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Recruiting 1099 Sales Reps – The Key to Attracting Independent Contractor Sales Reps

Hi, my name is James Shepherd. Today we are going to talk about recruiting
1099 contractor sales reps, how to recruit these sales reps. This is a really interesting topic to me. I have so many different schools of thought
on this because I’ve done is so many different ways, that it is just really, really tough. The first thing that I would do, if I was
on the phone with you. By the way, if you’ve ever been on the phone
with me, I think a lot of people will tell you it’s an interesting experience. I’m probably one of the few people that
you will ever talk to on the phone that is actually honest with you. What I mean by that is I’m not super concerned
about your feelings. I’m not super concerned about any of that
because I really have no reason to be, to care about that at all. What my goal is if you have a conversation
with me is I want to tell you the truth and I want to help you out. I’ve told in the last week, I know I’ve
told at least five people that they need to stop what they are doing and go get a job
because they are never going to be successful at this. I’ve also talked to quite a few people that
I’ve been like, “You can do this, but you’ve got to be more committed. You need capitol. You need this. You need that.” If you would like to have a conversation with
somebody who is actually honest, then just go to Fill out the contact us form, or click on
find processors. Fill that one out, whatever and I’ll get
back to you, or you can email me, [email protected] I will not call you right back. I will not answer your call. I have an assistant, like we are talking about
in these videos. I have a business. Somebody will reach out to you. Schedule a call with me. I really enjoy doing that. It’s actually one of the main reasons I
do the content. I get a lot of fulfillment out of it. In case you didn’t notice, I don’t really
make a ton of money off of making this content. This is not like my big money maker. I don’t do any ads. I have $29 a month, that’s the maximum I can make
from you. I think I’ve mentioned it once in the last
seven or eight videos. I do really enjoy having a conversation. If you have enjoyed my videos and you’d
like to talk to me, just email me: [email protected] if you are in the merchant services industry
and I’d be glad to talk with you. Recruiting the reps. Let me explain to you the different ways that
you can do that. The first thing I would ask you is “What
do you want to be doing in 12 to 24 months? What do you want your day to look like?” If you want to be sitting in an office on
the phone all day long and you like back to back to back phone calls, maybe you could
do some kind of a larger national team, where you could recruit 1099 contractors all over
the place. If you are like, “No, no, no, I really want
to work with a small group of employees. I like to really manage people.” Then I would say, “Go ahead and hire W-2
employees locally in your local market. Pay them a decent wage and get them out in
the field and spend tons and tons of time training them and working with them. So there is that model. If you say, “Well, I don’t know if I really
want to manage anybody. I’m just really good at what I do.” Then I would say, “Find somebody that is
really, really good, maybe one or two people, but hire that one other person that could
be more like a business partner for you, that could maybe offset some of your weaknesses
and really work with you to grow your business rapidly. Because one of the things you have to remember
and I talked about it in the last video, the model of getting to the point where you are
doing 20 to 30 deals a month personally with a small team around you. You need to understand like you would be shocked
if you knew how many people I work with that have five, six, seven sales people that can’t
get 30 deals a month. It’s a lot of hassle managing people and
having all these different sales people out there. Sometimes they just suck and they can’t
sell. Then you are kind of stuck with them for a
little while. Then you’ve got to fire people and I mean
it is not easy. Don’t discount the idea of just let’s
get one business partner. We have our admin person and our customer
service person and then me and another person. The four of us are doing 30 deals a month. There is nothing wrong with that. You get to keep all the residuals. You get tons of upfront money. You have a lot more flexability because you
can change like that. You don’t have to train people and all that
stuff. That’s a really good model. If you want to recruit the people, then you
have to understand the key to recruiting people. The key to recruiting people is understanding
what is important to them. If you want to recruit good people and you
want to keep good people, you need to understand what is important to them. Everybody is different. People ask me all the time. Actually a good example maybe six months ago
I was doing a consulting gig and I had just finished like two days working with the inside
sales team. I was talking to the CEO and the executive
team and they are like, “Hey, what do you think? What should we be doing differently?” or
whatever. I told them I said, “You know what you need
to do is you need to start being unfair to your employees.” They were like, “What?” I said, “You need to be unfair to your employees. You guys are so worried about being fair.” “Well, if we give this person a bonus, we
have to give this person a bonus. If we compensate this person this way, we
have to give. If this person has an extra week off, that
person has to have a week off.” No, they don’t. It doesn’t have to be fair. Talk to people and find out what they want. When you are recruiting people, you could
go to the Best Buy in your local area and give fliers out. You can go to a local call center and put
fliers in under the windshield wipers, you know and get people to call you. You can go on Craigs List and put an ad. You can go to Career Builder. There are tons of ways to recruit. You can go to LinkedIn, all that stuff works,
but the important thing is when you are sitting across the desk from somebody else and you
decide, I want to recruit this person. Ask yourself what is important to them? Then ask them that question and see if you
can figure it out. Because there is probably something that is
really important to them that may not be important to your other employees. There have been different times in my life. When I was 20 years old, what was important
to me was I wanted to make as much money as I could, and I wanted to work 80 or 90 hours
a week. I had no family. I had no kids. I just wanted to work. That’s all I wanted to do. For me then versus trying to hire somebody
like me now. Now I have two little kids at home. I’m married. I’m at a different point in my life. I don’t really want to work 90 hours a week. I like working 55, 60 hours a week and having
a little time with my family. Different people are at different stages in
their life. There is nothing wrong with changing it up
and saying, “Hey, I’ll give you this. You want this time off. You want schedule flexability. Do you want whatever?” There are all kinds of different things. You find out what somebody wants and find
a way to give them that, but my key thing I want to get across in this video is no matter
what you do when you get to that next level and you are like, “Now I’m ready to grow,”
get good people. Don’t try to make some cookie cutter program
and recruit anybody that is warm and breathing air. You hire people very carefully, one at a time,
even if you are doing a 1099 nationwide program. Recruit people very carefully one at a time. Give them what they want and communicate,
communicate, communicate. Make sure they are happy with what they are
doing and that’s the way you are really going to build a solid ISO with good people.

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