The Real VALUE in Focused Recruiting

Posted on July 21, 2016July 21, 2016 by The Profitable Recruiter

21 Jul

Start With the Math!

by Real Estate Recruiting Coach Judy LaDeur

Sometimes it’s tough to get brokers to see the value in staying focused on their recruiting efforts. I get it. You wear a lot of hats every day and it is work. That’s when I usually break out a little math that helps illustrate my point. Here goes: If you were to recruit a two million dollar producer away from your competition – you’d gain $2 million in market share. At the same time you decrease your competitor’s market share by $2,000,000. That’s a $4,000.000 market position increase for you for each agent you recruit!

Now it’s getting exciting right? So if you recruit two agents per month for 12 months, that’s an additional 24 agents, with a $48 million market share increase and $98 million stronger position in your marketplace.

If you were $98 million stronger in your marketplace one year from today would it help your agents do more business? Would it help you with retention? Would it be easier to recruit? YOU BET!

By staying focused, every broker should be able to recruit an average of 24 experienced agents per year or more — depending on your current size. Ironically, as you become stronger in your marketplace, the strong producers will naturally seek you out because they want to be with the best.

Let’s work the problem out backwards. We’ve always been taught that even though objection handling and closing skills are critical, if the prospect isn’t sold (due to a poor presentation) no close in the world will help. So, closing skills are important, but ONLY if your presentation is effective.

How do we perfect the presentation process? With training and lots of practice. (Remember that old saying – “How do you get to Carnegie Hall? PRACTICE!” Your attitude needs to be “We don’t need them all – we just need the BEST!”)

It’s hard to accomplish your recruiting goals when only one agent per month walks through the door! But when you have lots of prospects, you can be more selective. So, get lots of practice, AND build your confidence through proven systems.

How do you get in front of lots of candidates? By PROSPECTING. It’s not a bad word, we promise! There are hundreds of good prospecting systems and ideas being implemented by brokers all over the globe. The key is to find what works for YOU and YOUR ORGANIZATION.

Do you want to learn more about staying FOCUSED and building a successful, growing office? 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.

Take advantage of our special offer! Make any Profitable Recruiter Pro Membership part of your end of the year plan, and take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost! That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more! What are you waiting for? Register today!

The Most Important Ingredient

Posted on July 7, 2016 by The Profitable Recruiter

07 Jul

Attracting the Agents You Want in Today’s Market

By Judy LaDeur

What is the secret to attracting the agents that you want in today’s market? Preparation is the most important ingredient. Most brokers tell me that they do not spend time preparing for the interview. They just show up at their office in time to conduct the appointment. Not taking the time to prepare for the interview is a lot like showing up for a listing appointment unprepared. When you take the time to do your research, you will be better prepared for certain objections, know which tools and systems to present, understand how they make their decisions and what’s important to that agent.

I always suggest spending 15-30 minutes preparing for the interview. Some things to do are:

Google the agent to see what you can discover about them
Go to their Facebook page to see what is happening in their life at this time
Look them up on Linked In. What are they saying? Are there testimonials?
What do you know about their company?
What do you know about the agent?
Have they sold any of your listings? Who did they work with?
What is their behavior pattern?
Based on their behavior pattern, what tools or systems are they most likely to want?
Check MLS records to see what their production was the past 12 months.
What is their company’s policy with regard to listings being released?
What will be the best questions to ask this agent, based on what you have discovered?

Whenever a broker or recruiter takes the time to be prepared for the interview, they will always have a better outcome.

You would never show up for a listing appointment or buyer without the proper preparation.

NAR has shown that an agent will stay with your firm for an average of 7 years. If your profit per agent is just $10,000 per year, that agent represents $70,000 to you. Since most interviews last about an hour, that means that the return on your one-hour investment is $70,000, if you know what to do and what to say when that agent comes in to meet with you. It seems like a good investment to me!

Take advantage of our special offer! Make any Profitable Recruiter Pro Membership part of your business plan, and take 30% off with the promo code 30OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost! That’s 30% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more! What are you waiting for? Register today!

CULTURE: What It Is and Why It Matters

Posted on June 16, 2016June 16, 2016 by The Profitable Recruiter

16 Jun

Evaluating the Health of Your Company

By Real Estate Recruiting Coach Judy LaDeur

Whenever we evaluate the relative health of a company, the first element we examine is the company’s culture. Cultural strength may well be the most critical factor in a company’s success.

What is culture? A company’s culture refers to how well the members of an organization agree about the importance of shared values. In simple terms, it’s “the way things are done”. Yet, culture is often overlooked or dismissed as “fluff”. Subsequently, in many companies, culture is derived accidentally, verses by design.

Culture is everything we do, including the way we answer the phone, greet clients, resolve disputes, communicate, dress, and process information. It’s also our performance standards, the appearance of our offices and yard signs, our marketing message, and the perceived image of the agents. Culture should be created by a specific set of core values, and implemented on a daily basis. Do you view the growth of your agents as the pathway to increasing your profit? Ultimately, culture is how well a company collectively “walks the talk”—not simply an eloquent mission statement in the foyer.

Why does culture matter? There is overwhelming evidence that companies that intentionally develop and manage their cultures outperform similar companies that don’t and by a wide margin! Real estate companies with strong cultures attract more clients, have a higher percentage of repeat and referral business, attract and retain the most productive salespeople, and have the most positive environments. You can literally feel it when you walk in the door.

What does a strong culture look like?

An atmosphere of trust, transparency, and fairness permeating the organization.
A prevailing sense that the whole of the company is important to all.
A commitment to continuous improvement.

What is the leader’s role? There is no more important job for leadership than to develop, articulate and model an intentional culture. Ultimately, every culture and sub-culture in any organization is a reflection of its leader. Changing culture is complex. The process can begin by identifying:

3 values that are important to you, the leader
3 values that are important to your team: agents and support staff
3 values that are important to your clients
3 values that are important to the success of your brokerage

Once you have identified the shared core values, you should begin developing a comprehensive plan for implementing those core values in everything you do. Are you recruiting agents who support your values? Do your clients know your core values and how that benefits them? Does every member of your team adhere to those values on a daily basis? It does not happen overnight, but you can start today to build your office of tomorrow.

A great tool to get your message to your potential recruits and your clients is our Profitable Recruiter Motivational messages. We create a motivational message each week for you to send to your agents, your recruits and your agents clients. You can personalize each message with one of your core values. To view each of the tools on our Profitable Recruiter platform, go to www.TheProfitableRecruiter.com.

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

How to NOT Have to RESET Your Recruiting Each Season

Posted on May 26, 2016May 26, 2016 by The Profitable Recruiter

26 May

Summer Recruiting Realities for Brokers and Managers

By Real Estate Recruiting Speaker and Coach Judy LaDeur

Summer is a great time of year, right? Time to kick back a little. Enjoy some rest and relaxation. Re-charge the batteries. There is one thing that brokers should NOT leave in a holding pattern during the summer months however, and that is the consistent process of staying in touch with their recruiting prospects. Otherwise – you have to hit RESET on your marketing and recruiting efforts each season, losing valuable time and opportunity.

I like to remind recruiters that this time of year it’s crucial to “stay comfortably in touch” with those they want to attract – as well as the agents they already have. It’s an easy time to kick back, ease up on the marketing, and postpone “staying in touch” calls. But the months of June, July and August are two really important times to do the opposite, because, the truth is — the agents are doing the same thing! That means for those who are taking a summer sabbatical – they will be starting all over again come fall. When agents do not stay in touch with their database, their pipeline starts to dry up. Agents should have 10 clients and customers in their pipeline at all times. That means: current listings, buyers who are looking at homes, or listing appointments booked. Agents who maintain a pipeline of at least 10 clients, will start off the fall season on the right track. Use the month of July to spot check your agents’ activity. If they have 10 in the pipeline, great! If it is less than 10, have a one-on-one consultation with them to see what it will take to bring that number to 10.

The same thing happens to brokers. Many brokers let their pipeline dry up in the summer. Who should be in YOUR pipeline? Those you have interviewed, but not yet hired combined with those interviews which are set. Do you have 10 agents in your pipeline? If not, what will it take to build up your pipeline?

Summertime is also a terrific time to sharpen your skills and stock up on summer reading that will help you fuel your team and help with retention. Fall is recruiting season which means, just as you are seeking out and talking to agents in your market, other brokers are going to be talking to YOUR agents, too. Here are a few great book recommendations to consider:

The Energy Bus by Jon Gordon is a great book about passion and positive energy.
The Referral of a Lifetime by Tim Templeton talks about building a referral based business. Brokers should apply the same principles to building a referral based recruiting system.
Billion Dollar Agent by Steve Kantor studies the common traits of agents who have sold a billion dollars in real estate. It has some great insights for brokers on what their agents should do to build their business.

While lots of agents are on “family time mode” this time of year — there are lots of things brokers can be doing to secure their top of mind spot when agents are back in work mode.

Activities brokers can do to position themselves for a strong finish to the year are:

Go back and see who you interviewed, and then put a reminder on their calendar to call them mid-August to get back together.
Go back 7 years and make a list of everyone who left your office. If they are good agents, it’s a great time to call and invite them to come back. Tell them that they are missed.
Set up your marketing (if you haven’t already) to go out via Constant Contact, iContact, or whatever your email platform might be. These systems allow you to allow you to see who is opening your emails and track results.
A very basic thing is to keep all your data in a contact management program. I am still surprised how many brokers do not have their info set up in an organized format. If it’s not set up, use this time to get organized.
Our weekly emails give brokers activities each week for recruiting and retention, so just sending your emails and implementing those ideas each week will keep you positioned.

Mindsets are important too. For a lot of recruiters – forming the right habits, such as time blocking and the ability to pick up the phone without fear are important. What can you be doing right now to fuel your skill sets? Networking with other successful recruiters is a great way to keep the right mind set, and pick up new ideas. Recruiters are a team of ONE in many companies. They are not an agent, and they are not a manager. This makes it tough for recruiters to have someone they can talk to, bounce ideas off, etc. I coach many full time recruiters and they are always saying how great it is to have someone to talk to about their recruiting systems/objections/solutions. As a broker, be aware of their need to connect with other like-minded recruiters. As a recruiter, search out other successful recruiters. They are always participating in our recruiting blitz, and we have one scheduled to start in a few weeks.

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 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost! That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more! What are you waiting for? Register today!

Recruiting Power Tools

Posted on April 22, 2016June 6, 2016 by The Profitable Recruiter

And Why You Should Keep Them Handy

by Real Estate Recruiting Speaker and Coach Judy LaDeur

When is the right time to be recruiting? All the time. But to do so, you’ve got to have the right tools in place. For most brokers, rather than jumping in and making calls, should spend time getting yourself positioned to recruit the best agents, which is more than just making calls and booking interviews. We spend a lot of time as recruiting coaches to help brokers understand what a “value proposition” is and what it is not! We have determined that 90% of brokers have no idea what their value proposition is – even though it is the most important element in their recruitment arsenal. The value proposition is NOT their tools. However their tools determine the value of their value proposition.

What we are teaching brokers to do is to identify their 12-20 most powerful tools and the results that each tool produces. You would be amazed how many brokers do not have a handle on this information. Knowing the results of the tools you have allows you to share them in a way that educates the agents in your market about the opportunities that you can provide to them as a member of your team. If you’re not sure where to start, poll your agents. Ask them the value of the tools that you provide as an organization. When the agents tell you what your systems mean to their real estate career, that is your value proposition to that agent. It is different for each agent, but these insights can give brokers what they need to figure out a minimum of 12 powerful tools with results that are unique in their market or things that they are doing that others are not doing. It can be a little tedious and it takes a while to complete but it’s well worth it. Next, they need to create visuals for each one as well with the results on them.

For any broker out there who wants to make this the most productive year yet, this is a must-do task, not a should do. Then, sharpen your phone and interview skills so you can hit the ground running.

Agent Success Tips and Scripts to Share

Posted on April 20, 2016April 20, 2016 by The Profitable Recruiter

From Real Estate Coach and Speaker Judy LaDeur

By Julie Escobar

Caught up with my friend and dynamo speaker Judy LaDeur to find out just some of what is making her new talk, How to Successfully Sell or Acquire a Thriving Real Estate Business, is getting so much attention worldwide. What we came away with are some very valuable tips and scripts for competing in any market AND creating a salable book of business. Share these with your agents — and even consider a round-table discussion to light a fire under agents who need to get on track and stay there!

Q: Judy – we’ve both seen way too many agents leave this business after years and years of hard work with not much to show for it. The bottom line reason? They spent too much time chasing new business and not enough time building their base. What are your thoughts?

A: You’re right Julie. One of the first things I tell agents is this: “If your business is not currently set up in a contact database management program, then the answer is probably NO. To leverage your business and take advantage of this particular program (and have the ability to sell your real estate business at some point in the future) – that is the first thing you must do. The program you select should have the ability to set up several categories and to place your clients into more than one category. The more categories you have, the more valuable your business will be.

The more people that you know and that you add to your base, the more valuable your business is when you decide to retire, relocate or leave the business for any reason. With regard to your database while you are still selling real estate, the more names you have, the more successful you should be if you work the system properly. This is a relationship business, and your job is to build and maintain relationships on a daily basis. Your best sources of business in any market are the people you know.

A recent survey showed that 87% of people surveyed reported that they definitely would usetheir agent again, but didn’t because they can’t remember who they are or how to find them!” Now ask yourself – is that YOU?

Q: Great advice Judy. And now’s the perfect time to get all of that data into a database. I know that you always tell your coaching clients to delegate what they can, and inputting data would be a perfect job for one of the many college kids out of school right now-right? How often do you recommend agents stay in touch with their sphere and farm?

A: I’m still a firm believer in direct mail and layering your marketing. (Postcards, newsletters, email, handwritten notes.) I tell agents to stay in touch 12 times per year with something of value in writing! Something tangible in their hands each month as well as actively engaging folks on your social media as well as personal contact is a winning formula!

12 Times per year send:

Newsletters that tell of your success and results with homeowner tips
Social Media postings (and ways for them to find you on social media)
Just Listed/ Just Sold postcards to your entire database
Send information on the real estate market in general – neighborhood update postcards are great for this

See your past clients and sphere of influence at least twice per year.

Stop by and visit when you are in the area
Client parties 1-2 times per year
Schedule lunch with clients who are great for referrals and encourage them to invite a friend to join you

Send personal notes 4 times per year.

An update on the value of their home
A thank you note for a referral
Thanks for listing or buying your home with me
Just writing to say hi and to see if you have anyone who could use my services

Talk to your clients at least 3 times per year. Here is a sample script to stay in touch with your clients.

Hi…this is (name) with (company). I hope you and your family are well. Do you have minute to talk?

Many people are curious about today’s real estate market. I was wondering if I could help you with any real estate questions you might have at this time?

Are you curious about the value of your home or perhaps you might have some questions with regard to what is going on in your neighborhood pertaining to market times, prices, etc.?

Are you looking to sell your home sometime this year?

As you know… I want to be your resource for everything real estate related. Please call me if you ever have any questions.

Hi (name)…my business is based on referrals from great clients (friends, people) like you. So before I go, can you think of anyone you know who might want to buy or sell a home now or in the near future?

I appreciate your help and if anyone should come to mind please don’t hesitate to call me! Thank you!

Q: Great stuff Judy – and agents always love scripts! We appreciate it! What else should agents know to solidify their success in this competitive market?

A: I would tell them to remember the 10% rule. 10% of the number of people in your base of business will give you business or refer business to you every year if you ask for it. So, for a base of 500 people that would be 50 sales/referrals each year. Treat your past clients and centers of influence with respect because they are an asset that will allow your business to grow, and more importantly, will increase the value of your business when it is time to sell it!

Thank you so much Judy! We are on the same page! We always share the 3-7-27 rule of marketing with agents. It takes 3 contacts for folks to remember your name, 7 to put your name with your business, and 27 to brand yourself in their minds. Most agents stop making contact after 2 ‘touches’ — most transactions happen after 5! There’s no time like the present to work ON your business not just in it!

Want to learn more about Judy’s hot topic, How to Successfully Sell or Acquire a Thriving Real Estate Business? Visit her site today at www.judyladeur.com!

How to Keep Great Agents from Leaving

Posted on April 6, 2016 by The Profitable Recruiter

06 Apr

It All Starts With YOU

By Real Estate Coach and Speaker Judy LaDeur

The top two reasons people leave their jobs are lack of recognition and poor working environment. It’s that simple.

Negative agents can scare off every customer they speak with-for good, which means that how your agents feel about the company has a direct impact on your profitability.

65% of Americans received no recognition in the workplace last year.
9 out of 10 people say they are more productive when they’re around positive people.

There is a great quote in the book: Open Your Big, Bold, Beautiful Mouth by Alphonso Belin and A.J.Polizzi. “The highest achievable level of service comes from the heart, so the company that reached its people’s hearts will provide the very best service.”

Happy agents are productive agents. When agents feel good about their company, and their life is in balance, they produce more – and they are less likely to be recruited away.

In a recent study of more than 1,500 employees in scores of work settings by Dr. Gerald H. Graham, professor of management at Wichita State University, the most powerful motivator was personalized, instant recognition from their managers.

Graham’s study determined the top motivating techniques were:

The manager / owner personally congratulates those who do a good job.
The manager / owner writes personal notes about good performances.
The organization used performance as the basis for promotion.
The manager / owner holds morale-building meetings to celebrate successes.

When employees at Douglas Aircraft in Long Beach, California, hit their goals, they ring a large brass bell. I know of several real estate companies who put a bell in the office and let the agents ring the bell when they get a listing or sale. It motivates the whole team to want to ring the bell – and it brings them together to support each other’s successes.

The Pinellas County, FL public school administrative offices have designated a small area where employees can drop off clothing for dry cleaning in the morning. A local dry cleaner picks it up and returns it by the end of the workday. Many real estate offices offer this service to their agents as well. It does not cost you anything but offers a great service to busy agents.

People today are looking for much more than a paycheck. They want to be treated like human beings. That may sound obvious, but a lot of companies still don’t get it. During the busiest times of the year, executives at the Cigna Group, personally push coffee carts around the office, serving drinks and refreshments to their frontline partners. As they serve, the executives coach and encourage their colleagues as well as hear about real consumer issues from those who know customer concerns the best.

Herb Kelleher, CEO and co-founder of Southwest Airlines, has discovered that by becoming personally involved in the workplace, and in the jobs that his employees do, he can unleash a tremendous amount of energy among his workers. For example, Kelleher often helps flight attendants serve beverages to customers when he flies on his airline.

At Hewitt Associates, new employees are made to feel special. “I joined the firm about six months ago as a writer/consultant in New Jersey,” said a new-hire. “I was surprised at the level of detail that had gone into the preparation for my arrival. One of the more experienced writers left a welcome note on my desk, along with a ‘survival kit’ (including a candy bar) and everybody came by my office to personally welcome me to the team. For the first two weeks or so, every day somebody made a point to stop by and ask me to lunch.”

What type of reception do your new agents get when they join?

Some great “non-cash” ways to show you care:

Call an agent into your office just to thank him or her; don’t discuss any other issue.
Post a congrats note on the agent’s phone when they get a new listing.
Volunteer to do an agent’s least desirable work task for a day.
Have the President of the company or the regional manager call an agent to thank him or her for a job well done.
Have someone wash the agents’ cars in the parking lot during lunch. Stuart Thomas, a great Broker in California, does this on a regular basis, and his agents love it!
Carry a supply of your cards with you and as you ‘catch people doing something right,’ immediately write ‘thanks,’ ‘good job,’ ‘keep it up’ and what they specifically did in two to three words. Put the person’s name on the card and sign it.
Have lunch or coffee with a group of agents that you don’t normally see. You can announce over the office intercom; I’m buying lunch today. Who wants to join me?

In the book, The Leadership Pill, Blanchard and Muchnick explain profit this way: “Profit is the applause you get for taking care of your people and creating a motivating environment for people.”

As a broker and manager, your top priorities are recruiting and ensuring that your team of agents have not only what they need to succeed, but that feeling that they are where they belong in terms of their business “home”. A lot of that comes down to those little things that you can do as a business leader to make people feel appreciated, cared for, and valued. We’d love to hear what YOU do to help agents feel special in YOUR office!

Want to learn more about hiring the best agents for your team, and keeping your team happy and productive? Join The Profitable Recruiter and gain access to 7 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 25% off with the promo code 25OFF any pro membership.

Scripts and Strategies Webinar On Demand

Posted on January 28, 2016January 28, 2016 by The Profitable Recruiter

Everything You Ever Wanted to Know About The Profitable Recruiter But Were Afraid to Ask

We had a great turnout for our monthly Profitable Recruiter Members’ webinar. This month we did something a little different. Normally our monthly webinars include a guest speaker from the industry, but we had so many brokers who really are eager to hit the ground running and make this their best recruiting year ever and wanted to learn more about how to use their platform more effectively. So that’s what we covered. The A-Z of how to use The Profitable Recruiter Membership platform to recruit the agents you want and need this year. At the end of the session Coach Judy LaDeur also shared great scripts and strategies for handling some of the biggest recruiting objections that our listeners were facing. So don’t miss out on those!

Thanks to all of our members who shared their questions, and of course to Judy for always delivering great content and answers!

If you’re ready to recruit your dream team and have YOUR best year ever as well – become a member today. Why? Because creating is hard. Knowing what to send and say to recruit the experienced and new agents you’re looking for to continuously grow your powerful team of agents isn’t easy when you’re going it alone.

Using the tools that others have built for you that will position you for the success and growth that you want for your business is simple and affordable! If you are a Profitable Recruiter Member – make sure you are taking full advantage of your membership platform by actively using everything in your platform.

If you are NOT a member of The Profitable Recruiter but would like to start using these powerful done-for-you content training and tools, then register here and you too can use the promo code 25OFF to save 25% on any pro membership. Don’t forget — you can add up to TEN (10) managers or administrators to your account. That way everyone on your management team is on the same page and working together to grow your company. Not a big organization? That’s all right too! We can add your admin assistant and help you have as much recruiting power as possible. To access the Audio downloads, register for either the 6- month or annual memberships. Got questions? Email us! We’d love to help! Make it a great year!

Twelve Ways to Use Done for You Tools to Recruit & Retain

Posted on January 20, 2016January 28, 2016 by The Profitable Recruiter

As a Profitable Recruiter

By Real Estate Recruiting Coach Judy LaDeur

Creating is hard right? But crafting a marketing plan from already done for you tools is not only easy, it’s smart marketing – and savvy time management. This week, let’s look at twelve powerful ways you can use your Profitable Recruiter Membership tools to recruit the agents you want, brand your company in your marketplace as the one to work for – and do business with, and lighten your daily to do list!

Stay positioned the RIGHT way. The number one thing you can do to recruit your dream team and retain the great agents you have is to stay in front of them at least monthly, if not weekly, with valuable information, inspiration, and a reminder that you are there when they need you. Our most successful members log into their platform just before the first of every month (or have their admin do this for them) and click on Weekly eNewsletters. They then copy and paste these weekly eNewsletters into their own email platform (we recommend a platform that allows you to track opens, click through rates, etc.) and then schedule them to go out every Monday morning before 7:00 am. Not only will you get tons of positive feedback, this week alone, we had several brokers tell us that agents are asking if they can add OTHER agent friends to the weekly campaigns. You’ll be staying top-of-mind, growing your hit list, and put yourself in the position of being the number one broker to call when those agents are ready to make a move.
Work the challenges. Each week, we share a challenge and action step that you, the broker and recruiter, can take to further your recruiting goals and grow a stronger business. The brokers that do, are full speed ahead and on track to surpass their goals.
Pro Members Use Lumpy Letters. Each month you’ll get these new attention grabbing letters which are meant for the top 10-20% of your recruiting prospect list. Sent monthly, they not only put you front and center on the radar of those top agents, they will help make you the talk of the real estate town with chatter about how creative you are, how you went the extra step, and how they can’t wait to see what you’ll send next. They make follow up fun and easy – and they’ll make picking up the phone because the agents are CALLING YOU with a thank you, a welcome relief from cold calls! Top brokers simply copy these (or have their admin copy), order the ‘lumpy’ part of the mail (we offer links so you can find these items easily), and have their admin assistants put them in bubble mailers and send out the first week of every month.
Pro Members Use Seasonal Recruiting Letters. Each month we add 2-3 seasonal and timely recruiting letters that you can copy and paste onto your letterhead, hand sign, and send to the top 100 prospects on your recruiting list. We also offer retention letters that you can use to do the same and send or hand deliver to your current agents to make sure they feel special. There is power in receiving something in the mail in today’s electronic world. Use it to your advantage. The first or second week of every month simply copy, print, sign, and send. (Three of those activities you can even delegate – how cool is that?)
Social Media Tips. Every month we deliver enough content and ideas to keep you visible (without stressing you out or taking up too much time) as well as strategies to brand you and build a strong, positive online presence. It’s an easy, breezy way of kicking up your social media without having to reinvent any wheels. You can even use great tools like SproutSocial.com to copy and paste some of these into a platform and schedule your posts.
Webinar Invites. Every month we host TWO webinars. One for brokers in which we spotlight top recruiters and coaches with timely topics and strategies on what works – and even what doesn’t (common pitfalls) to keep you on track for your recruiting goals. Secondly, we host an agent webinar with top agents and coaches who deliver powerful strategies to help your agents (and prospects) rise to the top of their field and stay there. Our top brokers open the invite tab at the first of the month, register for their own webinar, then copy and paste the agent registration link into one email that goes out to all of their existing agents, and a second email inviting all their prospective recruits (use a platform, bcc options, or email individually for confidentiality) to attend.
Blog. Bookmark the blog for powerful interviews, scripts, dialogues, broker spotlights, etc.
Learn at your own pace. Click on the Webinars on Demand tab in your platform to watch a wide spectrum of past webinars at your own pace. There are agent and broker webinars here so you can use some as training opportunities for your sales team. Preview a topic, pick one each month and invite your agents in to watch on demand and workshop what they’ve learned. This is a GREAT tool if you have an in house trainer. (Ask us about how to give them access of their own to this popular section of the membership platform.)
Archives. We archive several months of tools at a time so you can peruse other lumpy letters, eNewsletters and tools if you want to switch things up a little!
Recruiting Scripts for our Pro Members. We add new scripts and dialogues for even the toughest recruiting and prospecting calls and interviews here each month. Top members print these out and practice, drill, and rehearse so that they are ready for ANYTHING an agent might through their way!
6 Month and Annual Members access over SEVEN HOURS of audio training for recruiters. These audio files run the gamut of what brokers face each day and teach you how to master your trade as a broker, recruiter, and business professional.
Help your agents do the same. Through April 15th, brokers can register for The Profitable Sales Agent for 25% off the membership fee and share THAT content with their agents so they have the vital tools THEY need to stay top of mind, build a strong referral base and sphere and capture the respect, trust, and BUSINESS of the consumers in your community. In this platform they will get:

Weekly eNewsletters designed to be sent to home buyers and sellers complete with DIY home tips, real estate tips, a motivational message, and calls to action
Free collateral material and fair trade items such as staging tips, listing tips and more
Access to their OWN webinar training spotlighting top agents and coaches each month
Agent challenges and weekly action items to keep them motivated and on track
Webinars on Demand so they can learn at their own pace
Archived tools so they can peruse past success strategies
Social Media Tips and Strategies so they can build a strong online presence themselves and connect with their sphere

Creating is hard. Using the tools that others have built for you that will position you for the success and growth that you want for your business? Is simple and affordable! If you are a Profitable Recruiter Member – make sure you are taking full advantage of your membership platform by following the twelve tips above. If you want to register YOUR Company for The Profitable Sales Agent and deliver the tools above to them – click here and use Promo Code 25OFF to save 25% on your membership through April 15^th.

If you are NOT a member of The Profitable Recruiter but would like to start using these powerful done-for-you content training and tools, then register here and you too can use the promo code 25OFF to save 25% on any pro membership. To access the Audio downloads, register for either the 6 month or annual memberships. Got questions? Email us! We’d love to help! Make it a great year!

When Agents Won’t Return Your Calls

Posted on January 11, 2016January 12, 2016 by The Profitable Recruiter

What YOU May Be Doing Wrong

By Real Estate Recruiting Coach Judy LaDeur

“What am I doing WRONG?” If you could only imagine how many times I’ve heard THAT question. Most brokers and recruiters immediately think the worse if their prospective recruits are not returning their calls, emails or texts. It’s not always bad news, but it can be. One way to help decipher that is by determining their behavior patterns.

Let’s say you met with an agent and it went well but you did not get the commitment. You follow up a week later, but still — you are not getting a response.

The right side, the expressive or driver, knows what you want and they are not shy. When those on the right are not responding to your calls, it’s not always a bad sign. Since they know what you want, if the answer is no, they will easily reply with something to the effect of “I will call you when I am ready,” or “It’s not the right time,” or “I have decided to stay put for now”.

They move at a fast pace and return calls on a priority basis. They are not worried about telling you that they are not ready to move yet, but at the same time, when they don’t call you or return your email, text, etc. it sometimes means that since they know what you want, it does not make sense to call you until they can give you a definitive answer. Maybe they are finishing up some closings, getting a listing sold or even getting some personal stuff in order. For the best agents, the timing has to make sense. When they do respond, that answer is more likely to be a yes, so stay comfortably in touch with various methods of communication and don’t worry too much.

When those on the left are not responding to your calls, it’s not as good. They also know what you want, but they are shy. If they are amiable, they also have a desire to please. Both the left side personalities, Amiable and Analytical, like to avoid conflict or confrontation. Think about it. If their answer is no, they know that you will try to change their mind, apply pressure, etc. –meaning they will naturally avoid contact if the answer is not what you want to hear. They are the ones that hide.

But sometimes the highly emotional ones will also avoid conflict, especially if they are going to feel bad telling you. Maybe they indicated they would join, really like you, but for whatever reason, the answer is going to be “no”, they might also avoid calling you back. If the answer is yes, their desire to please and the fact that they are great at follow up, means that they will return your message in a timelier manner.

Drivers also prefer texting, so it’s always the best way to get a fast response. If they aren’t ready to make a move, the goal is to stay comfortably in touch until they are ready and the best tool to do that is The Profitable Recruiter Motivational enewsletters.

Need to know more about defining the personality types of your recruiting prospects so that you can best match your recruiting strategies? Profitable Recruiter Members, click on the Audio Downloads link in your member platform and look to the Audio 3 Section of your 7+ hours of audio recruiting training for ELEVEN segments that deal with this specific need!

Not a member? Join today and you too can have access to all of our recruiting tools, eNewsletters, monthly webinars – and the 7+ hours of audio training, including the eleven segments on agent personality types. Start your New Year off with what many brokers are saying is the best tool they have when it comes to recruiting, a membership to The Profitable Recruiter! Use 25OFF to get 25% off any PRO membership.