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1. Management orientation school
Day 2

2. Today’s Agenda
• Re test
• Journey of successful manager
• Introduction to BOLD
• Recruitment process in mission India Consultancy
• Rule of 31 and Recruitment funnel
• Ideal client profile-Name Gathering Sources
• Nominator Approach-Telephone
• Activity

3. Re-Test

4. Journey of A Successful manager

5. Purpose Process Payoff
• Purpose - To provide you with an
understanding of the Role of an Manager
• Process - By reviewing the various tasks and
expectations of no Manager
• payoff – The ability to build a profitable
agency

6. Role Of An manager

7. Role of an manager – Recruitment
At Mission India consultancy, a
manager must Recruit from a position
of strength
• Selection vs. Hiring
• The objective is to identify and develop people who
will stay with us and produce business
• We don’t hire people; we select them and change their
lives
• Managers need to be best prospectors and sales
persons in order to transfer expertise to new candidate
• Thy need for Quality candidate never ends. People are
our most important asset
•

8. Role of an manager - Recruitment
• If Recruiting is the No. for managers, it us also
most important ingredient in agency growth!
• There are two vital activities to achieve
recruiting success:
• Consistently getting enough quality
names(prospecting)
• Accurately identifying the right people
through a structured interview
process(selection)

9. Prospecting
• Just as on candidate prospects for job candidates, a
manager must be committed to high activity levels.
• Prospecting is a contact sport played 24 hours a day,7
days a week, 365 days a year
• A manager should know the desired candidate qualities
• A manager should know where to find qualified
candidates
• Good prospecting takes time and effort.
prospecting is either takes a habit or a problem!

10. Selection
the selection process…
• The 4+ interview (screening, P200, compensation
interview, career interview)
• The need for adequate name flow
• Mastery of interview skills
• The puss/pull method
selection is not an exact science…
“good judgment comes from experience.
Experience comes from poor judgment.”

11. Role of an Manager-Development
• Follow the tools and planning and tracking the
development process
• Couch the candidates to develop the right
skills and habits
• Lead by example
• Inspect what you expect

12. Role of an M-Retention
• To be successful, you must retain the candidates
you recruit
• Be a couch and a mentor
- Help them develop a long-term vision/mission
-focus on the A&A’s needs and motivators
• Inspire your team to achieve high standards
• Demonstrate and build loyalty and commitment
towards the organization and its people

13. Role of an Manager
motivator
visionary
coach
mentorfacilitator

14. My Snapshot
• Name:___________,
• Designation: manager,
• Date of joining:__________,
• My achievement:
-sales master
-Recruitment champion
-Premium champion
-Qualified for mission India consultancy champion’s
meet
Picture

15. The Right Work Habit
• Control the controllable
• Plan your work, work your plan
• Prospect on you breath
• inspect what you expect
• Lead by example

16. My experience
best practices for carrying out your role of an M
effectively
 Work a full day
 Plan your work, work your plan
 Learn from your mistakes
 Define personal goals

17. Questions?

18. Introduction to BOLD

19. Purpose process payoff
Purpose: to provide you with on understanding
of the BOLD system
Process: By reviewing the various process and
tools relevant for BOLD
Payoff: The ability to create and manage a
professional agency

20. The BOLD System
Over the years, the Branch office leadership
development (BOLD) system has been
providing managers with:
• Guidelines and processes that enable them to recruit effectively
• Method to develop, retain, and supervise candidates
BOLD is the “operating system” for the field.

21. Benefit OF BOLD
consistency:
The BOLD system provides creative and entrepreneurial
minded agents and managers with a proven business
development process so they can focus their efforts on
execution instead of creating new procedures.
The system provides a uniform, enterprise-wide template
so that managers can be promoted and easily transferred
within the system. And it allow the company to grow and
manage diverse groups of people through common
facilitating ease of management and supervision

22. Key principals
Excellence:
As a global financial service leader, mission India
consultancy has the reputation for excellence in
performance. The BOLD system is proven and it helps
insure that all mission India consultancy offices apply
best practices in the most effective manner.
Standards:
Leader must communicate and hold subordinates to
established expectations and standards. The BOLD system
provides managers with the tools assist in accountability.

23. Key principals
Proactive:
• Effective leaders cannot be passive
• They must deliver results
• The proactively deal with challenges or problems
The tools and process within the BOLD system are
designed
• To help managers to be proactive in their efforts
• To grow and develop a successful office

24. Components of BOLD system
• Recruiting & retention
• Supervision
• Development methods
PRP-performance review and planning
FOD-field observation and drill
IID- individual instruction and drill
GID- group instruction and drill

25. Check your understanding
1. What is BOLD?
2. How will BOLD be useful in building a
profitable agency

26. Conclusion
“success is not based upon luck. It is based upon
effective implementation of plan to achieve result.”
The BOLD system provides system and tools to review and
analyze prior performance, determine future objective , and
establish action plans.

27. Recruitment process in MLI

28. Purpose process payoff
Purpose: to provide you with on understanding of
the importance of following a recruitment
process
Process: By reviewing the various areas of the
recruitment process and discussing the
significance of each area
Payoff: to be able to understand the time tested
method of recruitment.

29. The necessary foundation
“people don’t plan to fail, they fail to plan.”
• Developing a recruiting plan and stately is key to a
successful career
• Time spend on good planning is never wasted
• Once a plan is in place, its execution becomes vital

30. Recruitment Process
Career
interview
/batch
admit card
screening
interview

31. The Recruitment funnel
ADM’s activity standards (minimum)
• 60 Names
• 12 Screening
• 10 NAT’s
• 8 Career seminar
• 4 evaluation of P200
• 2 Career Interview
• 1 Candidate invited for batch

32. Rule of 31
“To gather 3 new names every day and
look one screening per day”

33. Ideal client profile- Name Gathering
Sources

34. Purpose process payoff
Purpose: To understand the sources for candidate
recruiting and identify the ideal candidate profile
Process: Through a review of controlled and
uncontrolled sources and characteristics of high
quality candidates
Payoff: Ability to:
* Identify characteristics of an ideal candidate
* Identify the recruitment sources to find the right candidate

35. Ideal candidate – 12 point criteria

36. Knock out factors

37. Controllable and Uncontrollable
source
Controlled sources Uncontrolled sources
•Centers of influence
•Nominators
•Personal Observation
•Candidate
•Newspaper advertising
•Direct mail/pre-approach
letters
•Seminar
•The internet

38. Relative effectiveness
Controlled sources No. of names required to
contract 1AA
No. screening interviews
required to contract 1AA
•Candidate referrals
•Nominators
•Centers of influence
• Personal Observation
06
16
16
---
05
08
06
05
Uncontrolled sources
•Newspaper advertising
•School placement office
•Internet job board
•Career seminar and job
fairs
•Letter
21
33
34
39
---
40
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60
---
30

39. Relative effectiveness
To get the desired closing ratio, you should
focus on
• The right activity, and
• Higher initial activity

40. The right strategy
Spend your time with "people”
• Candidate referral
• Centers of influence and nominators
• Personal Observation
Spend your money on “TOOLS”
(sources of name gathering)
• Internet
• Advertisement
• Direct mail
• Job fairs

41. Nominator approach- telephone

42. Purpose process payoff
Purpose: To understand the nominator source
for candidate requiting
Process: Learn effective techniques and script
for approaching a nominator
Payoff: Enhanced knowledge and skill in using
nominator approach to improve prospecting
quality and results

43. Nominator
The help of nominator can give you a winning
edge…
• Nominators are typically business owners, or
manager who are actively involved in community
organizations.
• Typically they are easy to indentify
• Local resources can help with contact information
• The best place to start is their place of business
• The best time to call may be early in the morning

44. How to find a Nominator
The best places to find nominator are…
 Chamber of commerce/ambassadors
 Charitable organization/NGO’s
 Prominent business
 Public relation
 Civic groups
 Alumni of schools and colleges
 School districts
 City officials (Government)
 Religious organizations
 Banks
 Real Estate
 Colleges or Universities
The best way to approach a nominator is by phone

45. Nominator approach script outline
To conduct an effective nominator approach
follow this process-
1. ask for permission to talk
2. State purpose of the call
3. Briefly describe the opportunity
4. Ask for the appointment
5. Confirm the time and place
6. Thank them

46. The Nominator approach script
• “Hi ____, this is ________, an agency development manager with
mission India consultancy. Do you have a moment to talk?
• ____, the purpose of my call is not that my office in ____ is
currently looking for good people in sales management.
• Over time, we have discovered that our best recruits come from
recommendations by successful people like you, who com in
contact with lots of people everyday.
• _____, I would like to meet you for 15-20 minutes to share some of
the traits of the kind of people we are looking for.
• This will help you identify individuals you’d like to help and
recommend for a career with mission India consultancy.
• With this in mind, I look forward to meeting with you. Are morning
of evenings better?”

47. Practicing Nominator approach
From triads and practice approaching a nominator
telephonically. Switch roles once done.
Follow the process:
1. Ask for permission to talk
2. State purpose of the call
3. Briefly describe the opportunity
4. Ask for the appointment
5. Confirm the time and place
6. Thank them

48. Activity
Practice preparation of COI and Nominator list

49. Thank you