3 Top Tips to Fire Up Your 2016 Recruiting

New Year for a Great New Attitude!

 

By Real Estate Recruiting Coach Judy LaDeur

Recruiting remains the #1 challenge for most brokers and managers. Recently, a broker walked up to me and said “It’s just too much! If I get the letters out, I don’t have time for the calls. When I do make the calls, I forget to follow the 5-step process, because I just want them to come in for an interview. When I do get an interview, instead of following the 7-step process, I fall back into my old habits of sell… sell… sell!! It just seems impossible to remember everything!” Sound familiar? I assured the broker that he was not alone. Sometimes it is easier to start out slow, and just do two or three things, but do them well. Here are a few tips that you can follow, as well, which should make it easier to get the agents you want.

#1- The entire interview process needs to stay focused on what they need and what is best for them, not you. A very common phrase that many of the brokers in our coaching program hear is, “You were the only broker who took the time to ask questions about what I needed, and what was important to me. That’s why I choose your firm.” Sound too easy? It’s true! When they come into your office, tell them that your goal is to find out what is important to them, and to determine what their needs are so that you can help them make the best decision for their career. Then spend 20-30 minutes just asking questions in a very reflective way, and think carefully about what they are saying, and what they are looking for.  Think of it as solving a problem. Pretend that they are a friend who has come to you for advice, and your goal is to help them make the right decision. If you focus on them, you will be less inclined to try to sell them. You will be amazed at how easy it is to hear what they need, or want. After you have asked your questions, and assessed their situation, you should then present only those systems that address their needs, and solve their issues. After presenting the “right systems”, watch their body language, and ask yourself, “Are they sold?” If so, very calmly, and very confidently, smile, sit back in your seat, and say “When you came in today, I said that my goal was to help you make the best decision for your real estate career. Based on everything that we have discussed here, it seems as though you’re right. You’ve gone as far as you can with your current company, so let’s take you to the next level in your career. We have a transition packet designed to make your move as smooth as possible.” At that point, you should begin reviewing compensation as well as those details that are necessary to make the move. After you have presented the necessary details, smile and say, “I’d love to have you join our team!”

#2- Adopt a New Attitude while you are conducting the interview. Instead of trying to talk them into joining your firm, maintain a different posture. Pretend that you have a full office of very productive agents, and the only way you can hire this agent, is if you let one of your existing agents go.  This new attitude will help you be thoughtful and reflective, and they will not feel the pressure that so many recruits say they feel in the interview process.

#3- When you hear stalls and objections, don’t panic, and don’t try to talk them into joining. Just keep asking questions.  Two year olds are great closers. Why? They just keep asking questions, until they hear the answer they want. Here are some great responses to the objections you hear at the end of the interview. “Why?” “Why not?” “Why do you feel that way?” “What makes you say that?” “Why would that keep you from making a move today?”“Really? Hum.”  “How would you propose that we solve that problem?” Here’s a sample of how it works. If you ask them to join, and they say they can’t do it today, just smile and say, “Why Not?” You’ll be amazed at how often they say, “I don’t know.” You would respond with “I don’t know either, so let’s do it!” You have to keep smiling, and keep it fun. If they say they can’t move because they are good friends with the broker, you might say, “Really? Hum…” Then smile and make them justify that statement before going further. After that you might ask, “If someone approached your broker and offered to buy their firm for a lot of money, would they consult you prior to making their decision about selling their company?” You’ll have to practice it a few times to get into the habit of asking verses selling, but you should see great results.

Do you want to hire more agents in 2016?  Learning to handle whatever objection comes your way with ease are both important parts of the puzzle! Not only will you learn many of these vital tools in the 7+ hours of audio training that you get as part of your Profitable Recruiter Pro membership – you have the advantage of learning on demand – individually or as a leadership team.

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with less headaches and more results – consider joining The Profitable Recruiter today.  From now until January 2nd, make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and hit the ground running for next year! 

10 EASY Things You Can Do to Hire 10+ Agents in 2016

Hit the Ground Running With These Strategies

Clock containing the text 2016
Clock containing the text 2016

By Real Estate Recruiting Coach Judy LaDeur

Do you need 10+ great agents in 2016?  What would that do to your bottom line?

We are coaching brokers and recruiters who easily hire 10+ agents every year!

Here are the top 10 things you can do to hire 10 great agents.

  1. Talk to FIVE agents every day about a career with your company. It does not have to be on the phone. If you talk to them in person, that counts!
  2. Book at least one interview per week.  4 interviews each month should result in at least 1 hire per month.
  3. If they don’t join, stay in touch with passive marketing and casual phone calls every 5-8 weeks. This will build your pipeline of prospects for 2015. One of the best tools to stay in touch is The Profitable Recruiter emails. Agents love the weekly motivational messages. Your messages ensure that they think of you every week until they are ready to join. To sign up for The Profitable Recruiter click here.
  4. Keep at least 10 agents in your pipeline at all times. Those are agents who you have interviewed or those you have an interview scheduled.  If it’s always 10, you will hire at least 10 agents each year.
  5. Network with your agents for referrals daily.  Those we coach say that 50%-80% of their recruits are a result of the referrals from their agents. Ask for referrals, or watch who the agents are co-oping with and follow up with phone calls.
  6. Follow up with the agents that you interview, but do not hire. Our research shows that those who follow our system hire about 50% of the agents that they interview that day, or within 60 days of the initial interview. 15% will choose another firm right away and 35% of the agents will decide to move sometime in the next 12 months. Follow up is essential for long term success. Follow up includes motivational emails, notes, calls, and invitations to special or social events, or providing information to help them in their business.
  7. Do whatever is the highest and best use of your time and delegate everything else. Your job is to recruit agents.  Spend your time of the phone with an agent, in an interview with an agent or networking for referrals. Delegate the administrative part of the job such as marketing and mailings.
  8. Launch an effective marketing campaign:  What is an effective marketing campaign? One that works! Your marketing pieces should create curiosity and desire to know more about your company and the opportunities that you have for them. Your marketing should also educate them about the results that others have had when they joined your firm and what’s in it for them to check you out. It is not just about sending them a letter or postcard but about sending them the right one! The right marketing pieces make it easier to get an interview with the agents that you want.
  9. How much do you know about your competition? Do you know how you compare to the other companies in your area? When you know that you are the best office in your market, you will always be more passionate in your presentation.
  10. Great recruiters never get discouraged when the competition offers “great deals” to get an agent. The best brokers and recruiters know that when you can show more value you will always hire more agents. The key to showing value is to show the agents the opportunities that they can have with your firm that they don’t have now. Each opportunity is worth thousands of dollars.

Do you want to hire more agents in 2016?  Mastering the development of relationships with prospective agents and learning to handle whatever objection comes your way with ease are both important parts of the puzzle! Not only will you learn many of these vital tools in the 7+ hours of audio training that you get as part of your Profitable Recruiter Pro membership – you have the advantage of learning on demand – individually or as a leadership team.

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with less headaches and more results – consider joining The Profitable Recruiter today.  From now until January 2nd, make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and hit the ground running for next year! 

It’s NOT About the MONEY

It’s About the Relationship!photodune-2620125-money-xs

We are all bombarded with the message REALTORS® are now conveying to prospective and current Brokers…

I can’t afford to…

  1. Pay Fees…
  2. Change Companies…
  3. Stay in the business…

The honest truth is…they can’t afford not to.

What we have to acknowledge and embrace in the world or recruiting and retention is that what they are saying is not what they mean.  In today’s market, we are hearing the voice of fear rather than the voice of reason.  When we encounter these responses, remember the key to objection handling.

As our coaching members know, the key to objection handling is to remain logical.  When we hear money as the objection as listed above, logically consider these questions as a response…

  1. “I can’t afford to pay fees”…What are they currently paying to their Broker?  When multiplied as a monthly or annual fee, what is the total?  How does this reduction in compensation compare to a monthly investment (not fee!)
  2. “I can’t afford to change companies in this market”…What does your current company offer as support and value to increase their business (revenue)?  How is that working for them?  What is the result of these perceived benefits?  Are they satisfied (financially and emotionally) with these results?  Compare their current results to the “value added” benefit of associating with your organization.  What is the “potential” increased income based on the opportunity of being with joining you today
  3. “I can’t afford to stay in this business”…What opportunities do they have available to them as another stream of income?  If their alternative it to attempt to earn an hourly income…do the math (with them).  This is an exercise we frequently use in our coaching program where we multiple the potential hourly income by the number of hours worked.  Compare their potential income resulting from one transaction resulting from investing those same hours (monthly) into their real estate career.  You will quickly see, the highest and best use of their time is to invest in their real estate career.

In the current market, we cannot stress enough the value of investing in the relationship vs. focusing on the money.  For recruiting and retention, pull the focus away from the dollars and into the relationship and you will reap greater rewards in both areas of your business.

Do you want to hire more agents in 2016?  Mastering the development of relationships with prospective agents and learning to handle whatever objection comes your way with ease are both important parts of the puzzle! Not only will you learn many of these vital tools in the 7+ hours of audio training that you get as part of your Profitable Recruiter Pro membership – you have the advantage of learning on demand – individually or as a leadership team.

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with less headaches and more results – consider joining The Profitable Recruiter today.  From now until January 2nd, make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and write it off as a tax deduction! 

Time to FOCUS on Recruiting Top Agents

(And Why Timing is EVERYTHING!)time

By Real Estate Recruiting Coach and Trainer Judy LaDeur

Have you ever noticed that some brokers just seem to be “lucky” when it comes to recruiting agents to their offices?  Well it is not luck, it is timing!

One of the most important keys to any Recruiting System is to keep in constant, consistent contact with your “hit list”.   Why is this so important? It is said that “luck is when preparation meets opportunity”. If that is true, then we must have a strategy to increase our chances of “being in the right place at the right time”.  In other words, you never know when circumstances will change and your target agent will be looking for a new office.  If you aren’t keeping in touch often, the agent that you have been working so hard to recruit could be stolen out from under your nose by some other recruiter who happened to be in the right place at the right time.

However, the trick to staying in contact with your targeted agents is to keep the information that you are sending out valuable, informative, enticing and entertaining.  If your information isn’t valuable, informative, enticing and/or entertaining they will not read it.

That is the most valuable component of the Profitable Recruiter Platform is our Monday Morning emails which are designed to start off their week on a positive note, but more importantly, with a positive note from you!

Is it challenging to come up with timely, entertaining and valuable information every two weeks? Of course it is, but it’s essential and again, you never know when “that week, will be THE week” that they need that message from you.

You should also have a system in place that allows you to automate the process of sending out information. iContact or Constant Contact are both great tools. On the first day of each month, copy and paste the emails for each week into a message that will automatically go out every Monday morning. Once you have your marketing system in place, you need to focus on your follow-up calls.  Let me guess… up until now you have dreaded the follow-up calls, right?  This is probably because your initial contact with the agent was a letter or postcard asking him or her to join your office.  This only leaves room for the agent to say yes, or no.  You have automatically closed off any other possibility of communications by using this approach.

On the other hand, by sending out motivational, inspirational emails, you will be sending out something that they will read, as well as forward on to those in their life that might need that message on that day. The follow-up call then becomes a friendly call to see how they will apply that message, that week.

This is a much friendlier way to open up a dialogue with your prospective agents.  It is also much easier on you, as a broker or recruiter, to make the all-important follow-up calls.  In fact, you may even come to look forward to chatting with the agents on your hit list.  This is a great way to start a working relationship.

Remember, one of the keys to your success is your ability to stay in consistent contact with the agents on your “hit list”.  You earn the right to stay in contact with these agents by only sending them valuable, informative and/or entertaining material.  Then you can follow-up with a friendly phone call in a way that the agent is glad to hear from you.

When you are putting yourself in front of more agents in a systematic way, you are bound to become “luckier” than the other brokers in your marketplace.  Sam Goldwyn of MGM once said, “The harder you work, the luckier you get.”  I like to take it one step further and say, “The smarter you work, the luckier you get.”  So, go out there and create your own luck!

Profitable Recruiter Members, please login to your platform today to get all of your December recruiting tools, and review last week’s powerful webinar on demand!  

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special winter offer!  From now until January 2nd, make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and write it off as a tax deduction! 

The #1 Key to a GREAT Recruiting Interview

Sometimes it’s What You DON’T Say

By Real Estate Recruiting Coach Judy LaDeurWoman listening

I love a great salesperson; however I have found that most salespeople?  Are good perhaps.  But not GREAT.  To be GREAT?  A salesperson has to have the ability to make others feel good making the decision they have already decided to make.

Think about it. If you are going to buy a car, you go to a variety of dealerships with the intention of buying a car.  So why is it such a treacherous process most of the time?  I recently bought a new car. I literally walked out of FIVE dealerships before I finally took control of the situation. It’s sad that I would have to tell the salesperson how to sell me a car, but that is exactly what I did. What happened at the first five dealerships? They sent the newest, hungriest person to try to sell me a car.  They did not ask me any questions, and to make matters worse, they did not LISTEN to anything that I was telling them with regard to what I wanted. They were focused on what THEY wanted, which was a sale.

There’s an old saying that’s SO true, (one your mom or grandmother might have told you!)  It goes like this:  “We’re given two ears and one mouth for a reason.  Why?  Because we were meant to listen TWICE as much as we speak.” Unfortunately, many Brokers, Owners and Recruiters also often fall victim to ignoring this design and speak way more than they listen.

An essential element in becoming a master recruiter is to listen to the needs and desires of the prospect and then present your systems and resources to meet these needs.  The key is to LISTEN.

When we don’t listen, we OVER present.  The better your company, the more tempted you are to present what YOU want (what you are proud of) rather than what the PROSPECT needs to be successful.  Keep in mind that all of us on one level or another are tuned into the WIIFM (What’s In It For Me) channel .

Your best bet to recruit top agents?  Stop SELLING.  Start LISTENING, and asking questions – and listening to the answers.  The truth is no one wants to be sold, but if they are sitting there in your office, then to do have an INTEREST and they do have needs that are probably not getting met where they currently are.  Your job is to figure those two things out and provide the solutions.  Here’s another old saying that’s worth a reminder:  “Hearing is one of the five senses, but listening is an ART.”  Practice your art.  Your listening skills.  Your investigative tools.  Your prospects will tell you everything you ever wanted to know if you ask the right questions and you listen for the answers.

Profitable Recruiter Members, please login to your platform today to get all of your December recruiting tools, and review last week’s powerful webinar on demand!  

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special winter offer!  From now until January 2nd, make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and write it off as a tax deduction!