Grow Referral Affiliates Part 2

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

Phone 877-225-1551Email: [email protected]

Office Hours: 9-5 PT Monday-Friday

FDCPA Department

Expect Calls from Area Code 714

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 this-but

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 10-20 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 MeetingsState 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 themMore next week

SIGN UP IN THE MONTH OF JUNE

FREE WEBSITE REVIEWTWO HOURS ADDITIONAL

CONSULTING

Today’s Special

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 MonitoringNo recent late'sNo large balance collectionsNot a Jerk

Great Employees =‘s

A GREAT BUSINESS

Attributes of a Great Employee?

Great Employee?

The Right Employee For the Right Job!

Credit SolutionsHiring Process

Post

Pre-QualifyAssessment

InterviewSelection

Job Offer

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 DescriptionThe 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 under-qualified. 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 QuestionnaireThis 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 AddressIn 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 ProfilePhase 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, bottom-line results.

Benefits of using the DISC profile include:Discovering your behavioral strengthsLearning to value the strengths of othersDiscovering ways to deal with conflict effectivelyCultivate teamwork and reduce team conflictDeveloping strategies to meet a diversity of needsImprove communication skills through determining communication stylesIncreasing sales skill by understanding client or customer behavior and decision-making stylesImprove customer relationships and customer satisfactionReduce personnel and organizational conflict and stressManage interpersonal communication betterEnhance and develop coaching and mentoring skills

Hiring Process

The D.I.S.C. Learning ModelThe 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 ProcessSales 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 ProcessPost 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

SIGN UP IN THE MONTH OF JUNE

FREE WEBSITE REVIEWTWO HOURS ADDITIONAL

CONSULTING

Today’s Special

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