Utilizing Behavior-Based Interview Questions in Your Network Marketing Business

I recently called a lead who had opted in for information on my business, and during the conversation I asked him if he had ever been self-employed, worked for himself, or owned his own home-based business.

He began sharing with me that he had previously been involved in a couple of home businesses, “back in the day”, but did not do well.

The statement, “did not do well”, naturally caused me to ask him a series of other questions to get to the bottom of “why” he did not do well – such as:

What kind of support did he have?
How much time did he put into “working” his business?
Did he have a “marketing budget” that was sufficient to support his business expenses?
Tell me more about why you chose network marketing as a vehicle the first time to supplement your income.
After he responded to each of the questions I asked above, I was just about to direct him to a fantastic training resource where he could have received support, guidance and direction on getting started correctly this time and getting better results when to my surprise, with a one sentence summary, he shared with me that he just didn’t assume his part of the responsibility to work his business like he should have.

This revealed to me the internal dialogue, and a self-sabatoging habit of procrastination. You can get creative in a lot of ways, but if genuine interest is lacking, and self-defeating habits are unwilling to be dealt with, there’s not too much you can do with that.

This was not the behavioral response I was looking for during the interview process, but it was good enough to let me know what I needed to know. Unless there was a strong interest and a good work ethic this time around, his end result if he started in another business, would be the same exact experience as it was prior.

His summary during our dialogue, initially disqualified him to work with me.

Because I always try to keep my word, and he did request the information and seemed to have a genuine interest, I told him I would send him an email and scheduled an appointment to follow up with him.

To make a long story short, his interest the interest this time around is genuine and the work ethic is there too. The point is; interviewing with behavior-based questions, using a consultative approach, gives both parties the opportunity to communicate attentively and build rapport with one another.

Some important criteria you want to look for and direct your focus toward, are past successes and experiences that qualify the individual for the present position on your team.

You are looking for specific behavioral traits, which led to actions in the person’s past experiences, such as the character trait of personal contribution. Personal contribution is most always a direct result of willingness to share a skill set learned, based upon a life or work experience.

As you take the time to conduct a good interview, you will find highly qualified people with good work ethics that will be an asset to your team.

Here are some sample behavior-based consultative interview questions:

Have you ever been self-employed, owned your own business, or been involved in a network marketing company before? (lead in question).
If yes… proceed to… How did that go for you?
If they were successful, ask them to share with you what they feel it was that contributed to their success.
If they were unsuccessful, ask them to share with you what they believe contributed to their frustrations, and what they feel could have been done differently to create a more positive outcome.
Share with me how you will balance the added extra responsibility of starting a business from home, with your current work schedule and your personal life.
Tell me about a time, or event, where you had a challenging task at work and how you approached getting it accomplished.
In network marketing, your goal in the behavior-based interview is to uncover personal attributes. Build enough rapport to make a connection with your prospect, gather enough information to decide if the person you are interviewing is a match for you and your opportunity, and then give them the information they need to make an informed decision.