4 Keys to Keep CHANGE from Creating VULNERABILITY

Recruiting Secrets to Stay AHEAD of the Competition

By Real Estate Recruiting Coach Judy LaDeur

It’s that time of year, right? When you are looking at your business plans and thinking about making some changes in your company ?  Change is GOOD, but properly timed change is GREAT!  We have all heard the saying; the only constant thing in life is change.  The same is true for your business.  Change is necessary and needed to move forward. However, change is also the #1 reason for vulnerability in a real estate office.Change Management Flow Chart

When you are vulnerable, you can lose agents. There are also times when you should NOT implement a change.

Change is the #1 reason for vulnerability. When you implement change, there are a certain number of agents who will be unhappy with the change. It has the potential to create some resistance in your office.  We understand that it’s impossible to implement a change and have everyone be happy. But here are some tips for implementing change to control vulnerability.

#1: Try to involve your agents whenever possible: If you are changing locations, ask a team of agents to help you locate a new location. Go out with them to scout out new office space. Let your agents sell the group on the new location.  You could also set up a committee to determine the new colors for the office and ideas for office design. Let them spend their time with the designer, but you can make the final decisions.

#2: Use the exchange method: When you take away or add a service, use that opportunity to evaluate all your existing services and tools.  Whenever a company tells me that they are going to add a tool or service, I usually ask them, “Are you planning to discontinue any services or tools in the near future?”  Or if they want to discontinue something, I want to know their plans for the near future.  This allows you to hold a business meeting with your agents and explain that after careful evaluation of all your tools and services, you are making some changes to better support them in their business. You can explain that a certain tool or service is not yielding great results, so you are implementing something better for them.  Another example is: If you are changing compensation, or implementing a new fee, time it with the implementation of a new service.  “We are implementing a transaction fee of ($Amount) but you will no longer be charged for (service).”

#3: Grandfather your existing agents whenever possible when you are changing compensation or fees:  Money is always a tricky change, and possibly the most delicate one. When possible, “grandfather” the existing agents and apply the change to those new agents who will be joining after the implementation.  Another idea is to grandfather all agents whose production is above a certain amount. You could say “If you are generating GCC of $90,000.00 or more, you will be grandfathered with regard to the new changes.”  You can also grandfather agents who have been with the company a long time.  “If you have been with our firm for 10 years, or your production is $(Amount), you will not be subject to the new changes.”  Keep in mind that emotional agents will usually not leave because of the money, but they are hurt that after so many years, or at their level of production, that you would take money out of their pocket, or not honor the original agreement that they had.

#4: A management change is also tricky:  Whenever you change managers, you should consider the personality of the manager that is being replaced. If the manager that is being replaced was very friendly, emotional and well liked by the agents, you would be more vulnerable with a new logical manager.  If the manager that you want to put into place is a different personality, you can decrease your vulnerability by putting in an interim manager, or yourself, while they go through their mourning period over the loss of their manager they liked.  What I found worked well was to personally manage the office for a period of 6-12 months. During that time I would look for a new manager. When I found the new manager, I would bring them in as a manager in training and co-manage with them for 3 months. After 3 months, I would turn the office over to the new manager, and ease out over the next 30 days.

Times to avoid change:  There are two times that you want to avoid making a change if possible. Do not make changes during “recruiting season” or when their production is at a low point. The months of December/January and August/September are probably the two most vulnerable times to make a change. Agents typically have fewer listings and pendings during this time, so making a move is easier. You also do not want to make a change while you are already vulnerable from a prior change. For example, if you just changed the name of your company, don’t change the compensation plan the following week.

Bottom line: The best way to retain your agents if you are vulnerable, is to always be working on retention. Start today by sending thee notes a week to your agents. Think of something nice to say about them and let them know how much you appreciate them.  If you always practice retention, the competition will have a tough time raiding your office.

Continue to learn how to be the master recruiting skills and be the broker to join in your market. If recruiting is a challenge for you, we can help.  

Join us today and take advantage of our special offer of 35% off with the promo code PLAN35 any pro membership.  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 which covers:

  • interview skills
  • objection handling
  • phone calls
  • recruiting strategies
  • handling stalls
  • recruiting to specific personality types
  • and so much more…

What are you waiting for? Join today and save 35% — and add up to 10 managers on your account at no additional cost.  

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) We’re taking the guesswork out of recruiting for brokers — and they are loving it.  We can do the same for you! Questions?  Email us today.  

 

DISC for Recruiting & Retention

The Link Between Personality Profiles and Recruiting

by Judy LaDeur

In a recent article, we talked about the importance of knowing  a person’s “Love Language”, which shows how that person wants to be shown appreciation, but this week we will talk about the DISC test. The DISC tells you how they are motivated,  how they will respond when they are unhappy, and what it takes to recruit them and retain them.  I have always used a DISC test when hiring new agents into the real estate industry. I also use a test when hiring team members, admin staff, recruiters and managers. Why? Each of us has specific natural strengths which allow us to do our job easier, which increases the odds for success.

As a Broker, Manager or Recruiter, using a behavior test makes your job so much easier!

What is DISC? It is a “personality profiling system”. A DISC Profile utilizes a method for understanding behavior, temperament, and personality. It provides a comprehensive overview of the way that people think, act, and interact. It is the most widely used tool of its kind. The DISC Personality Profile is based on the work of renowned psychologist Dr. William Moulton Marston, and was introduced in his 1928 book Emotions of Normal People. William Marston, a contemporary of Carl Jung, developed the DISC Personality Profile after studying the personality traits, behavioral patterns, and instinctual reactions of thousands of individuals. As a result of his work, Marston developed the DISC assessment as a tool to measure four primary behavioral traits:

Dominance (D)
Influence (I)
Steadiness (S)
Conscientiousness (C)

By understanding a person’s behavior pattern, you can:disc

  • Strengthen communication skills
  • Build or identify leadership abilities
  • Diffusing interpersonal conflict
  • Boosting performance and productivity
  • Increase motivation
  • Strengthen workplace skills and relationships
  • Make smart hiring decisions

Personality is the basis of who we are and what we do. Here is a quick overview of each personality type.

With Dominant people

  • Build respect to avoid conflict
  • Focus on facts and ideas rather than the people
  • Have evidence to support your argument
  • Be quick, focused, and to the point
  • Ask what, not how
  • Talk about how problems will hinder accomplishments
  • Show them how they can succeed

With Influential people

  • Be social and friendly with them, building the relationship
  • Listen to them talk about their ideas
  • Help them find ways to translate the talk into useful action
  • Don’t spend much time on the details
  • Motivate them to follow through to complete tasks
  • Recognize their accomplishments

With Steady people

  • Be genuinely interest in them as a person
  • Create a human working environment for them
  • Give them time to adjust to change
  • Clearly define goals for them and provide ongoing support
  • Recognize and appreciate their achievements
  • Avoid hurry and pressure
  • Present new ideas carefully

With Conscientious people

  • Warn them in time and generally avoid surprises
  • Be prepared. Don’t ad-lib with them if you can
  • Be logical, accurate and use clear data
  • Show how things fit into the bigger picture
  • Be specific in disagreement and focus on the facts
  • Be patient, persistent and diplomatic

We are including a chart that covers many different areas of each personality type, and how each type responds differently to the same situation. If you are not familiar with the DISC test, one of my favorite sites is http://www.alessandra.com/tahome.asp. Dr. Tony Alessandra has developed several different tests with extensive reports attached. If you have never taken a DISC test, I would recommend that you take one for yourself, as well as the key members of your team. As you get more familiar with the various different personalities, you will be able to quickly determine the behavior patterns of those you manage, live with and are recruiting.

Continue to learn how to be the master recruiting skills and be the broker to join in your market. If recruiting is a challenge for you, we can help.  

 Is recruiting a challenge for you?  We can help.  Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 30 webinars for recruiting and retention, and opportunities to network with the best of the best. Take advantage of our special offer and save 35% on YOUR New Membership with Promo Code: PLAN35.

Judy’s SEVEN HOURS of recruiting audio training covers:

  • interview skills
  • objection handling
  • phone calls
  • recruiting strategies
  • handling stalls
  • recruiting to specific personality types
  • and so much more…

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) We’re taking the guesswork out of recruiting for brokers — and they are loving it.  We can do the same for you! Questions?  Email us today.  

 

Business Planning for Brokers

Getting a Jump on the Competition

With Real Estate Coach Judy LaDeur

This week we had a great member webinar on business planning. We talked about putting the pieces in place long before your competitors do so that you can have an amazing finish to this year and a head start on your best year ever next year!

Here are the questions you should be asking yourself:

On Business Planning:

  • Do I have a mission statement?
  • What is my platform?
  • What is it that our company does really well?
  • What are my company objectives for 2018?
  • How much do I know about your competition?
  • Is it time to create or add new tools?
  • Have I recently evaluated my compelling reasons to join? Are they still compelling? Are they still unique?

On Removing the Barriers:

  • Am I using social media in my recruiting? Is it effective?
  • Am I using text messaging effectively?
  • Do I have a Recruiting page on my website with testimonials and results?
  • What is the title on my business card? What does it say about me? What about my email signature?
  • What CRM am I using?
  • How is my time management and what can I delegate?

On the Value of Your Team

  • How much income do I receive per associate on the average?
  • What is my fixed annual overhead?
  • Divide annual fixed overhead by annual income per associates to determine how many agents to break even. (Include your salary in the overhead.)
  • Determine profit desired and add that amount in.
  • How many agents do I need to be profitable?

On Setting Your Goals

  • How many recruits for the year?
  • Divided by 12 for recruits hired monthly.
  • New verses experienced?
  • What will be the market share increase?
  • How many interviews for each one?
  • 2 experienced agents and 1 new per month is the goal.
  • How many interviews in each category do I need?
  • What action steps/ activities will I do to generate the number of interviews needed?

On Delegating What You Can’t Do or Don’t Want to Do:

  • Consider our Concierge Virtual Assistance Program which:
  • Set up and maintain email newsletter in Constant Contact with Profitable Recruiter Monday Morning News, as well as additional email campaigns
  • Send Lumpy Letters and Season Letters to recruits on your behalf
  • Manage your social media marketing
  • Manage your company blog

If you want more information on the Virtual Assistance Program, call Julie Escobar at 1.813.957.2989. If you’re ready to take your business to the next level with coaching, contact me at Judy@JudyLaDeur.com.

Watch the whole webinar on demand by logging into your account today and clicking on webinars on demand. It will be one on the last two webinars in the system. You’ll also find business planning for your agents on demand as well. On your membership homepage for October, you’ll also find a copy of both the agent and broker business planning templates.

Is recruiting a challenge for you?  We can help.  Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 30 webinars for recruiting and retention, and opportunities to network with the best of the best. Take advantage of our special offer and save 35% on YOUR New Membership with Promo Code: PLAN35.

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) We’re taking the guesswork out of recruiting for brokers — and they are loving it.  We can do the same for you! Questions?  Email us today.  

 

A Recruiter’s Winning Strategy

Take-Aways From Our Webinar with Mona Kile

Recently, I was asked about what strategies seemed to knock it out of the park. It made me want to revisit our conversation with the talented Mona Kile.

We love to see recruiters getting results and crushing goals that might seem daunting to other brokers.  Such is the case with Profitable Recruiting Member Mona Kile.  She is currently the Director of Recruiting and Retention for Giving Tree Realty in Charlotte. Her challenge? To recruit more than 68 brokers to her firm in 12 short months. So far, she’s recruited more than 40 brokers and she’s solidly on track to hit that goal.

In this month’s webinar, we asked her to share some of the ways she’s accomplishing this feat. mona-kile

Here are some of the take-aways from our interview:

  1. Stay positioned with your entire recruiting list (she has several thousand in her drip campaign) using the Profitable Recruiter Monday Morning email newsletters. These provide a non-salesly, motivational, action-oriented touch points which keep you top of mind as a broker/recruiter so that when people ARE ready to make a move, they think of your organization.
  2. Customize those emails. Mona and her team customize their emails to include links to agent testimonials on their site, links to their compensation differentiators, a personal note to the agents from the broker, a spotlight of recent recruits including their name, photo, and charity of choice, and links to attend their agent networking events.
  3. Send Lumpy Letters to the top 25 recruiting prospects every month. Have some fun with them – and follow up with those prospects. This past month Mona used the Pop-On-By lumpy letter featuring a bag of popcorn.
  4. Use LinkedIn to connect with potential recruits. Send them a message, endorse them, write a reference then follow up. More often than not, you’ll have done more than their current broker.  (You may also want to review the Roberta Ross video in your membership platform library of webinars on demand where she expertly maps out the 20-10-5-1 social media strategy that is powerful for both recruiting, and for your agents to use in their marketing.  Log in and look for it in the Webinars on Demand tab.)
  5. Sponsor fun events. We loved the Taco & Tequila Tuesdays hosted by Mona and her company. They’ve created a fun networking opportunity where agents can connect, share ideas and learn.  They host it at a restaurant near their company headquarters and offer dessert back at the office where they can tour the facility and get to know more about what the company offers.  Their current team of agents “admission” to the event is to bring another agent.  Everyone has fun – and it’s bringing agents through the doors!
  6. Call at least ten agents a day for appointments. You won’t reach all ten more than likely, but you are making the calls and contacts and setting the stage for success.
  7. Let them know that you want them on board. Often brokers feel like it is too strong to ask for the commitment after the first recruiting appointment, but what they don’t realize is that often means the potential recruit isn’t even sure that you WANT to hire them. Be assertive, friendly – and try Judy’s classic handshake close that has helped brokers all over the world hire people on the spot.  (You can learn more about that in the interview skills section of your 7+ hours of audio training.

These powerful steps are a great way to create the kind of dramatic momentum that Mona is experiencing. The right tools, strategies, and of course – perseverance as a recruiter is a win-win-win combination.

Thank you so much Mona again for sharing your insights and ideas! You’re terrific! If you’d like to send referrals her way she can be reached via email here.

If you missed the webinar, please log into your Profitable Recruiter account to watch on demand!

Stay positioned with the agents you are eager to recruit!  Join us today and take advantage of our special offer of 35% off with the promo code PLAN35 any pro membership.  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!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.    

10 Step Process for Recruiting Call Results

It Doesn’t Have to Be Difficult!

by Real Estate Recruiting Coach Judy LaDeur

What do top recruiters/brokers do on a daily basis to ensure consistent results in recruiting?   It is really pretty simple.  Most do what others are Businessman taking phone callunwilling to do to get the results they want!  There are several steps to mastering the phone calls, and many great reasons to pick up the phone.  Here are a few great reasons to call an agent:

  1. Your office  has a co-op transaction with that agent
  2. Your agent has identified them as a great agent to do business within your market.
  3. Invite them to a social or educational event that you are hosing,
  4. Pay them a compliment. It could be in their production or just the way they conduct business.
  5. Introduce yourself if you do not know them.
  6. Suggest getting together to meet and exchange information over coffee.
  7. Check the progress of a first or second-year agent.
  8. Follow up with agents that you have met with, but did not YET hire.
  9. Call to tell them about your special systems and services that your company offers.
  10. Invite those who left to come back!

Regardless of why you are calling them, what to say seems to be the biggest challenge for most brokers and recruiters.  For your best results, you should follow a process which allows you to build the relationship and secure the info that you need when the time is right for that agent to make a move.

Our process teaches you how to diffuse the initial response of “I’m busy” or “I’m happy where I am.” When you can lower the resistance in the first few seconds, the call is much easier.  Many brokers jump right in and ask them to meet. That works on occasion, but asking a few questions and engaging them in the conversation will usually result in a better close ratio.

Most agents will say “no” at least two times, before saying “yes”! The secret is asking them more than one time in more than one way! Most agents will say no before even listening to what you have to say. It’s important to say something that will not only get their attention but peak their curiosity to learn more.

There are also days of the week and times in the day which will have better results. Those who understand the Rules Behind Successful Calling, will have fewer no-shows and spend less time making the calls, and more time face to face with the agents they want.

Want to continue to learn how to be the master recruiting skills and be the broker to join in your market?  Bookmark our blogand join The Profitable Recruiter today.  We have a full spectrum of membership benefits with all the tools, strategies and solutions you need to position yourself to win this year and every year. Our goal is for you to become the “turn-to” broker in your area for every agent.  

Join today and take advantage of our special summer offer of 35% off with the promo code PLAN35 any pro membership.  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!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

The Power of an Accountability Partner

A Common Denominator for Staying ON-TRACK

By Real Estate Recruiting Coach Judy LaDeur

Here’s a big question for you:  Who is holding you accountable to your recruiting program? Do you have a coach, a support person within your organization or someone in your real estate network that you are answering to in terms of staying on track? As I look at many of the most successful recruiters and brokers around the world, the one thing that many of them have in common is “someone who holds them accountable.”

Top agents, top athletes and top brokers will all tell you the value of having that outside person or industry expert hold you accountable weekly.  Coaches hold us accountable to do what it is that we already know we should do, but don’t.  We are all guilty of putting off those tasks which are not quite as much fun. A coach is the person who will keep asking you, week after week, “Did you get (task) completed yet?”  They nudge us in the direction that we have said that we want to go. They listen, and give feedback, then remind you of the goal.  Coaching is not designed to be training.  Training teaches you what to do. Coaching gives you the support needed to stay on track and get it done.  Accountability is not a bad thing, but it can certainly cause you to feel the pressure as that accountability call approaches. Most brokers say that it is the most important piece of their success. Without it, it’s easy to come up with a bunch of creative reasons of why you didn’t get make the calls.  Didn’t set the appointments. Didn’t create the new hit list.  Didn’t do whatever you SAID you were going to do for the week.

Your coach or accountability partner is someone who you respect the opinion of, who you know will tell you truth when you’re on or off track. They are the person you can turn to who can review both successes and failures of each of your interviews. Coaches, especially can provide you with various ways to overcome objections and stalls. Knowing someone is going to hold you accountable for what you said you are going to do, is a powerful motivator. If what you want is to lead in your market, build the best possible team, and keep the great agents that you already have and you are serious about growing your company then I challenge you to do three things starting sooner rather than later.

  1. Commit to training.  To learning the skills you need to be at the top of your game. To investing the time, money and effort into learning the objection handling tools, the dialogues, scripts, interview and phone skills, and mindset to push past any fear or limitations you might currently feel to truly finish this year strong and set yourself up for an incredible new year.
  2. Commit to consistency.  That one and done marketing approach never works. You would say the same to your agents when they try it, so why would you attempt a shotgun approach to your recruiting?  Consistent, effective, powerful messaging and marketing every month is the key to building those relationships that will lead agents to your door.  If you’re not reaching out to your hit lists week after week with topical, timely content that doesn’t push but does present you as a trusted leader and resource you’re leaving opportunities to recruit and money on the table.
  3. Commit to an accountability partner.  Whether you are ready to hire a coach or know of an industry professional that you can partner with to keep each other on track, don’t go another week without putting this vital business component in place.  It’s a game-changer.

Fair warning, it’s not comfortable to be accountable for your actions if you’re not willing to commit. It’s not comfortable to have to say to a coach or partner, “I didn’t do what I said I was going to do.”  It’s not supposed to be. Here’s the flip side of that coin – when you DO what you commit to doing, boy does that feel great. You can’t WAIT for that call.  And once the habit takes hold and you are walking the walk not just talking the talk each month not only will you appreciate those calls that keep you on track, but your office will be thriving and you’ll be sharing this strategy with your agents.  Pretty soon you’ll have integrity partnerships all over your organization!  And when THAT happens – your business and theirs will grow exponentially.  Everyone wins.  What are you waiting for? Start today!

If you’re not sure how to be consistent and what messages and marketing you should be using to connect with your current agents and your prospects each month, then take a good long look at The Profitable Recruiter.  It has been a differentiator for brokers.  Why? Because it’s done for them, takes the guess work out of recruiting and they can put their marketing on auto-pilot and focus on follow up. Systems are powerful because they keep us from getting in our own way!  With your membership you get powerful, content-rich weekly emails to send to your agents and prospects.  It’s the perfect way to stay positioned and top of mind as the broker who cares and is committed to helping them create better lives and careers.  You also get seasonal letters and “lumpy letters” each month which are perfect for sending to your top-tier recruiting prospects. They get opened, get agent attention, and create quite the buzz in your market as agents tell their colleagues, “Did you see what I got from (your name)?”  You also get social media tips each month and weekly broker recruiting and retention plans. The icing on the cake is our training – each month we feature a top broker or industry expert from around the world to discuss what they are doing that is making an impact and allowing them to build their best team.  We also host an agent webinar that features a top agent – you should invite every member of your team to attend as well as your prospective agents.   And lastly, you’ll get seven hours of audio training that cover everything from scripting and dialogues to objection handling and interview skills.  All of that for just $197 per month. In fact, register today and take 35% off your order with promo code PLAN35 any 6-month or annual plan.  Our members are recruiting both new and experienced agents as well as entire teams using this system.  If you recruiting just ONE, you’d more than pay for the entire system for years!  Give it try.  

LinkedIn for Realtors – Converting Relationships to Revenue

With Guest Rhonda Sher

We were thrilled to host guest Rhonda Sher, the LinkedIn Diva who shared powerful, insightful strategies that real estate professionals can begin using immediately to drive new business, recruit great agents and present themselves in the most professional way possible. The statistics she shared and solutions for moving your business forward were wonderful and we are so grateful for her time and willingness to share.

You can connect with Rhonda at Linkedindiva.blogspot.com.

Thanks so much Rhonda!

Having the right systems and strategies in place takes some of the guess-work out of your success.  We are happy to be a resource to help you develop a strong, supportive culture in your office, stay top of mind with the recruits you want to hire, and give you the scripts and dialogues you need to close even the savviest of agents to join your team.  Want to learn more about how to become a more profitable recruiter?  Check out our Membership Benefits and enroll today.   

Take advantage of our special offer!  Make any Profitable Recruiter Pro Membership part of your business plan, and take 30% off with the promo code 30OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 30% 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

Want your eNews recruiting done totally for you? Check out our new Concierge service that manages your email marketing for you! 

 

Webinar On Demand: Recruiting Strategies with Keith Pike

We had so much fun with this month’s guest, award-winning recruiter Keith Pike, that we decided to break our own member-only rules and share this powerful, insightful and just fun interview with our entire newsletter list.  Keith owns RE/MAX Elite in Little Rock, Conway, and Bryant, Arkansas, and RE/MAX Infinity in Overland Park, Kansas and was kind enough to share the strategies and tools he uses to knock it out of the park!

We loved every minute and know you will too!

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 offer!  Make any Profitable Recruiter Pro Membership part of your 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

 

Recruiting Rising or Fading Stars

An All-Star Strategy From Recruiter John ArquetteJohn Arquette

By Real Estate Recruiting Coach Judy LaDeur

We had a fantastic webinar a while back with New York broker and recruiter John Arquette, and I thought it was the perfect time to re-share one of his recruiting strategies.  John has such an amazing attitude and willingness to dive in and just do what it takes to build his team that we wanted to spotlight him as a standard-setter in our industry.

Here’s what he shared:

Q:  Thanks again John for an awesome webinar!  You’ve hired 7-8 new experienced agents in the first few months of the year – what’s made the difference?

A: We have hired 8 new agents after the conference. The two biggest differences are first, how we interview.  I use Judy’s 7-step plan which drills down to find hot buttons and preferences. The second this is we are more focused on prospecting. Make the calls and you will get appointments.

Q:  In terms of putting together your prospecting list for recruits you recently spoke about ‘rising stars’ and ‘fading stars’ and how you are using interns to help create those hit lists.  We thought that was a brilliant strategy – can you tell us more? 

A:  We use interns to scour the MLS and compare year over year production. When we identify either a rising or fading star we drill deeper by going back another year in the MLS, looking at Facebook and LinkedIn postings, doing a Google search all hoping to learn more about what is going on in this person’s life then we make a phone call and structure the conversation around what we have learned.

Q:  That’s just smart recruiting!  You’re using the Profitable Recruiter Monday Motivation eNewsletters now every week, and you’ve added a ‘What’s Happening Here’ email on Fridays.  So you are CONSISTENTLY positioned with your recruiting prospects. (A giant key to recruiting success!) Can you share with our readers how that’s impacted your recruiting efforts? 

A: I am surprised at how hungry the industry is for local news and statistics. The number of agents who come up to me at broker open house events and association functions to comment on the Monday Morning Wake Up and the Friday Update is incredible. This opens the door for a “getting to know each other” conversation which should lead to more, I hope!

Q:  I love the strategies you use with agents from an office from which you’ve hired another agent – can you tell us about that? 

A:  Once an agent is on board (we have an 8-step on-boarding process) we ask them who else we should reach out to at their old office. They have an insight I’ll never have and often we are able to arrange a few more meetings. We run huge welcome ads in the local paper telling the new recruits story and introducing them such as, “Meet Christina Closson – the newest member of our elite team.” This always get noticed. We take the ad and send out an email blast using Vertical Response and we mail copies to selected agents as well.

Q:  Great stuff John.  If readers have referrals in your area – what’s the best way for them to connect with you? 

A:  The best way to reach me is via email.

Profitable Recruiter Members — login to your accounts today to watch John’s awesome webinar on demand today.  His insights were on point!  Need help recruiting your own dream team?  Join The Profitable Recruiter and gain access to 7 hours of training via downloadable links, hundreds of recruiting letters and notes, emails, social media contents, webinars for recruiting and retention, and opportunities to network with the best of the best. Join today and take advantage of our special spring offer of 35% off with the promo code PLAN35 any pro membership.  

Webinar on Demand: Strategies for Today’s Recruiters

We had an awesome group this week for our end of the year webinar where we shared the top five things brokers should be doing right now to set themselves up for success in the new year. We also took a look at some of the best insights, tools, ideas and strategies that our guest speakers this year shared with us as well.  We hope you enjoy this webinar on demand.

Join us today and take advantage of our special offer of 40% off with the promo code HOLIDAY to any 6-month or annual pro membership.  That’s 40% 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 which covers:

  • interview skills
  • objection handling
  • phone calls
  • recruiting strategies
  • handling stalls
  • recruiting to specific personality types
  • and so much more…

What are you waiting for? Join today and save 40% — and add up to 10 managers on your account at no additional cost.  

Not sure if this is the right thing for your company?  Watch the video above to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  (Which is way better than dread – right?) We’re taking the guesswork out of recruiting for brokers — and they are loving it.  We can do the same for you! Questions?  Email us today.