How Not to Get Raided by Your Competition

And Stay on the Winning Side of the Agent Tug of WarBusinessman in tug of war concept

By Real Estate Recruiting Coach Judy LaDeur

Recruiting competition has skyrocketed. And during this time of great chaos and change – there can be even more vulnerability. Right now, agents are edgy and unsure about what all the industry change means to them, and they are looking to you to help them navigate it all.

My research has shown that if you consistently show your agents that they are valued and appreciated on a regular basis, and they know that they, and their needs, are your priority — you probably don’t have much to worry about. If not – let’s examine why an office becomes vulnerable.

Change is the #1 reason for vulnerability. When you implement change, a certain number of agents will be unhappy with the change, and therefore you could lose a few. In addition, if you lose a good agent, you can easily lose another one in the next 10 days. You could be in trouble if you lose 2-3 agents in a few weeks.  Why? The grass always looks greener on the other side… (But most agents forget that it is just as tough to mow!) You are most vulnerable if you lose an emotional agent. They usually leave if they are hurt or angry. Unfortunately, they will want their friends to follow them. You must always take proactive steps when an emotional agent leaves. You should have a one-on-one meeting with the agent who is leaving. If you can not correct the problem or convince them to stay, let them know that they are always welcome if they want to return. Keep it businesslike and professional. Do not get angry with them. You would not believe some of the stories that I hear, such as the managers who threw an agent’s belongings into the parking lot while demanding that they leave in front of their peers.

Next, have one-on-one meetings with their close friends and get their feedback on why the agent left. Ask how you can create a more favorable environment for the agents who are there. If the agent who left insists on calling your other agents, confront the agent who left. Let them know that you supported their decision to leave, but you are hurt that they would intentionally try to harm or disrupt your office. Emotional agents usually back off if confronted.

Also, you need to remember that about 70% of all agents are emotional in nature, so they make emotional decisions. For example, If you do something that they feel hurts them emotionally or betrays their trust, you can lose them. You can also lose them by not giving them the recognition they feel they deserve. The bottom line is this: If they are hurt, they might leave. The good news is that they usually do not leave for money.  They will say it is for more money, but that is rarely the case. Most agents do not worry about the money. They know that if they are happy, the money will be there. Here are a few tips:

With regard to change: It would be impossible to implement a change and have everyone happy with that change. When implementing change, try to involve your agents whenever possible.

Location: If you are changing locations, ask a few of your agents to help you locate a new location, then go out with them to scout out the options.  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.

Compensation: If you are changing compensation, or implementing a new fee, try to time that change with the implementation of a new service. Such as: We are implementing a transaction fee of (dollar amount) but you will no longer be charged for (service). You can also “grandfather” the existing agents when you are changing the compensation.  Or, you can grandfather all agents whose production is above a certain amount. You could say, “If you are generating GCC of $90,000.00, you will be grandfathered with regard to the new changes.” You can also grandfather agents who have been with the company a long time.  For example, you can say, “If you have been with our firm for 10 years, or your production is (dollar amount), you will not be subject to the new changes.” Keep in mind that emotional agents will leave, not because of the money, but because they are hurt that after so many years, or at their level of production, that you would take money out of their pocket.

Management:  A management change is also risky. 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 could be vulnerable if you put a logical manager in that office. Better to use an interim manager, or yourself, while they go through their mourning period over the loss of a manager they liked.  If you can keep the personality the same, that’s the best option.

My research has shown that 70% of agents are emotional in nature. What that means is that they need to feel appreciated, they need to like you, and also believe that you like them.  The competition is always “courting” the good agents. They enjoy the attention, but they like you best. If you suddenly get angry at them for talking to the competitor, you could lose them. When I knew that my agents were going to lunch with the competition, I would always say, “If you are not getting at least one call, letter, or invitation each week from my competitors, then you need to look at your production. The best agents are always being courted!” I would then ask them where they were going to lunch. If it was not an expensive place, I would say, “Are you kidding? You are one of my best agents! Call them back and tell them to meet you at (fine restaurant name).  Order something expensive! You’re worth it.”  I knew that if I worried about them going to lunch, or became defensive or angry, I was far more likely to lose them.

Bottom Line: I have discovered over the years that what it takes to get them is what it takes to keep them. They just want to be appreciated and know that you care about them, and their success.

Start today by sending three notes a week to your agents. Think of something nice to say about them and let them know who 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.  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 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!  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.

Recruiting: Are You a Farmer or a Hunter?

real-estate-recruiting-farming-and-hunting

Savvy Brokers Know the Difference

By Real Estate Recruiting Coach Judy LaDeur

Every broker or recruiter naturally falls into one category or the other:  Farmer or Hunter.  They are completely different ways of approaching recruiting.  Most brokers, just like most agents, are farmers.

Farming is the art of developing relationships with a specific group of individuals, educating them about why they should want to work with you, and being positioned when the time is right for that person to make a change.  A broker or agent who farms assumes, just like a farmer, that if they prepare the soil, plant the seeds, water the crops, and take care of the crops until harvest time, there will be a bountiful crop so the farmer will be able to eat and also feed his or her family.   Farming is a passive form of prospecting.

Some facts about farming are:

a)     Requires patience/waiting

b)     Takes 6-12 months to fill the pipeline

c)      Emotional agents need a relationship with you, so it works with most agents

d)     Education and information are consistently sent out to gain trust

e)     The goal is to stay positioned, educate them, to gain their trust so that when the time is right, the agent will join your team, or you will harvest your crop

Hunting is the art of full engagement. Going after the target, not waiting for it to come to you! The hunter assumes that he/she is not actively pursuing the target that they will not eat.  Think of the lion. The lion does not sit in the meadow, just waiting for his prey to appear. The lion tracks their prey and pounces on it when the opportunity presents itself.   A Hunter also looks for prey, stalks it, and pounces when they are not paying attention.  A hunter does not assume that the food will appear on their table. The hunter believes that if it is not out there hunting all the time, it might starve.  The hunter’s actions are assertive or aggressive forms of prospecting.

Here are some facts about hunting:

a)     It is a numbers game. Lots of contacts/ fast results

b)     Every day, someone is unhappy; the goal is to find that person each day, which means “who is vulnerable?”

c)      When agents are unhappy or unproductive, they want solutions and results more than they need a relationship

d)     You have more control over the numbers

e)     Instant gratification

Both are important for long-term success. However, hunting is the key to survival in this market for you and your agents.

Here are some Farming activities:

a)     Mailings to educate them about your company and to build the relationship

b)     Having coffee to build the relationship

c)     Invite them to company events

d)     Personal notes

e)     Calls, just to say ‘Hi’

f)      Social media interaction/comments

Here are some Hunting activities:

a)     Target Struggling agents

b)     Target New Agents who are in school or just licensed

c)     Target Logical agents from their photos

d)     Target agents who fit the company profile from their website/social media.

e)     Sending mass mailings/media/ email etc., playing the numbers game

f)      Using social media to place ads and target specific groups via Linked In and FB.

g)     Placing ads on the internet

h)     Career nights

i)      Approaching salespeople in other professions and suggesting a real estate career.

If you HAD to hire ten agents in the next 30 days or shut down your office, where would you look for them, and what would you do?  That is how the hunter thinks at all times!

The GOOD news is that most of you planted a crop over the last few months and nurtured it until now, so you can harvest your crop and go hunting…because it is hunting season!

Hunting season is the time of year when agents are most vulnerable. They are vulnerable for a variety of reasons:

  1. Inventory is low
  2. Many agents took some time off during the holidays and aren’t fully up and running to build momentum for the new year
  3. They are just going into the first quarter, and many are not happy with last year’s production
  4. The market is changing – leaving many agents fearful of what that means for them

Even farmers should go out and take advantage of the opportunities that hunting season brings to their tables, and they do!

Which method of hunting do you want to focus on?

1. Struggling agents

2.  New Agents

3.  Logical agents

4.  Career night seminars

5.  Cold calling

6.  Marketing to the masses

Here’s to your successful recruiting season! Remember, consistency is key! Good luck!

The Profitable Recruiter can help you with BOTH your FARMING and HUNTING techniques!  Learn more here. 

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

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with fewer headaches and more results – consider joining The Profitable Recruiter today.  Make any Profitable Recruiter Membership part of your 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 – 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! 

 

Questions Open Doors in the Interview

Hiring the Agents You Really Want

By Real Estate Recruiting Coach Judy LaDeur

I was asked, “What is the most important thing that you need to do to be successful in recruiting?” My response, without hesitation, was “Asking the right questions”.  In every step of the recruiting process, asking questions, and asking the right questions is the key to success. Let’s look at each step of the process:

  • Phone Calls: When you are making your calls, remember that you should not do all the talking. Tell them why you are calling, then ask questions. Ask them what they know about your company, how their career is progressing, what they would want in a company if they were to make a change. Learn as much as possible about that agent. Remember, if they are emotional, the more they talk, the better you are doing.
  • The Interview: Before you begin to tell them what your company has to offer, you must first ask questions to determine what they are looking for, what they are unhappy about, what they would want if they were to make a move, etc. The more effective you are at asking the right questions, the more likely you are to present the right systems.
  • The Presentation: While presenting your systems, the interaction between you and the agent is critical. If you are the only one talking, chances are that they will start to tune you out. Keep them engaged in the interview by asking them questions and getting their feedback as you present your systems. Again, if the agent is emotional, the more they talk, the better you are doing. 70% of all sales agents are emotional by nature. If you keep them engaged in the conversation, you will have a much better chance of hiring them that day!
  • The Close: The close is a statement designed to have them take action and commit to joining your team. When they have concerns, they will throw out stalls and objections. This is when questions are very important. Don’t try to overcome the objection right away, but instead, follow the 5-step objection handling process. By asking questions about their concerns, you can usually discover the best solution for that objection. When you have the best solution to the problem, ask a question to tie it down. “If I can solve (the problem), is there anything else that would keep you from saying yes today?” If that is the only problem, solve it!

We all know that Einstein was a genius.  What you might not know is a famous quote that says it all when it comes to asking questions. Albert Einstein said: “If I had an hour to solve a problem, and my life depended on the right answer, I would spend the first 55 minutes determining the right questions to ask!”  When a recruit is sitting in front of you, you have one hour to solve the problem of “What would it take?” When you take the time to ask the right questions, everything gets easier!

Having the right systems and strategies in place year-round takes some of the guess-work out of your success.  We are happy to be a resource to help you stay in touch month-after-month, 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 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 70 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today

Everything You Need to Recruit the Agents You Want in 2024

It’s Never Been MORE Important to have Systems in PLACE.

Real estate recruiting speaker and coach Judy LaDeur has worked with thousands of brokers over the past 30 years and has fine-tuned the art of successful recruiting.  Recruiting is essential to succeeding in today’s market. However, there are very few brokers who actually take the time to learn about recruiting and make it a priority. The truth is that a lot of brokers struggle. They struggle simply because they don’t understand recruiting. But the good news is that recruiting doesn’t have to be confusing or overwhelming! These are not complicated systems or techniques.

Judy started out as a highly successful REALTOR®. She figured out how to leverage the skills she already had to become a master recruiter. Now she will teach you how to do the same. In Judy’s systems, you’ll learn the tools necessary to increase your market position $50-100 million dollars, every single year. It all starts with simply recruiting two experienced agents per month. We’ll assume that these newly recruited agents are doing about $2.5 million in production each. That’s $5 million added to your bottom line each month, but more importantly, you are pulling $5 million from your competitor every month as well. That means in just 30 days; you would be 10 million dollars stronger in the marketplace. Or 120 million dollars stronger in just one year. What would that mean for your business? Would it make it easier to recruit the agents you want? When you increase your market position something very different happens…that “something” you’ve been trying to obtain all along. All of a sudden, your company has more signs in the market, and your agents get more calls. Your competition’s market presence suddenly drops – they have less signs and their agents get fewer calls. Your original group reaps the benefits of the bonus calls and the new activity, and each agent does a few more transactions every year.

Using the secrets that the top brokers in the nation already know, any company can bring in at least twenty-four producers every single year.

You already have 80% of the skills and talent that you need to be a dynamite recruiter. With the right strategies you can have agents lining up at your doors begging to work for you.  Recruiting is your one-way ticket to success. You will have the power to stop your attrition, increase your production and increase your market position. These are proven systems that you can use. Dominate your market by leveraging the power of recruiting!

It is very important to keep in mind that much of recruiting is timing. You must be patient. Send them information on a regular basis to educate them on who you are and what you can do. Then, when the time is right, that person thinks of you. It’s much like “farming your area” as a sales agent. The perfect way to stay in touch and be positioned when the time is right is to register today for The Profitable Recruiter Marketing Platform. You will receive motivational emails each week that your prospects will love. You’ll also have access to a library of letters, phone scripts, notes, social media content, and master-class webinars for recruiters — even webinars for your agents and prospects to attend.  All of this and more positions you to CONSISTENTLY get face to face with the agents YOU want to RECRUIT when they are ready.

How do I conduct the recruiting interview?

The key to the recruiting interview is…stay focused on them. It’s all about the agent. You must stay focused on them! In her advanced training audio system, Judy takes brokers through the 7-step process and teaches them how to know what the recruit wants, what to present and how to present your company and your systems in a way that builds value. When you hire on value, you do not have to “buy them” or compete on money. Judy will not only teach you how to conduct the interview, but you will hear Judy role-play the entire process with a broker. Every presentation must be customized to meet their needs.

How do I overcome stalls/objections from the agent?

The ability to overcome the stalls and objections that agents are giving you is one of the keys to a successful interview. However, we have found that the better your presentation skills, the fewer the stalls and objections. Brokers and recruiters who follow this process will hire an average of 70-80% of the agents that they interview that day, or they will get a commitment that day if the timing is right. It just goes back to making sure that you are not dragging people in off the streets who are not interested in joining your company and that you maintain that contact until the timing is right.

Every pro member of The Profitable Recruiter can now access Judy’s Profitable Recruiter Audio Training System (a $297 value). In this audio training package, you’ll have more than SEVEN HOURS of recruiting tools, scripts, dialogues, role-playing, and foundation builders.  In her Profitable Recruiter Membership Platform, you’ll have weekly eNewsletters, recruiting letters, lumpy letters, retention tools, social media tools, a full library of webinars on demand (for you and your agents), and new scripts monthly as well.  This power-packed duo of recruiting tools is literally everything you need to recruit the team of your dreams, but this offer won’t be on the table for long.

Register today for the six-month or one-year Profitable Recruiter pro memberships, using Promo Code 50OFF and save 50% off your memberships, and start using Judy’s incredible training tools right away. 

Got questions?  Email us for answers!  Good luck and happy Recruiting! 

Are You Communicating Your Real Value?

real estate recruiting, communicating value

In today’s market, simply offering “good stuff” isn’t enough to attract top agents. While most companies boast excellent tools and opportunities for agents to thrive financially, these alone won’t guarantee effective recruitment. The key lies in demonstrating the tangible value of your services. Without clear evidence of this value, agents may remain skeptical, rendering your value proposition ineffective. Utilizing concrete data such as studies, testimonials, and actual results strengthens your case and underscores the real impact of your offerings.

One of the most effective methods to showcase value is through agent testimonials. By letting agents share their success stories, you shift the burden of proof away from yourself. These testimonials inherently validate your services, making your job easier during the recruitment process.

However, articulating your value begins well before the interview stage.

Building trust and relationships with potential recruits through thoughtful engagement lays the groundwork for a smoother recruitment process. Leveraging social media and strategic marketing, such as “Just Hired” announcements, can pique interest and showcase your team’s accomplishments. Regular communication, whether through phone calls or other channels, also plays a crucial role in discussing and reinforcing your company’s value.

This moment is also opportune for reevaluating your value proposition. Remember, your value proposition extends beyond tools and systems; it encapsulates the overall benefit and impact of your services in exchange for an agent’s effort or investment. Your proposition should not only highlight these benefits but also provide compelling evidence of their effectiveness.

In today’s competitive market, identifying what sets you apart from competitors is crucial. Ask yourself:

  • What unique advantages do you offer over other brokers?
  • What innovative practices or services do you provide?
  • How do your systems and tools help agents maximize their earnings?
  • What enhancements do you bring to your agents’ work environment?
  • What tangible results have agents achieved a year after joining your team?

Once you’ve pinpointed these unique selling points, tailor your presentation to address the specific needs and desires of potential recruits. Use a structured approach:

  1. Reiterate their needs as identified during the questioning phase.
  2. Present a solution or tool that addresses those needs.
  3. Reinforce your solution with visual aids and testimonials to demonstrate real-world results.

By adopting this focused and evidence-based approach, you’ll not only reinforce your value proposition but also significantly enhance your recruitment efforts in a changing real estate market.

Recruiting is about staying top of mind. The more contacts you make CONSISTENTLY, the more recruits you will have. Need help? Join The Profitable Recruiter.

In addition to the weekly emails, the recruiting platform is loaded with scripts, lumpy letters, seasonal letters, notes, social media content, and various other recruiting tools each month. We also have seven and a half hours of intense recruiting training and articles with some of the top brokers in the country and industry experts sharing their tips for success on our blog. Check it out at www.TheProfitableRecruiter.com

Join today and take advantage of our special offer of 50% off with the promo code 50OFF for any 6-month or annual membership.  It includes up to 10 manager seats per 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! In addition, you can add up to TEN managers for each membership. Questions? Contact us today at 813-957-2989. 

7 Steady Strategies for Today’s Real Estate Recruiters

7 Strategies for Real Estate Recruiters

Real estate recruiters face the constant challenge of attracting and retaining top talent in a highly competitive market. To stay top of mind with their prospective agents, recruiters need to implement effective strategies that build positive relationships and foster growth. In this article, we’ll explore seven things that real estate recruiters should be doing right now to stay top of mind with their prospective agents.

  1. Regular Communication: Recruiters should be regularly communicating with their prospective agents through email, phone calls, and other messaging channels to provide updates on market trends, new properties, and industry news.
  2. Personalized Outreach: Recruiters should customize their outreach to each prospective agent based on their interests, background, and experience. This can include sending personalized messages or inviting them to industry events or networking opportunities.
  3. Social Media Presence: Real estate recruiters should have a strong social media presence across multiple platforms like LinkedIn, Twitter, and Facebook. This will help them reach a wider audience of prospective agents and share relevant content.
  4. Offer Training and Development: Recruiters should offer training and development opportunities to help prospective agents improve their skills and knowledge of the real estate industry. This can include webinars, seminars, or workshops.
  5. Be Responsive: Recruiters should be responsive to prospective agents’ questions and concerns. This shows that the recruiter values their time and is committed to building a positive relationship.
  6. Show Recognition and Appreciation: Recruiters should show recognition and appreciation to prospective agents who demonstrate exceptional performance or potential. This can be done through public recognition, incentives, or bonuses.
  7. Create a Positive Culture: Finally, recruiters should create a positive culture that fosters teamwork, collaboration, and support. This will attract and retain top talent and help build a successful team.

Lastly, real estate recruiters need to stay proactive and innovative in their efforts to attract and retain top talent. By implementing the seven strategies outlined in this article, recruiters can build positive relationships, provide value, and create a culture of support and growth. By staying top of mind with their prospective agents, recruiters can build a successful team that delivers exceptional service and results in the competitive world of real estate.

Recruiting is about staying top of mind. The more contacts you make CONSISTENTLY, the more recruits you will have. Need help? Join The Profitable Recruiter.

In addition to the weekly emails, the recruiting platform is loaded with scripts, lumpy letters, seasonal letters, notes, social media content, and various other recruiting tools each month. We also have seven and a half hours of intense recruiting training and articles with some of the top brokers in the country and industry experts sharing their tips for success on our blog. Check it out at www.TheProfitableRecruiter.com

Join today and take advantage of our special offer of 50% off with the promo code 50OFF for any 6-month or annual membership.  It includes up to 10 manager seats per 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! In addition, you can add up to TEN managers for each membership. Questions? Contact us today at 813-957-2989. 

Put PAST Agents on Your Recruiting Hot List

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!

Get a Step Ahead of the Competition

Refocus on Recruiting Now

By Judy LaDeur

If you’ve been biding your time to kick your recruiting into high gear, it might be time to re-think your game. Put systems in place NOW to attract, connect, and engage with the recruits you want, and you’ll be the broker to beat in this competitive market.

Here are five guidelines for recruiting the experienced agents that you want:

#1: Remember that it is not what you do that makes the agent move; it is what their broker or company does or does not do that makes them move or motivates them to look at their options. It is what you do between now and then that causes them to call you when that day comes. That is why it is so important to keep your mailings going out on a regular basis. You never know when something will happen to make them unhappy. With regard to your mailings, keep in mind that your marketing pieces are designed to educate them as to what your company has to offer.

#2: Your marketing pieces should also create curiosity and desire to know more about your company, your results, and your systems.  Testimonial letters from your agents make great recruiting letters. Do not try to sell them the entire company in just one letter. Each letter should focus on one unique thing about your company and should show the benefit to the agent, as well as the results that your agents have had by utilizing that system. Your marketing pieces should appeal to the emotional agents as well as the logical agents. Emotional agents like things that are cute, fun, humorous, and emotional in content. They also relate to success stories about other agents. Logical agents like their letters to be factual, business-like, and to the point.  You should alternate between emotional and logical letters so that you are relating to everyone. You should have a marketing piece that goes out one time every two weeks. The marketing piece can be a letter, postcard, email, company newsletter, or anything that educates the agents in the marketplace about what you have to offer. Look to your Lumpy Letters and seasonal letters in your system for done-for-you pieces.

#3: If your results are slowing down, look at your hit list. With new agents coming into the real estate business every day, your hit list should constantly be updated. At least 30%-40% of your names should be agents who have been in the business for less than one year. Statistics show that most successful agents make their first move during their first year in the business. I believe that is because they do not know what to look for in a company when they are newly licensed, but the good ones learn quickly who the best companies are for them. Those same studies show that most agents are with three companies in their real estate careers and stay with the second company for an average of 7-9 years. That is when they are building their career. So, if you do not get them before their first move, you may be waiting a while. The majority of the agents on your list should be agents who sell an “average amount of real estate for your area.”  Averages vary quite a bit, but usually, an average agent is someone who sells 1-3 million per year. An average producer is usually more willing to look at their options somewhere else. You should have 30%-40% of your hit list as average producers.

#4: You must follow up on your letters with phone calls. If you make the calls, the agents will come in. I recently held a class on developing phone skills with managers who did not regularly call the agents in their area. In just two hours of calling for appointments, the managers booked over 50 appointments. The challenge these days is finding the agents and not getting the appointment. For this reason, I recommend that you call the agents in the morning. You should talk to at least three agents per day to keep your pipeline full.

#5: In addition to sending out letters and making phone calls, you should do whatever possible to stay face-to-face with the agents in your marketplace. That includes Open Houses, Broker Tour and Luncheons, Broker and Realtor Functions, invites to special events that your company is holding, or just stepping out of your office and saying “Hello” when an agent stops in for a key.

Remember that recruiting is a contact sport. The more contacts you make, the more recruits you will have. Need help? Join The Profitable Recruiter.

In addition to the weekly emails, the recruiting platform is loaded with scripts, lumpy letters, seasonal letters, notes, social media content, and various other recruiting tools each month. We also have seven and a half hours of intense recruiting training and articles with some of the top brokers in the country and industry experts sharing their tips for success on our blog. Check it out at www.TheProfitableRecruiter.com

Join today and take advantage of our special offer of 50% off with the promo code 50OFF for any 6-month or annual membership.  It includes up to 10 manager seats per 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! In addition, you can add up to TEN managers for each membership. Questions? Contact us today at 813-957-2989. 

 

Leading Through Change in the Real Estate Industry

NAR LAWSUIT LEADERSHIP

In the wake of the recent National Association of Realtors (NAR) commission lawsuits and the striking 1.8 billion dollar verdict, the real estate industry is facing a critical juncture. As a real estate coach, I address this to all real estate leaders: this is not a time for panic, but rather a pivotal moment for decisive action.

Embrace Change, Don’t Resist It

The current legal developments are not mere bumps in the road; they signify a seismic shift in our industry. While it’s understandable to feel unsettled, we must remember that change is the only constant. The leaders who will thrive are those who accept this reality and adapt accordingly.

Develop New Skills Among Agents

In response to these changes, there is an urgent need for agents to develop new communication and negotiation skills. The traditional methods may no longer be as effective in this new landscape. Leaders should focus on equipping their agents with innovative tools and techniques for client interaction and deal-making.

Proactive Leadership vs. Reactive Waiting

Many leaders are adopting a ‘sit and wait’ approach, hoping for favorable outcomes from appeals and legal proceedings. However, this passive stance could be detrimental. The industry is evolving rapidly, and waiting could mean missing out on the opportunity to be at the forefront of this evolution.

Lead by Example

As leaders, you have the power to set the tone for your organization. By taking proactive steps now, you’re not only preparing your business for the changes but also demonstrating a commitment to staying ahead of the curve. This attitude can inspire confidence and resilience in your agents.

Invest in Training and Development

Investing in comprehensive training programs for your agents is crucial. These programs should not only cover the technical aspects of real estate transactions but also focus on soft skills like communication, empathy, and ethical negotiation practices.

Foster a Culture of Innovation

Encourage a culture where innovation is valued. This involves being open to new ideas, whether they pertain to marketing strategies, client engagement, or transaction processes. A dynamic and innovative culture can be a significant differentiator in a changing market.

This recent NAR commission lawsuits and the 1.8 billion dollar verdict are wake-up calls for our industry. Leaders must now step up and guide their teams through these uncharted waters. By focusing on skill development, embracing change, and fostering innovation, you can ensure that your organization not only survives but thrives in this new era. Let’s not wait for the future to shape us – instead, let’s shape our future. Let us know how we can help.

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Make Those Calls!

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.