Recruit IHS: complete guide for employers

What is an IHS and what is its role in your company?

The Independent Home Salesperson (IHS) is a considerable asset for growing your commercial activity. This status allows a person to sell your products or services independently, without any subordination to your company.

The status of Independent Home Salesperson

The IHS operates under a specific status that offers great flexibility. This person can carry out their activity part-time or full-time, depending on their availability and objectives. The IHS status allows for remuneration based on sales made, generally in the form of commissions.

Your company benefits from an extended sales network without the constraints of traditional salaried employment. The IHS builds their own clientele, schedules their appointments, and manages their working time entirely autonomously.

Advantages of IHS recruitment for your company

Recruiting IHSs offers significant advantages for your commercial development. These independent salespeople enable you to increase your brand awareness and reach new markets without major initial investment.

The IHS network provides a personalized and relational sales approach. Each consultant builds a relationship of trust with their clients, which promotes customer loyalty and positive word-of-mouth for your brand.

Why should a company recruit IHSs?

Benefits of the IHS network for your company

Recruiting IHSs transforms your commercial approach by creating a decentralized sales network. This strategy allows you to reach market segments that are difficult to access through traditional channels.

Your IHSs become ambassadors of your brand within their circles and community. They share their product experience authentically, which generates increased trust among prospects.

The flexibility of the IHS model allows you to quickly adapt your sales force to market variations. You can increase or reduce your network according to your commercial needs without the administrative constraints associated with salaried contracts.

Growing awareness and sales through IHSs

IHSs represent a powerful lever to increase your company’s visibility. Each independent salesperson is an additional point of contact with your target market.

Developing your IHS network generates a multiplier effect on your sales. The more qualified consultants you recruit, the greater your revenue potential. This approach allows you to achieve ambitious commercial objectives with controlled investment.

How to identify the ideal profile for recruiting IHSs?

Essential skills of an IHS

The ideal profile for recruiting IHSs combines several relational and commercial qualities. The ability to establish trusting relationships is the fundamental skill of any Independent Home Salesperson.

A good IHS masters the art of product presentation and knows how to adapt their pitch according to the interlocutor. This person must also have good personal organization to effectively manage their time and appointments.

Autonomy is an essential criterion in IHS recruitment. The ideal candidate takes initiative, sets their own goals, and implements actions to achieve them without constant supervision.

Motivations to look for in candidates

Recruiting IHSs motivated by the right drivers guarantees the success of your collaboration. Look for candidates attracted by the freedom of organization and the possibility of developing their own activity.

The desire to discover new products and share this passion with others is an excellent indicator of motivation. Candidates who identify with your company’s values invest themselves more deeply in their commercial mission.

How to define your IHS recruitment strategy?

Analyze your commercial needs and objectives

Defining an effective IHS recruitment strategy starts with a precise analysis of your commercial needs. Identify the geographic areas to develop and the customer segments to target as a priority.

Your growth objectives determine the number of IHSs to recruit and the pace of network development. A progressive approach allows you to effectively support each new recruit and optimize results.

Determine the number of IHSs to recruit

The sizing of your IHS network depends on your market potential and support capabilities. Recruiting too quickly can harm the quality of training and support for your independent salespeople.

Start with a pilot group of IHSs to validate your model and tools. This approach allows you to identify best practices before accelerating your recruitment.

Choose your remuneration model

The remuneration structure directly influences the attractiveness of your offer and the motivation of your IHSs. A system of progressive commissions encourages performance and retains your best salespeople.

Offer additional incentives such as performance bonuses, gifts, or incentive trips. These elements differentiate your offer and attract quality candidates.

Which candidate profile to target for IHS recruitment?

Targeting the right candidate profile is key to successful IHS recruitment. Focus your search on individuals already oriented towards entrepreneurship and relational sales.

Professionals undergoing career changes often show a strong interest in the IHS activity. These candidates seek a new challenge and bring previous professional experience.

People looking to develop additional income are also an interesting target. They approach the IHS activity with clear objectives and motivation.

How to assess an IHS candidate’s motivation? Ask questions about their personal and professional projects. A motivated candidate will have thought about the opportunities offered by the IHS status and will be able to explain their reasons for committing.

Which recruitment channels to use to find IHSs?

Specialized platforms like Hiring notes

Specialized recruitment platforms like Hiring notes facilitate matching employers with IHS candidates. These tools allow you to precisely target the profiles you need and optimize your recruitment process.

Hiring notes provides direct access to a pool of qualified candidates motivated by the IHS opportunity. The platform simplifies application management and enables effective tracking of your recruitments.

Using social networks for recruitment

Social networks are an essential recruitment channel to develop your IHS network. Facebook, LinkedIn, and Instagram allow you to reach potential candidates in their daily environment.

Create engaging content presenting the advantages of the IHS status and the opportunities your company offers. Testimonials from existing IHSs are a particularly effective persuasion tool.

Trade shows and events dedicated to home sales

Professional trade shows dedicated to home sales gather candidates already interested in this activity. These events allow for direct meetings and in-depth exchanges with prospects.

Prepare an attractive presentation of your company and products. Live demonstrations and testimonials from experienced IHSs reinforce the impact of your message.

How to convince new consultants to join your team?

Present the opportunity in an attractive way

Convincing new consultants to join your team requires a clear and enthusiastic presentation of the IHS opportunity. Highlight the positive aspects of the status: freedom of organization, potential for attractive income, and personal development.

Explain concretely how a consultant can develop their activity and achieve their financial goals. Use real examples and testimonials to illustrate the potential for success.

Demonstrate the advantages of the IHS status

The IHS status offers unique flexibility that appeals to many people. Emphasize the possibility to balance professional and personal life, work from home, and choose working hours.

The social aspect of the IHS activity is also a strong argument. Consultants build their professional and social network, participate in events, and share their passion for products.

Key persuasive arguments:

• Freedom of organization and autonomy in work
• Attractive income potential with no ceiling
• Personalized training and support
• Development of a professional and social network
• Potential progression into management roles
• Discovery of new products and services
• Customer satisfaction and positive community impact

Essential questions to ask during IHS recruitment

Assess motivation and commitment

The IHS recruitment interview must allow you to assess the candidate’s true motivation. Ask open-ended questions about their personal and professional projects to understand their expectations.

Explore the reasons that lead the person to be interested in the IHS status. A candidate motivated by the right reasons will invest more in their activity and achieve better results.

Verify availability and organization

Success as an IHS requires good personal organization and sufficient availability. Evaluate the candidate’s ability to manage their time and balance their IHS activity with other obligations.

Discuss their available time slots and flexibility. This information will help you tailor your support and set realistic objectives.

Top 5 questions to ask:

• What motivates you to become an IHS?
• How do you plan to organize your activity?
• What are your complementary income goals?
• Have you had any sales or customer contact experience?
• How do you handle refusals and objections?

How to structure your IHS recruitment process?

Create an attractive job offer

Writing an attractive offer is the first step to recruit quality IHSs. Clearly present your company, products, and the advantages of the IHS status.

Use positive and engaging language that makes candidates want to join you. Highlight advancement opportunities and personal development paths.

Conduct effective interviews

The IHS recruitment interview should be structured to effectively evaluate candidates. Prepare an interview guide covering all important aspects: motivation, availability, experience, and objectives.

Create a relaxed environment that allows the candidate to express themselves freely. This approach better reveals the person’s personality and true motivations.

Onboarding and training your new IHSs

Implement a training program

Training new IHSs determines their success and retention. Develop a structured program covering product knowledge, sales techniques, and personal organization.

Alternate theoretical training and practical workshops to facilitate learning. Field support with an experienced IHS accelerates skill acquisition for new recruits.

Support the activity launch

The activity launch phase is critical for the new IHS. Offer enhanced support during the first weeks to ease adaptation and maintain motivation.

Set progressive and achievable goals that allow the new IHS to build confidence in their abilities. Celebrate initial successes to sustain enthusiasm.

Key elements of initial training:

• Comprehensive presentation of the company and products
• Prospecting and appointment-setting techniques
• Methods of commercial presentation and argumentation
• Objection handling and closing techniques
• Personal organization and time management
• Use of commercial tools and materials
• Ethical rules and best practices

Developing and maintaining your IHS network

Retain your existing IHSs

Retaining your existing IHSs is crucial to maintain network performance. Offer regular new training and advancement opportunities to keep them motivated.

Organize recognition events that highlight top performers. These moments create a sense of belonging and encourage long-term commitment.

Encourage referrals and sponsorship

Your top-performing IHSs are your best ambassadors for recruiting new salespeople. Set up a sponsorship system with attractive rewards to encourage referrals.

Experienced IHSs know the qualities needed for success in this activity. They can identify and convince potential candidates within their network.

Effective retention strategies:

• Recognition and reward system
• Advancement opportunities into management roles
• Ongoing training and skill development
• Incentive trips and events
• Regular communication and listening to needs
• Tools and support adapted to market changes

Managing the challenges of IHS recruitment in companies

Overcome preconceptions about home sales

Home sales still suffer from preconceptions that can hinder IHS recruitment. Communicate transparently about the realities of the job and the opportunities it offers.

Highlight testimonials from IHSs who thrive in their activity. These concrete success stories help overcome prejudices and attract quality candidates.

Handle an IHS recruit’s failure

Not all IHS recruits will succeed in this activity. Quickly identify difficulties and offer tailored support or redirection if necessary.

Analyze failure reasons to improve your recruitment process. This continuous improvement approach optimizes the quality of future recruits.

What makes the difference between a successful IHS and one who quits? Initial motivation, adaptability, and perseverance are the key success factors.

Measure the effectiveness of your IHS recruitment

Key KPIs to monitor

Tracking precise indicators allows you to evaluate the effectiveness of your IHS recruitment strategy. Measure the application conversion rate, average recruitment duration, and retention rate of new recruits.

Also analyze the commercial performance of your IHSs by recruitment channel. This information guides your investments toward the most effective channels.

Optimize your recruitment strategy

Result analysis allows you to identify areas for improving your IHS recruitment. Adapt your approach based on feedback from your salespeople and market evolution.

Regularly test new recruitment channels and approaches. This innovation mindset maintains your attractiveness to potential candidates.

IHS recruitment is a strategic investment to grow your company. A methodical and personalized approach will allow you to build a network of motivated and high-performing salespeople. Quality support and recognition of efforts are the keys to success in this win-win collaboration.

FAQ: Frequently Asked Questions about IHS recruitment

What is an IHS and how does this status work?

An IHS (Independent Home Salesperson) is a person who sells products or services on behalf of a company, without an employment relationship. This status offers great organizational freedom and allows the development of an independent commercial activity. The IHS manages their schedule, chooses clients, and organizes sales at their own pace.

What are the top 5 questions to ask during an IHS interview?

The essential questions for successful IHS recruitment are: 1) What are your real motivations to become an IHS? 2) How do you plan to organize your activity? 3) Do you have sales or customer contact experience? 4) How much time do you plan to dedicate daily to this activity? 5) What are your complementary income objectives? These questions help identify the ideal profile and assess motivation.

How to effectively train new IHS recruits?

Training new IHSs should cover product presentation, sales techniques, customer relationship management, and personal organization. Offer a progressive training plan with practical workshops, team meetings, and field support. The goal is to provide recruits with all the skills needed to develop their activity and reach their objectives.

Which legal status to choose for hiring IHSs?

To recruit IHSs, your company can choose the Independent Home Salesperson (mandataire) status or the micro-enterprise regime. The mandataire IHS status simplifies administrative procedures and offers more flexibility. It allows the person to benefit from specific social coverage while maintaining independence. This solution meets the needs of most companies seeking to develop a direct sales network.

How to overcome preconceptions about home sales?

To address fears related to home sales, communicate transparently about the realities of the IHS profession. Share authentic testimonials from consultants who are fulfilled in their activity. Explain that modern home sales emphasizes customer relationships and personalized advice. Highlight the advantages: organizational freedom, personal development, attractive income, and professional fulfillment.

Which tools to use for efficient IHS recruitment?

The best tools for recruiting IHSs include specialized platforms like Hiring notes, professional social networks, trade shows dedicated to home sales, and word-of-mouth through your existing IHSs. Create attractive content on your website and blog to attract candidates. Use prospecting meetings as recruitment opportunities to identify people interested in the IHS adventure.

How to target the right profiles for IHS recruitment?

To target effectively, look for people with strong interpersonal skills, a desire for complementary activity, and passion for your products. Career changers, women seeking work-life balance, and those with commercial experience are excellent candidates. The important thing is to identify individuals motivated by the freedom of the IHS profession and ready to invest time in their development.

How long does it take to see the first results from a new IHS recruit?

The first results from a new IHS usually appear after 2 to 3 months of activity. This period allows the person to train, build their contact network, and master sales techniques. The launch phase depends on motivation, quality of training, provided support, and daily effort. Good initial support speeds up this skill acquisition.

How to organize the IHS remuneration system?

IHS remuneration mainly operates through commissions on sales made. Propose a progressive system that rewards performance: base commissions, performance bonuses, team bonuses. Add non-monetary benefits: training, incentive trips, public recognition. This approach motivates your salespeople and encourages them to develop their activity. Transparency on commission calculation strengthens trust and commitment.

What is the difference between an IHS and a micro-entrepreneur?

An IHS benefits from a specific status that simplifies administrative procedures compared to a micro-entrepreneur. A mandataire IHS does not have a SIRET number and their income is declared by the contracting company. A micro-entrepreneur must manage their own accounting and declarations. The IHS status offers more simplicity to start a sales activity, while the micro-entrepreneur status is better for developing a true independent business.

How to retain IHSs and prevent turnover?

To retain your IHSs, offer continuous support, regular training, and career advancement opportunities. Build a supportive community where members can share experiences and challenges. Organize recognition events that highlight efforts and results. Maintain regular communication and listen to your team’s needs. An IHS who feels supported and valued will be more committed long-term.

Can you recruit IHSs without prior sales experience?

Absolutely! Many IHSs succeed without prior sales experience. Eagerness to learn, product passion, and good interpersonal skills matter more than experience. Appropriate training enables quick acquisition of necessary skills. The key is to identify motivated, organized individuals ready to step out of their comfort zone. Initial support and mentoring by experienced IHSs facilitate this transformation.