www.missionindiaconsultancy.com

1. Management orientation school
Day 5

2. Today’s Agenda
• Test on the previous day’s learning
• Screening the candidate
• Utilizing career seminar and Evaluating ref
book
• Compensation interview
• Career interview and batch invitation
• Activity

3. TEST YOUR LEARNING

4. SCREENING THE CANDIDATE

5. Purpose, Process, Payoff
Purpose: To learn how conduct on effective
screening interview
Process: Use of a variety of proven methods
discussion, role play and screening
Payoff: Improved quality in the recruiting process
by eliminating unsuitable candidate that result in
a saving of time, effort, and money

6. THE SCREENING INTERVIEW
WHY IS A SCREENING INTERVIEW IMPORTANT?

7. Objective-
The screening interview has the following
objectives:
 To get a general feel about the candidate’s fitness
for the role of an AA
 Determine if the candidate possesses the right
competencies required for the job.
 Create enough interest that if you call the career
seminar, they will come

8. The screening interview
While conducting a screening interview…
• The manager is faced with the challenge of
maintaining the candidate’s interested with a
presentation that is general in nature
• The manager is also challenged to keep presentation
fresh
• During the interview you will have to ‘push’ and ‘pull’
the candidate
what is meant by “push” and “pull” the
candidate ?

9. Screening interview
During the interview, you should attempt to discover…
• The candidate’s value and drivers, what motivates this
person?
(Hint: The thinks that have motivated them in the past
will also motive them now.)
• Is the candidate receptive/can be couched to feedback
and constructive points?
• Can the candidate handle adversity?
• Whether the candidate has been required to initiate
customer in prior jobs

10. SCREENING INTERVIEW STRUCTURE
• It is divided into 7 steps
Introduction

11. Step 1: introduction phase
• Welcome the candidate and state purpose of
the interview
• Ask feeling-finding and fact-finding questions
and record the answers
• Find out the thread of discontent
• Ask the magic question to generate more
references

12. Introduce your purpose
“Thank you for coming in today…”
“As I mentioned on the phone, I wanted to meet you and
share with you some information about the opportunity we
have available here at mission India consultancy.”
“The purpose I’d like to use this meeting for is, first, to find
out a little bit more about you, you background and
interests, and then, secondly, provide you with a brief
summary of the career opportunity.”
“At that point we can determine if there is continuing
mutual interest, and discuss the next steps.”
“How does this sound?”
“The will take about an hour. Does that fit into your
schedule?”

13. Appreciative inquiry
• Essence lies in asking open ended generative
question
 Create a positive and relaxed setting and helps in
rapport building
 Understands prospective candidates better by
tracking their fundamental value and beliefs
 Specifically discovers value like optimism,
integrity, ambition, perseverance

14. Build a Relationship
• Determine minimum level of qualifications
• Discuss career opportunity & assess
candidate’s interest and need
• Assess candidate's communication skill,
economic and social standing

15. Step 2: Ask the magic question
Objectives:
 Gathering names of potential candidates known to the
candidate
 Replenish your name bank
 Have your pencil ready, and write down the traits given
 Don’t look up. Holding your pen and keep looking at
screening from till the prospect speaks

16. Step 3: Competency based interview
• Objective
 Determine competencies of prospective candidates
• Competency
 Is a cluster of related knowledge, skill and attitudes
that affect a major part of one’s job.
 Correlates with performance on the job
 Can be measured against a well-accepted standard
 Can be improve through learning methodologies

17. Prioritized competencies
What could be the competencies required for an agent?
 Drive
 Ethical/Honest
 Entrepreneurial
 Striving for Excellence
 Confident/Poised
 Persuasive
 Initiative & persistence
 Belief in job
 Communication skills

18. Principles of CBI
While conducting CBI, keep in mind…
• CBI does not take statements on face value
• Specific example of when and how the
prospective candidate demonstrated a
particular behavior
• Based on the idea that post behavior is the
best predictor of future success

19. Step 4: Description of career
opportunity
Five areas to be covered:
Brief discussion of the industry
Benefits of being associated with
mission India consultancy (STAMPT)
General Benefits to the career
Strengths of general office
Expectation setting about selection
process

20. Discuss the career opportunity, mission India
consultancy history & selection process
“Now that you have told me about yourself let me take a few
minutes and tell you more about our industry, the company and
career.
Over the years we have come to understand that most people are
interested in finding out five basic things about a company before
deciding that they should pursue investigating the opportunity
further. The five things can be described as follow: People want to
know what business is all about ‘what will I have to do to earn
income? How will I be trained and does the training success? What
level of income will I earn now and in future? Do you offer benefits?
Is there an opportunity to advance?”
Continue.....

21. The company
Let’s talk about the company.
“Mission India consultancy has given the jobs more than 10,000
peoples ,since august,2015
Now let’s talk about the opportunity. This is a unique business
opportunity where you do not need to invest any money of your
own. This is an opportunity which gives you a control of your own
life. Here you are not only your own boss but at the same time, you
make a positive deference in other people’s life while make a good
living for yourself.
We will talk about how a person’s professional worth enhanced in
detail in our career seminar
Well_______ there are really six major factor to consider. Let’s take
a quick look at them for now and them for now and then we’ll
explore them in greater depth letter on.”

22. Six mission India consultancy
differentiators (STAMPT)
1. Our selection process
2. Our training program
3. The candidate’s contact
4. Management loyalties
5. The product
6. Our commitment to creating a high
technology environment

23. Step 5:reference check
• Ask for two names for reference checks
• The person referred should be someone
responsible, like a COI
• reference check may be done telephonically or
face to face
• Ask about the prospective candidate’s
communication skill, strengths, weaknesses &
probability of success
• Try and get more names during the reference
check

24. Step 6: administer NAT
• A basic numerical ability test with multiple
choice questions
• The test is conducted online

25. Step 7:Give brochure & complete
notes
• Give the candidate brochure and FHI CD as
take away (optional)
• Complete and file personal notes on the
candidate
• Send a thank you/ follow up letter to the
candidate and referral source
• Post results in your activity guide & MP 1-b

26. Screening the candidate-Role plays

27. Numerical ability test

28. Purpose, Process, Payoff
Purpose: To better understand the numerical
ability test and its process
Process: Understand the process for
administrating the numerical ability test
Payoff: Enhanced knowledge and skill in using
the NAT during the screening interview phase
of the recruitment process

29. The numerical ability test (NAT)
• Administering numerical ability test (NAT) is
an important step in the recruitment process
• Appearing for online test is an essential part
for the selection process
• Online test result help access the numerical
ability of a candidate

30. NAT Process Flow
Candidate to appear for screening interview
Candidate to collect NAT password from SDE/NAT spoc upon clearing the screening
interview
Candidate to make entry in NAT register in GO while appearing for it
Candidate to appear for NAT independently

31. NAT Register Format
Annexure 1
NAT exam
date
Candidate
name
M name Candidate
mobile no.
Candidate
sign.

32. NAT Test Mail- specimen copy

33. Check your understanding
Arrange the following steps in the right order
1. Spoc generating inquisitive id and password
2. Candidate cleared the initial screening
3. Spoc explaining the exam process to candidate
4. Candidate making entry into office NAT register
5. ADM logging the golden id to see their candidate’s
results
6. Candidate viewing the %scores on the computer
screen
7. Candidate submitting the online exam

34. Check your understanding-solution
1. Candidate cleared the initial screening
2. Candidate making entry into office NAT register
3. Spoc generating inquisitive id and password
4. Spoc explaining the exam process to candidate
5. Candidate submitting the online exam
6. Candidate viewing the %scores on the computer
screen
7. ADM logging the golden id to see their candidate’s
results

35. Utilising the career seminar

36. Purpose, Process, Payoff
Purpose: To understand the importance of
career seminar in the candidate recruitment
process
Process: By understanding, the role to be played
by the ADM before, during after the career
seminar
Payoff: Awareness of the actionable to ensure
the effectiveness of the step in the
recruitment process

37. Before the Career Seminar
• Complete the screening interview & NAT
• Explain the WHY of a career seminar
o Meet and interact with like minded people
o Provide insight into the kind of hand-
holding to expect from mission India
consultancy
o Answer all queries about the business

38. During the Career Seminar
• Be present in the office – sit along with the candidate

39. After the Career Seminar
Check the candidate’s comfort level by posing
simple feeling-questions
• How do you feel about the opportunity now?
• Are there concerns that are still unanswered?
Hand over the project 200

40. Administration and Evaluation of
P200

41. Purpose, Process, Payoff
Purpose: To better understand how to
administer and evaluate the project ref check
of a candidate
Process: understanding the process for
administrating the ref check and evaluate the
market potential of a candidate
Payoff: Enhanced knowledge and skill in using
the ref check as a tool to ensure quality
recruitment.

42. Food for thought
Average earners in each household…
1.40 earners
Average household income in a year…
Rs. 95827 in a year
Amount spend in a year…
Rs. 69065 in a year
Savings in a year…
Rs. 26762 in a year

43. Food for thought
Households that don’t have a single job.
• In Urban 38 millions
• In Rural 106.4 millions
Total 144.4 million households

44. Food for thought
who are these people?
• your friends
• Relative
• Referrals
And these are people who probably are not
aware about job.

45. Prospecting
• Prospecting is listing down the names of the
people whom you would approach for giving
jobs.

46. The project ref check
A tool that can help streamline your approach
towards these people.
The project ref check
The project ref check consists of name of ref
check qualified prospects

47. Value of project ref check
• Prospect’s annual income: Rs 4 lakhs
• Total income of 200 prospect: 200*4=8cr. Pa.
• 8 cr* 10%= Rs. 80 lakhs(average% saving by
that job
• 10% of 80 lakhs= Rs. 8 lakhs (average% saving
in that job)
• Potential per prospect: Rs. 8,00,000/ 200=rs.
4000

48. Handover ref check to the candidate
At the end of the career seminar you should hand out the
P200 booklet to the candidate and show them how to feel it…
Talk point:
1. this is from in which you have to list the names and details
of 200 people.
2. Look amongst the people you currently know or have
been associated with in the past.
3. This is the best tool that will help you jump start your
career in the job
4. Focus on the mass affluent and mass affluent plus market
s witch means on an income group of Rs. 2-5 lacs and 6-10
lac respectively.

49. The project ref check format
Career orientation
 Name
 Age
 Marital status
 Gender
 Dependence
 Occupation/company/industry
 Annual income
 Locality/phone number
 Recent change
 How well know to you
 Vehicle owned

50. Evaluating project ref check
Evaluating ref check helps in:
-Assuring
-Building confidence
-Providing a market mapping opportunity

51. Evaluation Technique
Use the following NOPP criteria to quality the names..
You have to check for four basic qualifiers:
• Need
• Opportunity
• Paying capacity
• physically fit

52. Evaluation of P200
DD MM YYYY

53. Evaluation of ref check
Age:
• 22-29: Mostly unmarried, low on income, low
on savings
• 30-40: married with young children, average
to high income
• 40-50: Married with grown-up children, high
income
• 50-60: married, independent children,
retirement oriented low on physical fitness

54. Evaluation of ref check
Occupation
Govt. service: Secured, budgeted expenses,
probity insured, average income
Service: Average to high income
Self employed: Risk taker, investment
orientation, average to high income
Professional: Social, high awareness, spare
income ,maybe more open & receptive

55. Evaluation of ref check
Category
Category A: People I know personally & are very
close to me, typically 40%
Category B: People I know through first
references, typically also 40%
Category C: People I know through multiple
reference & causal acquaintance, approx. 20%
of the P200

56. Evaluation of ref check
• Basic the result of a,b,c,d,e,f,g the P 200 is
categorized as per the following format.
ASSESSMENT OF P200

57. How to Evaluate ref check?
• Random check with prospect on background
of people mentioned in ref check
• Look for income and market patterns.
• Look for demographic patterns – is his market
insurable?
• Check for “N.O.P.P.”

58. Compensation interview

59. Purpose, Process, Payoff
Purpose: To understand how to conduct the
compensation interview
Process: Understanding the process and demonstrating
the steps of the compensation interview
Payoff: Enhances knowledge and skill in using the
compensation interview to provide a prospect with
an insight about his/her role.

60. The Flow

61. The Sales Process
Tell the prospective candidate that initially they will be calling on people they know and then they
will call on people they referred by others. “let me tell you what you tell a person when you call
him on the phone(demonstrate the appointment fixing talk) there will be couple of objections
before you get an appointment.”(demonstrate the objection handling script)
Stress on the fact- “you have to book 2 appointment every day.”
“when you meet the prospect face to face, take them through the agenda for the
meeting and the sales process presentation on tablet”
Conduct an need analysis to ascertain the family’s needs
Identify the life stage need sand and designing a solution
Tell the candidate that this followed by closing and asking for references.
Keep life partner plus illustration handy to show as an example

62. The Sales Process
“Now let me explain how much income except for this job”
Introduce currant candidate compensation and explain renewal commission stressing
on the fact that this career starts paying off from the 4th years on ward when your
renewal income starts accumulating.
Stress-”All this is possible if you book 2 appointment a day. Some appointment may
get cancelled. You will see 7 peoples a week and if you do what we tell you to do you,
will be able to book 2 cases a week”
Share the training program reimbursement & other bonuses

63. Candidate’s compensation
“Now let me explain how much income except for this job”
Introduce currant candidate compensation and explain renewal commission stressing
on the fact that this career starts paying off from the 4th years on ward when your
renewal income starts accumulating.
Stress-”All this is possible if you book 2 appointment a day. Some appointment may
get cancelled. You will see 7 peoples a week and if you do what we tell you to do you,
will be able to book 2 cases a week”
Share the training program reimbursement & other bonuses

64. The Career Interview

65. Purpose, Process, Payoff
Purpose: to better understand the career interview
process
Process: to understand what an office head does the
career interview and manger actionable
Payoff: you will have a new candidate who is prepared
to do what is excepted to be successful

66. Preparation for the career interview
Before the interview an M ensure:
Candidate:
-processes required competencies
-meets requires candidate criteria
-understand and is convinced about the career opportunity
-understand work habits and culture at mission India
consultancy
Documentation
-the screening interview from is duly completed
-the P200 is evatuated

67. The career interview agenda
During the career interview the office head:
• Build the candidate’s confidence
• Aligns expectations
• Shares experience

68. The input and output commitments

69. Supported and compensation
commitments

70. Invitation To batch S
Before inviting to the batch
• Ensure the commitment letters are signed
• All doubts/questions are addressed
While inviting for batch …
• Make the candidate feel proud and special
• Celebrate it as important achievement and the first
step in the journey
• Hand out ref check assignments

71. Activity-
Following mission India consultancy
provide cycle steps present a job
solution to a prospect

72. THANK YOU