One Powerful Script to Inject Some Energy into Your Recruiting

Posted on January 5, 2016January 7, 2016 by The Profitable Recruiter

And Get Your Team Involved

By Real Estate Recruiting Coach Judy LaDeur

I’m often asked about my ‘favorite’ scripts for recruiters. Which ones to use when. How can I get better (or less afraid) at making recruiting calls? How do I know which agents in the market place would be a GREAT fit for our office?

Have I got a quick script for you that engages your current team in a positive way, and gets them to help line up new recruiting prospects FOR YOU, also in a powerfully positive way! I call it my “One Desk Left” script. Here’s how it goes:

First, task your agents to give you a business card and write the name of the agent they would like to see you hire if there was only one desk left in the office. Have them write the name on the back of their card. Then use this dialog to follow up with agents:

Only One Desk Left Dialog

Hello (their name), this is (your name and company name). Did I get you at a good time?

The reason for my call is to pay you a compliment. (Let them respond.) This week I walked around and asked each of my agents this question: If we only had one desk open and we could only hire one agent, who would you most like to see sitting in that desk? I am sitting here holding (number) cards with your name on the back! I was impressed, especially with the number of agents here in our marketplace. When my agents feel that way about an agent, I make it a goal to call and not only pass on the information, but to also see if we can get together. I would like to know more about how you do your business but would also like the opportunity to tell you more about the way we do business here at (Company Name).

If they say No:

I understand, and I respect that you are happy at your present company, but sometimes things change. I have always found that it is nice to at least know that the competition has to offer if that day ever comes.

Let me ask you this: If you were to make a move today, what would you be looking for in another company?

What training is most important to agents in today’s market?

If I could help you increase your business by $ __ per year, would it be worth an hour of your time to see how?

Great, I have time available today or we could meet first thing tomorrow. Which time would be best?

Taking the fear and frustration out of recruiting calls starts with preparation. With setting the stage consistently in your market place so that when you do have the opportunity to speak with the agents you most want on your team, they (a) know who you are, (b) know what makes your organization unique, and (c) are comfortable talking to you because you’ve made them a priority to connect with again and again. That’s one of the reasons The Profitable Recruiter system works so well. It gives you a low-key way to stay positioned with agents that would be good team members for your company. Oh- and there’s a bonus to this approach as well! RETENTION. Your current agents will appreciate that you involve them, want to know their opinion, and are eager to choose new team members who THEY would work well with. (How’s that for a win-win-win!?)

Scripts, and practice also remove fear and increase your confidence to go after even the highest producers, because you have a track to run on once you pick up that phone. This month we’ve made it even easier to find the recruiting scripts in our platform by putting them as downloadable pdf’s in a navigation tab all their own! Once you’ve logged into your membership site, simply click on the tab that says recruiting scripts. Choose the ones that work best for you – print them and keep them in front of you when you’re on the phone. Many of our members even make several copies for their phone sessions, so they can add the recruiting prospect’s name to the top, and keep notes on their conversation. They can then transfer those notes into their CRM or database, or even go ‘old school’ and put them in a ‘follow up’ binder.

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

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with less headaches and more results – consider joining The Profitable Recruiter today. From now until February 5th make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 25% off with the promo code 25OFF— PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost! That’s 25% 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!

3 Top Tips to Fire Up Your 2016 Recruiting

Posted on December 27, 2015December 28, 2015 by The Profitable Recruiter

New Year for a Great New Attitude!

By Real Estate Recruiting Coach Judy LaDeur

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

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

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

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

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

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

Posted on December 23, 2015December 23, 2015 by The Profitable Recruiter

Hit the Ground Running With These Strategies

By Real Estate Recruiting Coach Judy LaDeur

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

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

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

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

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

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

It’s NOT About the MONEY

Posted on December 16, 2015December 17, 2015 by The Profitable Recruiter

It’s About the Relationship!

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

I can’t afford to…

Pay Fees…
Change Companies…
Stay in the business…

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

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

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

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

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

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

Time to FOCUS on Recruiting Top Agents

Posted on December 9, 2015December 9, 2015 by The Profitable Recruiter

(And Why Timing is EVERYTHING!)

By Real Estate Recruiting Coach and Trainer Judy LaDeur

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

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

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

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

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

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

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

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

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

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

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

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

The #1 Key to a GREAT Recruiting Interview

Posted on December 1, 2015December 1, 2015 by The Profitable Recruiter

Sometimes it’s What You DON’T Say

By Real Estate Recruiting Coach Judy LaDeur

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

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

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

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

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

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

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

How to Out-Perform, Out-Edge, and Out-Brand Your Competition

Posted on November 19, 2015 by The Profitable Recruiter

An Interview with Branding Expert and Keynote Speaker Sima Dahl

By Julie Escobar

Marketing and branding yourself in today’s world is a whole new ball game from what it was even just a few years back. That’s why we’ve invited Sima Dahl, one of the top speakers in the field of social selling, social networking, and personal branding, to be our guest speaker for this month’s webinar as well as our spotlight expert for the week.

Here’s what we learned…

Q: Sima – your systems and strategies take social selling and social networking to insanely powerful new levels – can you share how your approach is so different?

A: For many business owners, consultants and independent agents, there is simply not enough time in the day for all things “social.” That was certainly the case when I started my business nearly eight years ago. With a 20-year track record of success in B2B marketing, I knew that I had to weed through all the hype and drill down to scalable tactics that delivered results.

And what I discovered is that at the business level, social media does not replace effective marketing, nor does it fix an inability to close sales. What it does is amplify what’s working, and that’s powerful. So we start there. Success in any social business endeavor requires laser focus, relevant content, and consistent execution. I advise clients that sell into well-defined target markets to carefully consider just how much “social” is necessary to reach their target market. It’s often less than they think.

But where I pivot from other advisors is that I am a strong proponent of the personal brand as a means to open doors, generate referrals, and attract qualified business. Through intentional networking–both online and off–even the business professionals can achieve heightened visibility and awareness in just 15 minutes a week.

Q: For real estate pros – like most salespeople – success lies in staying top of mind – can you share your top three ideas for helping them do that across their social platforms?

A: In my keynotes and workshops I remind people that social networking is an action verb, so first and foremost, you have to actually log in! Too many people create a profile and think their work is done, and that couldn’t be further from the truth.

One you log in, start by updating your status. Status updates will be different depending on what platform you may be on. For example, Facebook updates will be more casual, and LinkedIn more buttoned up. But status updates act as little billboards that remind people who we are and what we do.

Next, use the Thumbs Up liberally. It may sound overly simplistic but when you “like” or comment on someone’s status, your name pops back into his or her brain.

Finally, connect the dots… Just like we do in the offline world, we can leverage social platforms to make introductions, recommendations and referrals. And that is a gift that people don’t soon forget.

Q: Most agents are at a loss in terms of how to optimize their social profiles – any guidance you can give there?

A: My advice is to be as specific as possible. Too often I see business owners and sales professionals throw really wide nets, hoping to catch more fish. But people want to know that you specialize in their needs, and their markets. Really be clear about your expertise and your accomplishments. Choose your keywords and phrases carefully. But put it all out there, this is not the time to play small.

Q: You have such a strong sense of branding – can you share some insights on how to build a successful brand with our readers?

A: People buy from people they know, like, and trust. And they refer them too! Realtors are in the people business, and their personal brand is inextricably woven with their business brand. One might argue that the personal brand boosts the business brand rather than the other way around. With that in mind, I coach anyone in professional services to practice what we marketers call “consistent messaging across touch-points.” Consider your entire footprint – online and off. From your sales collateral and business card to your online profiles and email signature, remind me of who you are, what you do, and what makes you special, and remind me often. And stay on point. Just because you tell me once doesn’t mean I remember. Stay visible, stay focused. Be the Chief Marketing Officer of Brand You. That’s where it all starts.

Q: If our readers want to connect with you – what’s the best way to reach you?

A: I’m happy to connect wherever they find me! To get an invitation to my launch party for my new website, sign up at SimaDahl.com. In the meantime, here’s the best ways to reach me: Email: Hello@SimaDahl.com or Phone: 312-884-1888 LinkedIn.com/in/SimaSays or Facebook.com/IAmSimaSays or Twitter.com/SimaSays

Awesome Sima. Thank you so much for your time and expertise today. We so look forward to your sharing with our members in depth in our hour long power session on Monday, November 23^rd, from 2:00 PM – 3:00 PM EST. You share social insights like no one I’ve ever heard before and your strategies are actually ones that people can wrap their heads around, and more importantly – take action on!

Profitable Recruiter Members, please login to your platform (or check your emails) today to get yourselves and your agents signed up for this powerfully important webinar. Everyone in your organization contributes or detracts from your digital footprint — you’ll want to invite your whole team to listen in and not miss a minute.

Leading a Team and Leveraging Your Strengths

Posted on November 6, 2015 by The Profitable Recruiter

A Spotlight on Top Agent Nikki James

By Coach Judy LaDeur

Recently we hosted a webinar with our gracious guest and top agent and team leader Nikki James. Her insights and ideas were not only spot on for our industry – they were creative, collaborative, and a big part of why she’s taking her team to the top.

Here are some insights from our interview:

Q: Nikki, you started your real estate career in San Diego as an assistant for a top producing RE/MAX Agent in 2009. Today, you are leading a highly productive team at RE/MAX Gold. That’s quite the transition, congratulations on your success! What was it that first made you think, “Hey, I can do this!”?

A: My husband has been in the Real Estate business for 13 years and he always told me how much I’d love it and how it really suited my personality. I was finishing up my business degree at San Diego State and decided to start studying for my license during my last semester as a “back up plan”. Very soon after graduation, much to my husband’s credit, I realized I did not want to work for anyone else. I decided to start as an assistant so I could ensure some cash flow while I learned the business. Things were a lot different in the market back in 2010 and I was scared! The majority of transactions were distressed sales and/or investors purchasing with all cash. Neither of which I had much experience with. I realized after about a year in that role, that I was now the one putting out fires, talking with and meeting his clients, and handling his day to day business. It gave me the confidence to venture out on my own and not feel inexperienced while consulting clients that were my parent’s age on their real estate decisions! Even before I closed my very first transaction on my own, I had assisted on hundreds of other deals and was able to anticipate any hurdles to come. I’m very grateful I started when I did and learned the business during some tough times because when things started to shift, I did not take those easy transactions for granted.

Q: Today, you have a very successful four-member team, whose production will be about 25 million for 2015. That’s amazing! What does it take to run a team, and more importantly, a successful team?

A: Frankly, it takes money. Like any business, it takes startup capital. We had to work hard to get to a point to be able to invest back in our business. Once we got to that point, we made sure to take baby steps. Adding one team member at a time until we made sure we had enough business to sustain that member. We are about quality, not quantity. I’d rather stay at our size and have everyone double their business next year than add more people and have less time or resources to give to each member. I truly only feel successful when my team members individually feel successful and satisfied in their business. It’s always my number one priority.

Q: Can you tell us about your team and the role each one plays?

A: As we all know, there are many different ways to structure team. I’ve seen many agents in our industry have very specific “roles” such as TC, Buyer’s Agents, Listing Agents, Admins, etc. Our philosophy is a bit different. I give my team members the freedom to have their own identities as independent agents and not be overshadowed by a team leader’s “team name.” I’ve found that most agents get into this business because they are entrepreneurial at heart which means agents want the freedom to brand themselves and not work for “someone else.” We don’t have a team name for that very reason. We work closely with each of our team members to help them brand themselves and create their own identity and book of business. I’m trying to create an environment that lasts, and that my team members don’t feel like they need to have an exit strategy one day. We feel that giving our agents full autonomy and behind the scenes support and additional business, they won’t need to go anywhere!

Q: I understand that you place a lot of focus on lead generation and retention activities. Can you share some of those with us please?

A: Of course. Part of our value proposition is that we invest pretty heavily in marketing that drives a significant amount of business that we distribute to our team. A few of the platforms we advertise on include: Realtor.com, Zillow.com, we have a niche condo website we run here for the Sacramento Region that has been very fruitful called SacramentoCondoMania.com. Because internet leads are different than traditional clients, we focused on initially training each of our team members on how to connect with, qualify and convert these leads to clients pretty effectively. The internet lead is typically in the very beginning stages of their home search and possibly may even be years out from making a move. We cultivate long term relationships with these clients, putting them on a drip system and staying front of mind so that when they are ready to make a move, they will have no doubts on who to call.

Q: You are also doing Detailed tracking of all business for all team members, which demonstrates value. Can you tell us about that please?

A: Yes, we use a lead tracking system that allows us to account for every single lead and client we work with, where it is in the buying cycle and track where it came from. The system is advanced enough to alert each agent on when to follow up with the lead, based on the amount of contacts it’s received. Once the lead moves through the system and ultimately closes on a home with our agent, the system is able to calculate conversion ratios as well. It’s a very helpful, organized tool and database to make sure no one falls through the crack and you know exactly how well you are doing at the end of the year.

Q: How important is value proposition as a team leader, and what do you do to instill that value to you team on a regular basis?

A: It’s everything! If there is no value added, you won’t keep team members very long! I am in contact with every one of my team members almost every day, if not every other day, for various reasons. If I don’t hear from a member for a few days, I make it a point to reach out via text or phone call to simply connect and ask if I can assist them in any way. I help a lot with the transaction coordination of our team’s files, so I am constantly behind the scenes assisting my agents. In addition, we try and have quarterly one-on-ones to keep an open line of communication and are always looking for ways to improve their experience on our team.

Q: If you had to describe your leadership style in a few words, what would it be?

A: Because we don’t have admins, TCs, or assistants at this time, I would say I’m more of a resource and support type of leader to my team.

Q: Do you use social media in your business, and if so, how?

A: Yes. I use it as an extension of my database, not to directly advertise on. I use it as a tool to engage my sphere, my colleagues, my past clients, to stay relevant in the industry news, and to share cute pics of my baby. I’ve learned from client feedback that they love seeing some of my personal life and frankly, most people these days are burnt out on constant ads/business posts on the social media arena. We are more relationship centered and make sure all our followers know what we do and how to reach out if they’d like our help.

Q: You also have a strong referral-based business, which requires pop-by’s, calls, letters, etc. What have you found works best with regard to receiving referrals and leads from friends, family and past clients?

A: It seems to be all in the details! As soon as I close on a home, I fill my calender up with reminder’s to follow up on their month anniversary, 6 months, 1 year and every year afterwards. This follow up just says, “How are you loving your home, neighborhood? Need anything from us? I’m here for you, YOUR REALTOR”. Believe it or not, many of my young clients that I help purchase a home don’t know that I actually list homes as well. I make it a point to let them know when/if they ever decide to sell, I would love to represent them again.

Q: If one of our readers is thinking of building a team, what advice would you give them?

A: Most importantly, make sure you are hiring the right people. You want to make sure their work ethic, communication style, personalities mesh well with yours or that you have a full understanding of how to connect with them BEFORE you make the investment in adding them to your team. Secondly, I would say make sure you have enough business to share with them! You can have all the awesome people in the world on your team but if you aren’t adding value or adding fuel to their business, they will likely start to look elsewhere.

Q: Are there any activities that you have found that work well to “jump start” a real Estate career for any new agents who are listening. Something that would give them quick results?

A: Write a letter and make phone calls to your entire sphere of influence, family, extended family, church family, letting them know you are in the business and would love to help them achieve their real estate goals! Talk to everyone you come into contact with about the industry. I can’t tell you how many business cars I’ve handed out in the line at the grocery store. If people don’t know you need and want their business, they’ll assume you don’t!

Q: Nikki, is there anything that you would like to add before we end and let everyone know where they can find you when they have referrals in the Sacramento area?

A: I’d just like to say thank you so much for having me and thank you to my amazing team for partnering with me. We always love referrals! My website is Sachomemarket.com email is nikkijames@remax.net.

Thank you so much Nikki – you’re an incredible asset to our industry and we so appreciate your willingness to share. We invite all our readers to reach out to you and your team with their referrals – and we’re excited to watch your team continue to succeed! To listen to Nikki’s entire interview log in to your Profitable Recruiter platform today and check it out in our webinars on demand!

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter. Take advantage of our special offer of 30% off with the promo code 30OFF any pro membership. 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! 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.

Is It Time to Start Building Your Team?

Posted on October 22, 2015January 6, 2016 by The Profitable Recruiter

Where to Start and Why

By Real Estate Coach Judy LaDeur

You may be at a crossroad in your real estate career and not even realize it. Many agents struggle with the lack organization or working too many hours a day before they cave in. Some agents burn out and leave the business, while others take it to the next level. Where are you?

Building a team takes time. It is essential that you take your time in hiring the right people. There is an old adage that goes, Slow to Hire, Fast to Fire. In my experience, truer words were never spoken. I have learned the hard way that it is best to fire an unproductive team member fast.

First, profile the position so you know what type of person you need to fill it. Potential hires should ALWAYS take a DISC Profile or a similar personality profile. Overlay the new hire prospect profile with the job profile to determine the likelihood of success. A common mistake within the industry is that we hire the first warm body that comes along or we hire a family member to fill in the gap. It is delaying the inevitable and will only frustrate you as you try to build your business.

Team building should ALWAYS start with the team’s infrastructure. You need to determine how many hours you are spending on administrative duties. If it’s more than two hours a day, you need help immediately. It is not unusual to think that hiring and training will take too much of our precious time. But keep in mind that if you don’t have an assistant, then you are the assistant. First, create the full job description. Think about tasks that drag you down, identify them by listing what tasks take away precious time from your money producing activities. Write down the personal attributes that would best suit this position. Design a job description around these needs. This will streamline your interviewing process.

For every one hour of training you provide to someone, you will save ten hours in completing those same tasks. When considering the support you need, determine if you need a licensed or unlicensed assistant. Building a strong staff foundation is critical to the success of expanding your business or improving your quality of life. Working smarter always allows greater opportunities. Maintaining a strong database will also help lead to your greater success. There are many good options out there.

Are you letting inquiries and potential buyers slip through the cracks? This is another common indicator that you need to grow a team. AFTER hiring support staff, the next step would be to hire a buyers’ agent to handle your overflow. This will provide a greater return on your marketing investment and allow you more flexibility to manage your business. Once you’ve done this, you have the freedom to manage your business.

Avoid common mistakes by first gaining a bit of knowledge about team building and team management. Hiring, firing, compensation options, team structure, job duties, referral business, goals, planning, accountability, and team marketing strategies are just a few of the areas that need to be addressed before building a team.

COACHING TIP OF THE WEEK

MANAGE YOUR MESSAGE

One of the most effective ways to manage your time and your day is to change your voice mail message every day and let people know your schedule. While we tend to let our phones run our lives, an hour or two out of the loop won’t ever really kill a deal.

Your message can be something like this: “Hello and thanks for calling. This is Judy LaDeur with XYZ Realty and today is October 22^nd. I am out of the office on appointments all day, but feel free to leave a message here in my voicemail. I will return calls at 11:30 this morning and again at 4:00 this afternoon.

No matter who is calling, they know exactly what the deal is and what to expect. There is nothing worse though, than forgetting to update the message daily!

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter. And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with less headaches and more results – consider joining The Profitable Recruiter today. From now until February 5th make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 25% off with the promo code 25OFF— PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost! That’s 35% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more! What are you waiting for? Register today and hit the ground running for next year!

The Seven Daily Habits of a Profitable Broker

Posted on September 2, 2015September 2, 2015 by The Profitable Recruiter

Don’t Wait to Put a Single One in Place

By Real Estate Recruiting Coach Judy LaDeur

What do top recruiters/brokers do on a daily basis to insure consistent results in recruiting? They FOCUS. If you look at any profitable real estate firm, you will also find a broker who is committed to recruiting.

There are 7 things that Profitable Brokers do on a daily basis:

They talk to the “right agents” for their firm.
They network with their own agents, and secure referrals with ease.
They network with agents in the marketplace through social media, events, open houses and Realtor events.
They follow up with the agents in their pipeline, and always maintain a pipeline of at least 10 agents who they are actively talking to about joining their firm.
They delegate tasks such as mailings, or anything that can be done by someone else. A profitable broker is always engaged in the highest and best use of their time.
They constantly educate themselves about their competition and know how they compare to their competition.
They have an effective marketing campaign, which is multi-faceted. The right campaign for your company engages print, email, social media, texting, personal notes, and any vehicle which can deliver YOUR message. What’s your message?

Marketing is a key component to any successful recruiting campaign. It’s based on the same principles that you probably drill into your agents on a regular basis. It’s about staying positioned in the marketplace. About staying top of mind with their prospects. It’s about follow up and relationship building. Successful recruiters “walk their own talk” and make all of these habits and action tasks part of their daily routine. If you’re ready to take your business to the next level – how many of these habits are you willing to adopt into YOUR day every day?

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 summer offer of 30% off with the promo code 30OFF any pro membership. 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! 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.