Grow Referral Affiliates

Step by Step details of how I recruited
5,000 loan originators and builders,
Realtors to refer over 67,000 closed
customers in 8 Years for over
$27,000,000 Revenue

And how YOU Can too

FDCPA Department
Expect Calls from Area Code 714
Phone 877-225-1551
Email: fdcpa@scoreinc.com
Office Hours: 9-5 PT Monday-Friday

Webinar Schedule
Tuesday at 3 PM CST
www.scoreinc.com to register

Your Definite Purpose:
1. That everyone in your market area knows your
name
2. And sees you as a market influencer
3. That does assist consumers to qualify for a loan
4. That the referral source relies upon for
THOUSANDS OF DOLLARS PER YEAR IN
ADDITIONAL INCOME

Marketing is used
To help you
Start
RELATIONSHIPS
Not as a substitute for
Relationships

Requirement
Go “belly to belly” with influencers
every day
HOW?
Get out from behind those computers

It is the People that take
consistent proper action
that produce
Specific Results

You Must Know the outcome you desire
before you begin a project
Write Down your objective/goals and compare
them to the results 8 months later
Each month

As your actions develop results
adjust your presentation/actions

The absolute KEY to the development of
a successful credit repair business

Development of Referral Sources
•
•
•
•

Real Estate Agents
Builders
Mortgage Company-Bank
Other verticals
–
–
–
–
–

Car
Tax
CPA
HR Managers
Recruiters

Go from having
“meeting up” meetings
To
“ Meeting UP” meetings
With referral sources

Actions required to be
successful:
• Monday- 30 phone calls to
Agents/Builders/Others (Not voice
mails)
• Breakfast or Lunch with
current/prospective referral sources

successful:
• Tuesday– Update referral partners on all files in
process
– Real Estate Agent Sales Meeting
– Breakfast or Lunch with current/prospect
referral source

successful:
• Wednesday: Lunch and Learn with 1020 agents/mortgage/builders
current/prospect referral source

successful:
• Thursday: Call 20 past clients
• Call current clients on 30-35 day result
cycles
current/prospect referral source

Actions required to be successful:
• Friday: Call each current referral source
and remind them if they need your
assistance on a file that (_____) agent is
on duty for your company
• Breakfast or Lunch with current/prospect
referral source
• TAKE OFF AFTER LUNCH TO START
WEEKEND

1. Return EVERY phone call


But best
Answer every phone call

Of course, this demands that you
build a
TEAM

KPI’s
– 30 calls on Monday to current/future Referral
Sources
– Open House once per month-minimum
– 10 handwritten notes per week
– NICE gifts to prospective referral sources
– 8 break breads per week
– 15 scheduled face to face meetings
– 1 lunch and learn
– 1 happy hour per month 10-20
– 1 sales meeting per week
– 1 education event where you are trainer
– Calls to past clients twice per year

Great way to
Influence new Referral
Sources

Mr., referral source, in my credit repair
PROGRAM I am developing a number
of potential buyers that are preparing
to purchase a home. I am
INTERVIEWING agents/originators to
build my team.
Can you tell me about yourself?

Advertisement:
Unable to purchase the things you need
because of Credit?
Local phone number
__________________________________________________
Advertise your house if needed

First Time Home Buyer Seminars
Mortgage Banker/Broker Local Meetings
State Chapters
Regional and National

Have a Speaker(s) endorse you
Become a Speaker

Key to a
successful/profitable
Credit Repair Company?
Establish Non Negotiables
and stick to them
More next week

Today’s Special
SIGN UP IN THE MONTH OF JUNE

FREE WEBSITE REVIEW
TWO HOURS ADDITIONAL
CONSULTING

Moving Forward With ScoreWay

Call 877-876-5921
www.scoreinc.com Contact Us

www.scoreinc.com- Schedule Demo
JumpStart your Business from Free
Weekly Training Thursday 3 PM CDT

Non Negotiable
Tran2pay-you have to get paid!
Credit Monitoring
No recent late's
No large balance collections
Not a Jerk

Great Employees
=‘s

A GREAT BUSINESS
Attributes of a Great
Employee?

Great Employee?
The Right Employee For the
Right Job!

Credit Solutions
Hiring Process
Job Offer
Selection
Interview
Assessment
Pre-Qualify

Post

Hiring Process
This is a process specifically designed to provide a psychological profiling technique for successfully
selecting sales associates for the credit repair industry. The unique legal requirements of the
industry and the redundant nature of the business, along with a widely diverse prospect base,
requires a unique selection process. Score Inc. has commissioned the development of the tool
specifically for you their customers and friends.
It is important to note the vast difference between an associate from one industry or even one
company to another. Method of lead generation, volume, work environment, training needed,
disclosures necessary and the presence of active measurement techniques all influence the process
for hiring the right associates for the job. This process is designed to help you hire the best fit for
your company’s needs - someone who can represent your company with integrity, create trust and
set realistic expectations with your clients.
This process has been used by many companies in other industries to hire and retain the best
people for the job. People whose personality profile fits the demands and characteristics of the
specific job will result in better and happier employees, higher efficiency, and lower training costs.
•
•
•
•
•

Business Profile: Credit Repair
Business Type: Service
Job Classifications: Sales Associates, Compliance Associates and Customer Service Associates
Operations Requirements: High volume, low margin, high-quality data management, and very
high customer service.
Management Requirements: Mission for continuous improvement, continuous training, team
management, strong quality assurance program, customer satisfaction and statistical analysis.
(For additional information on these programs contact Score Inc).

Hiring Process

Profile: These positions will require people who are self-assured, confident and outgoing in their approach to
their job - the way they deal with others, the client and with their jobs. That is to say that the appropriate
applicants for these positions would demonstrate high energy, be outgoing, sensitive and analytical with the
approach to helping the clients. Approaching the job in this manner would provide you with a goal-oriented
associate who is sensitive to the needs of the client while maintaining the highest of standards for the company.
In addition, these positions requires personnel who will believe in the goals of the company and support them
completely. Finally, out of the understanding of the process and the belief in the goals of the company, they
should be capable of independently striving for continuous improvement.
Job Description
The job descriptions we have included are designed to draw candidates who should, on average, fit more closely
to the profile. However, in this economy we are seeing applicants respond who are either seriously over-or underqualified. Some of these over-qualified candidates may look good and you may be able to get them cheaply.
Remember however, you are investing in your company’s future. Over-qualified employees will often jump ship as
soon as a better opportunity presents itself. (See attachments “A, B &C”)
Associate Employment Questionnaire
This is a tool to allow you to perform the Phase 1 screening of the applicant as seen in the process diagram later in
this document. The questionnaire and accompanying answer sheet will give you a look at what is actually
important to the applicant -getting a job or finding a company in which to start a career. Why invest time and
training in someone who doesn’t see this opportunity as being anything more than just a job? (See Attachment
“D”)

Even though there are no incorrect answers, the answer sheet shows the responses that best fit the candidate
profile. (See Attachment “E”)
Create a Blind Email Address
In every hiring situation, it is more efficient to have the resumes sent to an e-mail address that does not give the
applicant direct contact to you and your company. You will likely get 50 or more responses so it is important to
control the volume.

Hiring Process
DISC Assessment Profile
Phase 2 in this process is the DISC Assessment. Only the applicants who have been screened and interviewed and are
still in the running should be asked to complete an assessment.
The DISC Classic Profile 2.0 is the online DISC personal profile system personality tests developed based on Marston's
model and Inscape Publishing's DISC research. This Online DISC Profile assessment provides immediate results and is
based on the original classic disc paper version, but with greater feedback and insights. The D.I.S.C. personality profile
looks at your prospect’s dimensions of behavior and personality based on behavioral style. Understanding their disc
personality style and those of others provides insight that can improve rapport, communication, team effectiveness,
customer service, sales and reduce interpersonal conflict. DISC is used to increase performance and, therefore, bottomline results.
Benefits of using the DISC profile include:
Discovering your behavioral strengths
Learning to value the strengths of others
Discovering ways to deal with conflict effectively
Cultivate teamwork and reduce team conflict
Developing strategies to meet a diversity of needs
Improve communication skills through determining communication styles
Increasing sales skill by understanding client or customer behavior and decision-making styles
Improve customer relationships and customer satisfaction
Reduce personnel and organizational conflict and stress
Manage interpersonal communication better
Enhance and develop coaching and mentoring skills

Hiring Process
The D.I.S.C. Learning Model
The DISC Profile is a nonjudgmental tool for understanding behavioral types and personality styles.
It helps people explore behavior across four primary dimensions:

Hiring Process

•

requires candidate to follow hiring process
– See Job posting for each position for details
• Candidates who do not follow process will be immediately
disqualified

• Candidate Pre-Assessment Test requested
• If the Candidate Scores the appropriate Profile, candidate qualifies
– If the Candidate does not Qualify, denial letter sent
• A DISC assessment is sent to all candidates who qualify on first round
• Candidates are scored on a spreadsheet, each step is given a point value,
only the highest scoring candidates are chosen for interviews
• After Interviews are conducted employees are chosen

Hiring Process
DISC Profile for potential candidate:
Note: It would not be uncommon to find a Sales and Customer Service applicant who will score as a higher “D”. However,
the higher the “D”, the more independent and daring they may be with your business contacts.

Hiring Process
Sales Associate Evaluation
–
–
–
–
–

Sales Associate evaluation is based on the Job Description in conjunction with the informative, analytical yet repetitive nature
of the job.
The applicants will be involved in a work environment which is highly repetitive and extremely redundant.
Goals will be important to assist applicants to achieve a feeling of success and, therefore, the satisfaction of accomplishment.
Employee retention and consistent attention to detail will be important to excel in this highly systematic environment.
Scoring is based on all of the factors highlighted in the Sales Associate Profile under each of the dimensions listed below,
which were discussed earlier.
D – Dimension
I – Dimension
S – Dimension
C – Dimension

Strong deviation from our Sales Associate Qualifications should impact performance and retention.
We have spent years creating and perfecting this process which is the result of merging the DISC assessment technology with profiling
techniques to provide a truly unique search and plenty tool.
Below is the scoring guide for the Sales Associate position in the Credit Repair Industry.
The selection of the traits that should be exhibited by a Sales Associate in this industry is based on an assessment of the legal
requirement pld on the industry and the nature of the position.
Dominance: "D's" are direct, to the point and decisive. They tend to be strong-minded, strong-willed and enjoy challenges, taking action,
and immediate results. The bottom line is their finish line and nothing else spells success.
Influence: "I's" tend to be optimistic and outgoing. They are social "people" who prefer being on teams, sharing ideas, entertaining and
energizing others.
Steadiness: "S's" are empathetic and cooperative. They tend to be supportive, helpful team players and are often good listeners. They
prefer being in the background, working in consistent and predictable ways. They also tend to be uncomfortable with change.
Conscientiousness: "C's" tend to be concerned with details and cautious. They are often focused on quality. They plan ahead, check for
accuracy, and act systematically.

Hiring Process

Compliance Associate Evaluation
– Compliance Associate evaluation is based on the Job Description in
conjunction with the informative, analytical yet repetitive nature of the job.
– The applicants will be involved in a work environment which is highly
repetitive and redundant but requires constant vigilance and attention to
detail. Consistent adherence to the compliance regulations and a
commitment to customer education and satisfaction is the focus for this
position.
– Goals will be important to assist applicants to achieve a feeling of success and,
therefore, the satisfaction of accomplishment.
– Employee retention and consistent attention to detail will be important to
excel in this highly systematic environment.
– Scoring is based on all of the factors highlighted in the Associate Profile under
each of the dimensions listed below, which were discussed earlier.

Hiring Process

Customer Service Associate Evaluation
– Customer Service Associate evaluation is based on the Job Description in conjunction
with the informative, analytical yet repetitive nature of the job. In your industry,
Customer Service requires an associate to be capable of accessing the status of the
client’s progress, then logically and factually assist them as necessary. With many
clients, this may manifest itself as a re-education process which will require the
customer service associate to be patient and outgoing.
– The applicants will be involved in a work environment which is highly repetitive and
redundant but requires constant vigilance, attention to detail and aggressive follow-up.
Consistent adherence to the compliance regulations and a commitment to customer
education and satisfaction is the focus for this position.
– Goals will be important to assist applicants to achieve a feeling of success and,
therefore, the satisfaction of accomplishment.
– Employee retention and consistent attention to detail will be important to excel in this
highly systematic environment.
– Scoring is based on all of the factors highlighted in the Associate Profile under each of
the dimensions listed below, which were discussed earlier.

Hiring Process
Post Employment
• New Employee Orientation
– Employee has been processed
– All paperwork is completed
– Employee Manual is Reviewed in detail
– Job Description is Reviewed in detail
• Employee Training for 1-3 weeks
– From the 2nd to 3rd week, the employee
begins OJT
• 90 Days after, a verbal or written performance
review performed
• Written, annual performance review

Grow Referral Affiliates

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