based on the idea that post behavior is the best predictor of future success

Step 4: Description of career opportunity

Five areas to be covered:Brief discussion of the industryBenefits of being associated with

mission India consultancy (STAMPT)General Benefits to the career Strengths of general office Expectation setting about selection

process

Discuss the career opportunity, mission India consultancy history & selection process

“Now that you have told me about yourself let me take a few minutes and tell you more about our industry, the company and career.Over the years we have come to understand that most people are interested in finding out five basic things about a company before deciding that they should pursue investigating the opportunity further. The five things can be described as follow: People want to know what business is all about ‘what will I have to do to earn income? How will I be trained and does the training success? What level of income will I earn now and in future? Do you offer benefits? Is there an opportunity to advance?”

Continue.....

The company Let’s talk about the company.“Mission India consultancy has given the jobs more than 10,000 peoples ,since august,2015 Now let’s talk about the opportunity. This is a unique business opportunity where you do not need to invest any money of your own. This is an opportunity which gives you a control of your own life. Here you are not only your own boss but at the same time, you make a positive deference in other people’s life while make a good living for yourself.We will talk about how a person’s professional worth enhanced in detail in our career seminarWell_______ there are really six major factor to consider. Let’s take a quick look at them for now and them for now and then we’ll explore them in greater depth letter on.”

Six mission India consultancy differentiators (STAMPT)

1. Our selection process2. Our training program3. The candidate’s contact4. Management loyalties5. The product 6. Our commitment to creating a high

technology environment

Step 5:reference check

• Ask for two names for reference checks• The person referred should be someone

responsible, like a COI• reference check may be done telephonically or face

to face• Ask about the prospective candidate’s

communication skill, strengths, weaknesses & probability of success

• Try and get more names during the reference check

Step 6: administer NAT

• A basic numerical ability test with multiple choice questions

• The test is conducted online

Step 7:Give brochure & complete notes

• Give the candidate brochure and FHI CD as take away (optional)

• Complete and file personal notes on the candidate

• Send a thank you/ follow up letter to the candidate and referral source

• Post results in your activity guide & MP 1-b

Screening the candidate-Role plays

Numerical ability test


Purpose: To better understand the numerical ability test and its process

Process: Understand the process for administrating the numerical ability test

Payoff: Enhanced knowledge and skill in using the NAT during the screening interview phase of the recruitment process

The numerical ability test (NAT)

• Administering numerical ability test (NAT) is an important step in the recruitment process

• Appearing for online test is an essential part for the selection process

• Online test result help access the numerical ability of a candidate

NAT Process Flow

Candidate to appear for screening interview

Candidate to collect NAT password from SDE/NAT spoc upon clearing the screening interview

Candidate to make entry in NAT register in GO while appearing for it

Candidate to appear for NAT independently

NAT Register Format

Annexure 1NAT exam date

Candidate name

M name Candidate mobile no.

Candidate sign.

NAT Test Mail- specimen copy

Check your understandingArrange the following steps in the right order1. Spoc generating inquisitive id and password 2. Candidate cleared the initial screening3. Spoc explaining the exam process to candidate 4. Candidate making entry into office NAT register 5. ADM logging the golden id to see their candidate’s

results6. Candidate viewing the %scores on the computer screen7. Candidate submitting the online exam

Check your understanding-solution

1. Candidate cleared the initial screening2. Candidate making entry into office NAT register 3. Spoc generating inquisitive id and password4. Spoc explaining the exam process to candidate 5. Candidate submitting the online exam6. Candidate viewing the %scores on the computer

screen7. ADM logging the golden id to see their candidate’s

results

Utilising the career seminar


Purpose: To understand the importance of career seminar in the candidate recruitment process

Process: By understanding, the role to be played by the ADM before, during after the career seminar

Payoff: Awareness of the actionable to ensure the effectiveness of the step in the recruitment process

Before the Career Seminar

• Complete the screening interview & NAT• Explain the WHY of a career seminar

o Meet and interact with like minded peopleo Provide insight into the kind of hand-

holding to expect from mission India consultancy

o Answer all queries about the business

During the Career Seminar• Be present in the office – sit along with the candidate

After the Career Seminar

Check the candidate’s comfort level by posing simple feeling-questions

• How do you feel about the opportunity now?• Are there concerns that are still unanswered?

Hand over the project 200

Administration and Evaluation of P200


Purpose: To better understand how to administer and evaluate the project ref check of a candidate

Process: understanding the process for administrating the ref check and evaluate the market potential of a candidate

Payoff: Enhanced knowledge and skill in using the ref check as a tool to ensure quality recruitment.

Food for thought

Average earners in each household…1.40 earners Average household income in a year…Rs. 95827 in a yearAmount spend in a year…Rs. 69065 in a yearSavings in a year…Rs. 26762 in a year

Food for thought

Households that don’t have a single job.

• In Urban 38 millions• In Rural 106.4 millions

Total 144.4 million households

Food for thought

who are these people?

• your friends• Relative • Referrals And these are people who probably are not

aware about job.

Prospecting

• Prospecting is listing down the names of the people whom you would approach for giving jobs.

The project ref check

A tool that can help streamline your approach towards these people.

The project ref check The project ref check consists of name of ref

check qualified prospects

Value of project ref check

• Prospect’s annual income: Rs 4 lakhs• Total income of 200 prospect: 200*4=8cr. Pa.• 8 cr* 10%= Rs. 80 lakhs(average% saving by

that job• 10% of 80 lakhs= Rs. 8 lakhs (average% saving

in that job) • Potential per prospect: Rs. 8,00,000/ 200=rs.

4000

Handover ref check to the candidate

At the end of the career seminar you should hand out the P200 booklet to the candidate and show them how to feel it…Talk point:1. this is from in which you have to list the names and details of 200

people.2. Look amongst the people you currently know or have been

associated with in the past.3. This is the best tool that will help you jump start your career in

the job4. Focus on the mass affluent and mass affluent plus market s witch

means on an income group of Rs. 2-5 lacs and 6-10 lac respectively.

The project ref check formatCareer orientation Name Age Marital status Gender Dependence Occupation/company/industry Annual income Locality/phone number Recent change How well know to you Vehicle owned

Evaluating project ref check

Evaluating ref check helps in:-Assuring-Building confidence-Providing a market mapping

opportunity

Evaluation TechniqueUse the following NOPP criteria to quality the names..You have to check for four basic qualifiers:

• Need• Opportunity• Paying capacity• physically fit

Evaluation of P200DD MM YYYY

Evaluation of ref check

Age:• 22-29: Mostly unmarried, low on income, low on

savings• 30-40: married with young children, average to

high income • 40-50: Married with grown-up children, high

income• 50-60: married, independent children, retirement

oriented low on physical fitness


OccupationGovt. service: Secured, budgeted expenses, probity insured, average income Service: Average to high incomeSelf employed: Risk taker, investment orientation, average to high incomeProfessional: Social, high awareness, spare income ,maybe more open & receptive


Category

Category A: People I know personally & are very close to me, typically 40%

Category B: People I know through first references, typically also 40%

Category C: People I know through multiple reference & causal acquaintance, approx. 20% of the P200


• Basic the result of a,b,c,d,e,f,g the P 200 is categorized as per the following format.

ASSESSMENT OF P200

How to Evaluate ref check?

• Random check with prospect on background of people mentioned in ref check

• Look for income and market patterns.• Look for demographic patterns – is his market

insurable?• Check for “N.O.P.P.”

Compensation interview


Purpose: To understand how to conduct the compensation interview

Process: Understanding the process and demonstrating the steps of the compensation interview

Payoff: Enhances knowledge and skill in using the compensation interview to provide a prospect with an insight about his/her role.

The Flow

The Sales Process

Tell the prospective candidate that initially they will be calling on people they know and then they

will call on people they referred by others. “let me tell you what you tell a person when you call him on the phone(demonstrate the appointment fixing talk) there will be couple of objections

before you get an appointment.”(demonstrate the objection handling script)

Stress on the fact- “you have to book 2 appointment every day.”

“when you meet the prospect face to face, take them through the agenda for the meeting and the sales process presentation on tablet”

Conduct an need analysis to ascertain the family’s needs

Identify the life stage need sand and designing a solution

Tell the candidate that this followed by closing and asking for references.

Keep life partner plus illustration handy to show as an example

The Sales Process

“Now let me explain how much income except for this job”

Introduce currant candidate compensation and explain renewal commission stressing on the fact that this career starts paying off from the 4th years on ward when your

renewal income starts accumulating.

Stress-”All this is possible if you book 2 appointment a day. Some appointment may get cancelled. You will see 7 peoples a week and if you do what we tell you to do you,

will be able to book 2 cases a week”

Share the training program reimbursement & other bonuses

Candidate’s compensation

“Now let me explain how much income except for this job”

Introduce currant candidate compensation and explain renewal commission stressing on the fact that this career starts paying off from the 4th years on ward when your

renewal income starts accumulating.

Stress-”All this is possible if you book 2 appointment a day. Some appointment may get cancelled. You will see 7 peoples a week and if you do what we tell you to do you,

will be able to book 2 cases a week”

Share the training program reimbursement & other bonuses

The Career Interview


Purpose: to better understand the career interview process

Process: to understand what an office head does the career interview and manger actionable

Payoff: you will have a new candidate who is prepared to do what is excepted to be successful

Preparation for the career interview

Before the interview an M ensure:Candidate: -processes required competencies -meets requires candidate criteria -understand and is convinced about the career opportunity -understand work habits and culture at mission India

consultancy Documentation -the screening interview from is duly completed -the P200 is evatuated

The career interview agenda

During the career interview the office head:• Build the candidate’s confidence• Aligns expectations• Shares experience

The input and output commitments

Supported and compensation commitments

Invitation To batch S

Before inviting to the batch • Ensure the commitment letters are signed• All doubts/questions are addressedWhile inviting for batch …• Make the candidate feel proud and special• Celebrate it as important achievement and the first

step in the journey• Hand out ref check assignments

Activity-

Following mission India consultancy provide cycle steps present a job solution to a prospect

THANK YOU

mission india consultancy

Education