Category Archives: How to Be a Profitable Recruiter

Put PAST Agents on Your Recruiting Hot List

Posted on by The Profitable Recruiter
01 Jan

Now is the Time for Action

By Real Estate Recruiting Coach Judy LaDeur

A lot has changed in the last couple of years. It feels like everything in some ways, doesn’t it? For many agents, this was a time to re-evaluate their entire career and the way they do business — and that includes where they hang their license.

Just as agents are finding tremendous success picking up the phone and contacting everyone in their sphere to reconnect, check-in, and ask how they can help — now is the perfect time for you, as brokers and recruiters, to do the same with the agents who have left your company over the past ten years.

For some of those agents who thought the “grass was greener” elsewhere?  Many have found out that it is just as hard to mow somewhere else.  That leaves an opportunity for you to open the door again and invite them to see what they’ve missed in their time away and what you are currently doing to help agents shorten learning curves, fire on all cylinders, effectively use technology and system tools to connect with clients and customers virtually — and what you are doing to support agents during this chaotic time.

Which of your good agents did you lose over the past 10 years? Do you want them back?  Pick up the phone and call them.  But first, give some thought to the qualities that the agent has, or a funny situation that occurred when they worked for you. Which sincere compliment can you give that agent? Why did they go to that firm? Are they missing out on brand awareness, resources, tools, training, technology or broker support? Maybe you’ve set up a new training system, or mentoring program, or added marketing tools?  Is your agent production through the roof?  Are they making more money than the average agent in your market?   We are in the midst of a strong and emerging market.  These are excellent times to build your office and increase your market share.  Ensure that you are a part of the celebration by working today to change your future in a positive way!

Next, reflect on the relationship – and genuinely make the first part of your call about checking in. Seeing how they are doing. Learning about what — if anything — they need or might be struggling with. Let them know that you care and that you are there. In that conversation – they might realize that now is the perfect time for them to “come home” — sometimes the PAST can be a great part of a new FUTURE.

Ready to dial up your recruiting, and position yourself to attract the agents you want sooner rather than later, join top brokers from around the nation who are members of www.TheProfitableRecruiter.com. You’ll get all the tools you need each month to position yourself as the broker to join when agents are ready to make a move. Fine-tuning your skills this season? All members get access to over SEVEN hours of training via downloadable links, including interview skills, scripts, objection handlers, and more. PLUS, you’ll have access to entire libraries of recruiting letters and notes, emails, social media content, training webinars for recruiting and retention, and opportunities to network with the best of the best.

Join today and take advantage of our special offer of  50% off with the promo code 50OFF any pro membership.  That’s 50% 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!

Make Those Calls!

Posted on by The Profitable Recruiter
11 Nov

A Recruiting Pep Talk

By Real Estate Recruiting Coach Judy LaDeur

Now, more than ever, making your phone calls should be your priority if your goal is to continuously build a great team. I do know that everyone has the best of intentions, and life happens. The world is crazy right now. There is so much distraction.  However, now is the best time to get a great return on your investment of time spent on the phone and getting those appointments booked!

If you don’t make your phone calls, you could miss out on some great recruits this season.  BEFORE everyone is in full winter mode – this may be a good time for agents who have not yet ramped up their business to make a move. That’s why we are seeing so many agents doing just that. I recently talked to one of my clients with a team of 12 managers that recruited 59 experienced agents in one month!  Their combined production is $189,000,000! What would a month like that do for your results? The only way to know is to get on those phones. Of course, marketing, promoting your results, and networking also plays an important role. Marketing, promotion, and networking should enhance your results when calling.   Would it be easier to make calls if you had just hired 59 top-producing agents in the past 30 days? Of course, it would, but it all starts with the call.

This time of the year, if you are not going to make the calls to book appointments, then hire someone who will.  Someone recently told me that they thought that making calls was right up there with flying on airplanes, going to the dentist, or having a spider crawl up your leg as the greatest fears to the Broker owners of the nation.  What are you afraid of? I have literally made thousands of phone calls, and I can count on one hand how many times someone has been rude to me.   If someone even thinks of taking a tone with me, I’m quick to remind them, “I just wanted to remind you the fact that I’m calling you is a compliment to you today.”  Usually, I’ll get a change of heart “I’m sorry, I appreciate your call; I was just…” Whatever their reason, stay on task and stay positioned.

One of the best movies I have ever seen that helped me with sales calls is the movie Boiler Room.  Ben Affleck plays the role of a recruiter for new sales reps in a finance firm.  While training a group, he tells them, “There is a sale made on every phone call; either you sell them to buy something, or they sell you why they can’t, but either way, a sale will be made.”  What a powerful reminder.  Keep Ben’s line in mind as you make your calls this month.  Set yourself up for success.  Plan your calls out ahead of time.  Know who you are calling before you get to work. Many of the top recruiters still use the “old school technique: which includes a notebook with the names and numbers of those they are going to call written out.  In the movie The Pursuit of Happyness, the true success story of Chris Gardner, this is the best example of discipline in phone prospecting I have ever seen.  Chris is limited in the time he can call prospects, so he doesn’t drink water, which saves trips to the bathroom, and he never hangs up the phone, which saves him eight minutes a day.  I’m not suggesting anything that extreme; however, have a plan before you arrive at the office tomorrow of who you will call and have their numbers handy.  This organized plan will hold you accountable for your success.

Bottom line? Fire up those phone lines and make the calls. There are six specific audio-training downloads that revolve around phone scripts and strategies in your Profitable Recruiter classroom.  The tools are right there at your fingertips – let us know if you need help accessing them!

Continue to learn how to be the master recruiting skills and be the broker to join your market. If recruiting is 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, and opportunities to network with the best of the best. Join today and take advantage of our special offer of 50% off with the promo code 50OFF for any pro membership.  

We’re taking the guesswork out of recruiting for brokers — and they love it.  We can do the same for you! Questions?  Email us today.  

Change Your Thoughts and Change Your Results

Posted on by The Profitable Recruiter
13 Oct

Recruiting Mindsets for Success

By Real Estate Recruiting Speaker and Coach Judy LaDeur

Recruiting remains the #1 challenge for most brokers and managers. Why? For many it feels overwhelming. Especially in today’s world of global distraction!

What can help? Keep it simple. Recruiting is just a process. It’s about building relationships, and being there when the time is right for an agent to make a move. It does not have to be stressful or even difficult. Here are a few reminders:

  • You can’t make someone move if they are not ready, which means they are not rejecting you.
  • Most agents need to like you and trust you to place their career in your hands.
  • What that means is that you should spend more time building the relationship and less time worrying about how to get them on board.
  • It’s just real estate! Combine the Art of Farming and staying in touch with your clients to build your system and stay positioned. When they are ready to move, it’s just like working with a buyer!

You can’t make anyone move until they are ready, but once they are ready, if they trust you they will work with you. What’s the secret to selling a home to a buyer in 1-2 showings? If you ask the right questions, understand that they are looking for and know where to find their home, it’s easy!

The same applies to recruiting.

Here are some tips that you can follow, as well, which should make it easier to get the agents you want.

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 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 that is 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 like to invite you to join our team!”.

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…”(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.

Recruiting is vital to your success and survival as a company. Start with a few small steps, and move forward from there. If you need help building relationships with the agents that you want, the absolute best tool in the industry to stay positioned is The Profitable Recruiter.  We’ve got the strategies, tools and training that make connecting with agents incredibly simple – and amazingly effective.  Our brokers tell us we’ve made recruiting fun again for them.  We tell them THAT’S THE GOAL!

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 of 50% off with the promo code 50OFF any pro membership.  That’s 45% 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. 

 

 

 

 

It’s NOT Just a Numbers Game

Posted on by The Profitable Recruiter
09 Oct

It’s a PEOPLE Project

by Real Estate Recruiting Coach and Speaker Judy LaDeur

Since the dawn of recruiting, we’ve all been told, “it’s a numbers game,” and “it’s a contact sport”.  While a portion of that is true – you do have to contact a number of people CONTINUOUSLY to recruit new agents and build your company, it’s not JUST about numbers – or contact.  It’s about PEOPLE.  And RELATIONSHIPS. Because that is the business you are in really.  Not real estate – but those hard working folks who list and sell every day that are people.  Getting to the heart of what makes them tick, what makes them successful, and what makes them think of you when it’s time to make a change is the biggest job you have.

So there are a three truths you should know…

  1. It’s not about the money.  Almost every time an agent leaves a current broker it doesn’t have anything to do with money.  It’s usually a lack of trust, a breakdown in the relationship, or a shift in culture in the company.  So keep this in mind – both for staying in touch with those you want to recruit – and maintaining a great relationship with those current agents you want to KEEP.
  2. Salespeople don’t like to be SOLD.  If every contact you make with the folks in your pipeline is about pitching them to move to your office, save yourself time and money now.  It won’t work. What does work is CONSISTENT interaction? Non-threatening, non-salesy interaction with something of value.  Something that makes them WANT to hear from you.
  3. It’s not about the first contact or the last.  It’s about showing up time and time again in a supportive and positive way.  Agents who are looking to make a move don’t go with the first broker that tried to recruit them or even the last – they go with the one who is rock-steady and always there.

Our brokers are loving the way we help them stay consistently in touch and build those relationships.  And our Monday Morning Wake Up Call eNewsletters are not only getting the job done for bringing on new recruits – but for helping their agents build their book of business too.  As motivational messages with a clear story to tell, valuable information to share, and inspiration that kick starts the week off right, it’s become a tool that allows brokers to stay in touch, share a real estate success strategy, and keep top-of-mind with both their recruiting prospects and their current team.  The side benefit?  Is the agents then share that message with their sphere and farm and your branding and positive impact on the market spreads.

Picture this:  Let’s just say, for easy math’s sake, you are a broker with 50 agents in your office.  (Multiply the math for your current numbers.)  You send your message every Monday to your current agents.  You deliver the agent version of the Monday newsletters (that we provide to our members) and invite them to tweak it, make it their own, and send it to their sphere and farm. If each of your agents has 200 in their sphere or farm, you’re then reaching 10,000 people each week (and helping your agents do the same.)  Add to that a recruiting hit list of 50 agents, and you invite them to also tweak and make it their own and share with THEIR sphere or farm. That’s 20,000 each week you are touching.  That’s going a long way towards making a serious impact on your market, your communities, and the agents who service it.

Will they all do it?  Of course not.  But will it stick with the ones who are eager to take the lead?  Absolutely.  Will it make a difference to those agents who are ready to make a move and wondering who to turn to in terms of a new company, culture, and broker relationship?  You bet it will.  Position yourself today to be THE broker to talk to in your market.  Actively. Consistently.  Positively.  Your bottom line will thank you for it.

The key to making recruiting easier – and even more fun is to dare to be different. To set yourself apart from your competitors.  Our members tell us that we make that so much simpler by providing the creative how-to’s each and every month so they can focus on getting face-to-face with new recruiting prospects.  Every month they can choose from new lumpy letters (for top rung recruits), seasonal letters (for B & C lists), and they stay positioned with all of their recruiting lists by using their Monday Morning Wake Up Call eNewsletters and social media tools. Then they use the training they get from the 7+ hours of audio training and 35+ webinars on-demand to feel confident, competent and ready for anything when they have that recruit on the phone or in an interview.  

You can too!  Join today and take advantage of our special offer of 50% off with the promo code 50OFF any 6-month or annual membership.   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.  

Creating Your Fall Recruiting Hit List (Don’t Wait)

Posted on by The Profitable Recruiter
09 Sep

Overcoming One of the Biggest Recruiting Hurdles Brokers Face

Hands down, one of the biggest obstacles brokers have to kick off their recruiting efforts is building the list.  It’s a little funny because most of these same brokers would be first in line to teach their AGENTS the importance of building THEIR list – their farming/prospecting pipeline.  In a time where competition is high, and recruiting isn’t a ‘should do’ but a ‘MUST do’ – it’s time for all brokers to ‘walk the same walk’ that they encourage their agents to walk.  In other words – build your list! And don’t wait until October to do it!

Here are three great places to start:

  1. Competitors:  List ten companies in your market that are at an equal or just below market share level comparatively to your office and identify the 5-10 agents you would most like to recruit from each and put them into your database.  Jot down any facts you know of these agents; the more information you have on the front end – the easier it is to identify their hot buttons during your marketing and, eventually, in your interview.
  2. Your Agents:  Some brokers find this a little tricky, but here’s a great approach for making that conversation easier. Here’s a sample dialogue for you:  “Hey Bill, I’d love for you to do me a favor.  Take out two of your business cards.  Now flip the first one over and write co-broke on the top for me.  Please share the name of an agent with who you really had a great co-broke experience within the last 90 days.   Awesome – now, flip the other card over and write One Desk on the top.  Now, if you don’t mind sharing  the name of the person who, if we ONLY had room for ONE AGENT in our market, you’d think would be a great fit for our office and you’d be proud to be associated with – who would that be?”  Then you can quickly discern who the top agent fits would be by comparing all the cards from your agents. Follow up with these agents is a very ‘warm’ recruiting call.  “Hi (name) – I asked my agents recently to let me know if we only had ONE desk, who their top choice in the market would be to fill it.  Your name came up seven times! I’m very impressed.  I’d love to make a little time for us to get to know each other better and discover how we might be able to make that happen!”  You won’t get all of them right away – but put those in your database as well – with an identifier as “co-broke” or “one desk” and stay in touch!
  3. Your local board:  The agents most likely to make a move fall into the 1-7 year category.  We’ve shared strategies and dialogues before for recruiting those 12-24 month agents that are usually great prospects.  Look at the top 200 agents in your market and find common denominators that would make them a good fit for your company.  A good rule of thumb is for every 100 agents on your prospecting list…10 should be top producers, 20-30 new agents, and everyone else should fall into that mid-range producer level.  The last group will have the most turnover and the highest potential for recruiting.  Put them all in your database with identifiers for the level they are at and their time in business – as well as any other information you can find.

Now, start marketing!  Connect with them all via your weekly eNewsletter.  Next, segment your top hit list (A-Group) and send lumpy letters to these top 25 or so per month.  Stay in touch, follow up, and be present in the marketplace.  Recruiting is all about POSITIONING yourself to be the broker agents WANT to call when they are ready to make a move!

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 50% on YOUR New Pro Membership with Promo Code: 50OFF.

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.  

Smart Strategy: Recruiting the Second Year Agent

Posted on by The Profitable Recruiter
recruiting-second-year-agents
14 Aug

Guidelines, Action Plans, & Dialogues

By Real Estate Recruiting Coach Judy LaDeurhandshake close Judy

Did you know that agents who have been in the business for 12-24 months are the easiest to hire?  Why? Most new agents do not know what to look for in a brokerage, but if they made the wrong choice, they usually make a move in their second year.  Since they are not settled into their office yet, they are not as loyal as those who have been in the same office for years. They are searching for a better option. So, why not give them one?

Here are some guidelines for hiring this type of agent, as well as the advantages to hiring them.

Hiring Guidelines:

  • You need to interview them carefully, since some of these agents should not be in real estate.
  • You need a coaching and/or mentoring program in place.
  • They need lots of education and training.
  • You need to hold them accountable.

Advantages:

  • The majority of all agents who go on to become top producers will make their first move within their first two years in the business.
  • This is the easiest way to get in front of a lot of agents to fine-tune your interview skills to be ready for recruiting season
  • If you get them early, you can keep them for life with the right support.
  • They are very loyal to you once you get them since you rescued their real estate career.

Action Plan:

  • Determine which agents in the marketplace have been in the real estate business for 24 months or less. You should be able to get that list from the state or board. If not, you have a little research to do.
  • Call using the dialog below.
  • Implement a program to welcome all new recruits in your area. You can follow the guidelines of my “Welcome New Agent” system, which is: send a letter to all new recruits to welcome them to the business, follow up with a phone call to introduce yourself, then follow up 3-4 months later to see how they are doing, Add the ones who are up and running to your hit list and build a relationship with them.
  • Implement a mentoring program.
  • Organize weekly coaching sessions.
  • Hold new and newer agents accountable for the first 90 days.
  • Gather statistics and testimonials from agents who join and do well with your company.
  • Someone needs to be responsible for a program. If it is not you, then you need to get someone to run it for you.
  • In the interview process, these agents need/are looking for: marketing support, a strong name in the marketplace, coaching, training, mentoring, business planning, and a proven way to build their business, as well as testimonials of others who have succeeded with your firm.

Dialog to get them in for the interview:

“Our records indicate that you are fairly new to the business. Is that correct? How long have you been in real estate? How is your real estate career progressing?”

“The reason for my call is: A NAR survey of top producers indicated that approximately 87% of all agents surveyed made their first move, their first year in real estate. Have you made your first move?”

If yes: “When did you make your move? Who did you start your career with? Because you have made your first move, statistically speaking, you’re on your way to becoming a top producer, so I would like to set up a time for you, and I should get together so we can start to build a relationship. Most agents will make 2-3 moves in their real estate career, so we would like to give you some info about (your company name) now so that when that time comes, you will know enough about us to know if we are a good option for you.”

If no: “Are you making the kind of money that you thought you would make when you got into the real estate business? What type of personalized coaching, mentoring, and training have you received?

If you knew that you could take your career to the next level and make the kind of money you hoped you could make by making a move to (your company name), would you make the move?  (If yes) Let’s get together and see if you can.”

Set an appointment to come in that day or the following day if possible. The sooner they come in, the better the results.  Don’t forget that the best time to call agents is 9:00-10:00 am at their home. Have fun and enjoy your results!

By the way – once you get them into the office for an interview and you feel like they are a great fit – don’t forget to try my signature “handshake close”.  It’s getting AMAZING results for my recruiting coaching members all over the world.  If you’re a Profitable Recruiter Member — login to your audio training and learn how it works!

Ready to dial up your recruiting, and position yourself to attract the agents you want sooner rather than later? Join top brokers from around the nation who are members of www.TheProfitableRecruiter.com. You’ll get all the tools you need each month to position yourself as the broker to join when agents are ready to make a move. Fine-tuning your skills this summer? All members get access to over SEVEN hours of training via downloadable links, including interview skills, scripts, objection handlers, and more. PLUS, you’ll have access to entire libraries of recruiting letters and notes, emails, social media content, training webinars for recruiting and retention, and opportunities to network with the best of the best.

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any pro membership. That’s 50% 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!

 

 

 

Why Use “Lumpy Letters” in Your Real Estate Recruiting?

Posted on by The Profitable Recruiter
14 Jul

Because They WORK!

tpr lumpy letters

Lumpy letters are a great way to get your correspondence to potential recruits OPENED, NOTICED, and TALKED about because they are different, stand out, and include something in the envelope that is bulky so it piques the curiosity of the agent and makes them want to OPEN it to see what’s inside. Each month, we deliver up new lumpy letter ideas for members to try. We get really creative with these, and brokers love them because they are fun to use, but even more so because they get RESULTS.  They are a great way to have agents buzzing about YOUR creativity, sharing that information with their fellow agents and helping you position yourself as the broker to call when they are ready to make a move!

Here’s how it works: 

Every month you get at least TWO or THREE lumpy letters to send to your recruiting hit list.  At the bottom of each letter, we share a link or suggestion for where you can purchase the ‘gift’ or token that you will send each month to your recruits.  The gifts are always inexpensive but are always creative, fun, and attention-capturing.

  1. Order the item, or head to a local store to acquire the number of gifts you want to send for the month.
  2. Get padded large mailing envelopes big enough for your item.
  3. Copy and paste your message onto letterhead or into a card.
  4. Create your list of the top 10-50 agents you’d like to connect with in the next 30 days.
  5. Address and mail to your VIP hit list.
  6. Follow up with a call to touch base, and use the fun lumpy letter as an ice-breaker for the conversation.

Staying positioned in the minds of the agents in a market is a critical priority for brokers looking to grow their team with the right people at the right time.  Lumpy Letters are a great way to help them do that.

Here’s an example: 

You have a lot to smile about …  

It’s so good to see agents who project so much positivity in our market. Agents just like you who are crushing it – hitting goals and setting new ones. Setting great examples for others. Being the best of the best for their clients.

This week, I just wanted to send you a little note to say everything you are doing is getting noticed in the best possible way. You inspire others, and I hope every day brings you something to smile about! I would love to sit down with you and discuss how we can take you as far as you want to go in this business (and maybe even further!)

I’m around if you need anything. Until then – keep smiling!

(Handwritten signature)

Broker Name  |  Company Name  |  Broker Phone   |  Broker eMail  |  Website

Use with:  https://www.4imprint.com/product/108463/Smiley-Adhesive-Notepad

Our Profitable Recruiter Members tell us this is some of the most enjoyable parts of recruiting. Picking out which lumpy letters to send each month and to who. They love the calls they get from agents, some laughing and appreciative, some genuinely grateful for the personalized attention and out-of-the-box ideas. They also love how it creates opportunities to stand out in a market as a broker who not only gets the job done – but appreciates the “little things” that differentiate and make people feel valued and special.

The key to making recruiting easier – and even more fun is to dare to be different. To set yourself apart from your competitors.  Our members tell us that we make that so much simpler by providing creative how-to’s every month so they can focus on getting face-to-face with new recruiting prospects.  Every month they can choose from new lumpy letters (for top rung recruits), seasonal letters (for B & C lists), and they stay positioned with all of their recruiting lists by using their Monday Morning Wake Up Call eNewsletters and social media tools. Then they use the training they get from the 7+ hours of audio training and 35+ webinars on demand to feel confident, competent and ready for anything when they have that recruit on the phone or in an interview.  

You can too!  Join today and take advantage of our special offer of 50% off with the promo code 50OFF any membership.  

Not sure if this is the right thing for your company?  Contact us today to learn why brokers of every company size 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.  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.  

One Quick Dialogue to Get You BACK on the Phones

Posted on by The Profitable Recruiter
Tap into our tech training at 11 Eastern and learn how to get the most from your classroom.
01 Jun

Say NO to Rejection

by Real Estate Recruiting Coach Judy LaDeur

Recruiting is still the lifeblood of this industry.  We all know that in order to make the hire we have to get an interview. To get the interview we have to get the appointment and in order to make the appointment, we have to make that darn call!  Easier said than done.

If you are currently reluctant to pick up the phone and make the call to breathe new life into your organization, commit to taking this approach:  The NO REJECTION dialogue. 

Start your dialogue with a compliment or a word of encouragement to get the “No Rejection”   rolling. Topics could include complimenting them on:

1)    Their personal website  (Of course, you need to view it to discuss it)

2)    Recent ads they are currently sponsoring (Especially since so many agents have cut back on their ads)

3)    Their average Days On Market for properties listed (Discuss pricing it right; controlling seller expectations)

4)     The percentage from List Price to Sale Price (Include CMA process and marketing strategies)

For the next 30 days, I want you to call, discuss something they will feel good about, compliment them, and close with this phrase. “Do you have anything special planned for the rest of the spring?” (Get their feedback.)  Continue with, “That sounds wonderful. I hope you have an opportunity to make lots of memories. It’s been a busy year for everyone, so take this time to relax, have fun and enjoy the things you enjoy doing. We are expecting another great quarter ahead in real estate and love to see some positive shifts to a more balanced market.  We look forward to working together with you in the future!”

Yes, you read it right. I did not ask you to close for an interview. By not closing, you will remove the rejection factor.  Be prepared for your prospect to be surprised.  Most important, remain sincere and transparent. In this competitive market, it’s more important than ever to build those relationships. Get back in touch with them in a few weeks, and then ask them to come for an interview.

This communication will build value in your organization while enriching your relationship with the prospect. Now, go ahead…make the call!

If you’re ready to give your team or organization a truly solid foundation —  put systems in place that position you to build the team you really want, or learn more strategies for working smarter, not harder; bookmark our blog and 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 50% off with the promo code 50OFF any membership.  That’s 50% 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!

4 Keys to Keep CHANGE from Creating VULNERABILITY

Posted on by The Profitable Recruiter
07 May

Recruiting Secrets to Stay AHEAD of the Competition

By Real Estate Recruiting Coach Judy LaDeur

Agents are, understandably, nervous about what market change and looming headlines mean for their businesses, and they are eager for the skills and tools they need to navigate an industry that has seen tremendous CHANGE, especially in the last year and a half.

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.

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 support them in their business better. 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, 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 the 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 August/September and December/January 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 always to 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 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 50% off with the promo code 50OFF any 6-MONTH or ANNUAL membership.  That’s 50% 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 50% — and add up to 10 managers on your account at no additional cost.  

Not sure if this is the right thing for your company?  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.  

 

Leading With Influence

Posted on by The Profitable Recruiter
19 Feb

Strategies to Grow a Stronger Team

By Real Estate Coach Judy LaDeur

There is a proverb that states, “He who thinks he can lead, but has no followers, is only taking a walk.”  Leadership is all about influence and developing the relationships that foster trust, security, connection – and the willingness to join you in your vision.

What are the qualities of a strong leader?

  1. Integrity: Total honesty and sincerity. Do you sincerely want your agents to be successful beyond their wildest dreams?  Are you genuinely happy for those earning more money than you?
  2. Lead by example: Being the person you want others to be. Are you prospecting daily to build your business? Do they see you interviewing daily? Are you building relationships in the marketplace?
  3. Trust: Do your people trust you?  Trust makes leadership possible. Steven Covey said it well, “The ability to establish, grow, extend, and restore trust is the key professional and personal competency of our time.”
  4. Respect: Leaders earn respect by making sound decisions, admitting their mistakes, and putting the needs of their followers and organization ahead of their own personal agenda.

Actions of great leaders:

  1. Start by just saying thank-you when they do something well. Praise is most effective when it is specific, sincere, and given as soon as possible after the desired behavior occurs.  Broker challenge: Sincerely thank one person each day for something.
  2. Send them notes for meeting their goals or for being on track. Challenge: Write three notes each week to an agent to affirm their progress if they are on track to hit their goals. Send them a small gift when they hit their goals each year.
  3. Great leaders take Mental Hygiene breaks!  Take time to refuel, and you will go a lot further. Take vacations without answering emails or business calls. If the day is going really bad, get away from the office and the business for a few hours. Spend 20 minutes meditating or just getting quiet in the middle of the day. Create a quiet room in your office. Studies show that 20 minutes of meditation in the middle of the day increased effectiveness in the workforce.  Challenge: Encourage meditation/ quiet time in the office and create a quiet room if possible.

Putting these strategies and processes in place help you fine tune your leadership skills and tune-in more to your agents and even your recruiting prospects. And that? Creates influence. Builds trust. Nurtures relationships.  Take these challenges to heart for the next six weeks and see how they create change in yourself and your team dynamics. Good luck, and happy recruiting!

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!  Make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 50% off with the promo code 50OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 50% 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?