Grow Referral Affiliates Part 2

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Information about Grow Referral Affiliates Part 2
Business & Mgmt

Published on March 6, 2014

Author: Scoreinc

Source: slideshare.net

Description

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

About Scoreinc.com

Scoreinc.com, Inc., headquarter in Mayaguez Puerto Rico USA, with offices in Mobile Alabama, is a leading provider of services to the derogatory credit sector of the financial service industry through its Scoreway® Software Solution and credit report accuracy dispute services. The Scoreway® platform provides an end-to-end management solution that helps the companies that we serve manage the credit review and dispute process and to improve controls and profitability. Scoreinc.com services an ever growing list of mortgage company’s, banks, credit unions, Realtors®, builders and credit service organizations through its innovative technology and credit report accuracy service. Contact Score for more information at 877-876-5921 or by visiting the following pages:

www.scoreinc.com
Credit Repair Merchant Services: http://www.scoreinc.com/getting-paid.php
Fair Debt Collection Practices
http://www.scoreinc.com/fdcpa.php
Credit Repair Business Training http://www.scoreinc.com/members.php
Credit Repair Software:
http://www.scoreinc.com/software.php
Credit Repair Solutions:
http://www.scoreinc.com/score-way.php

Joel Pate Joshua Carmona

Joel Pate Joshua Carmona

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

Definite of Purpose • Only what you structure/plan-will you do and profit from • Build a team on purpose-you don’t need another person with the same weakness as you. (start part-time) • Schedule/Time Block your week/month/year (events) • Track Leads (KNOW WHO SENDS YOU BUSINESS-AND WHAT CLOSES) • Leverage what you know and who you know (be careful-your sins will find you out) • You’ve got to decide who is going to do what and when in your company-you can’t do it all

www.myIQreport.com

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. Be THE PERSON that your referral source replies upon for Thousands of dollars in extra commissions $200,000 sale with 6% commission split 50/50 and then 70/30 $4200

Marketing is used To help you Start RELATIONSHIPS IT DOES NOT substitute for Relationships

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

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

Actions required to be successful: • Monday- 30 phone calls to Agents/Builders/Others (Not voice mails) – You will need a team to accomplish thisbut get started • Breakfast or Lunch with current/prospective referral sources

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

Actions required to be successful: • Wednesday: Lunch and Learn with 1020 agents/mortgage/builders • Breakfast or Lunch with current/prospect referral source

Actions required to be successful: • Thursday: Call 20 past clients • Call current clients on 30-35 day result cycles • Breakfast or Lunch with 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

Actions required to be successful: 1. Return EVERY phone call 2. Return EVERY phone call 3. Return EVERY phone call But best Answer every phone call

Of course, this demands that you build a TEAM

Actions required to be successful: 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

Joel Pate Joshua Carmona

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

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

Hiring Process

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

Hiring Process

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

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

Joel Pate Joshua Carmona

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

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