The Top Two Reasons People Leave (And How to Avoid Them)

Keys to Retaining Your Best PeopleJudy 1

By Real Estate Recruiting Coach Judy LaDeur

The top two reasons people leave their jobs – is lack of recognition and a poor working environment.

Here’s the truth:  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.

Did you know?

  • 65% of Americans received no recognition in the workplace
  • 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 that says, “The highest achievable level of service comes from the heart, so the company that reaches its people’s hearts will provide the very best service.“

The Keys to Retaining Your Best People

Having a good time is the best motivator there is.  When people feel good about a company, they produce more.  In a 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.  “Managers have found,” Graham adds, “that simply asking for employee involvement is motivational in itself.”

Graham’s study determined the top motivating techniques:

1. The manager/owner personally congratulates those who do a good job

2.  The manager/owner writes personal notes about good performances

3.  The organization used performance as the basis for promotion

4.  The manager/owner holds morale-building meetings to celebrate successes

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 employers and managers still don’t get it.

Here are some great examples of ways to make your team feel appreciated, valued, and recognized: 

When employees at Douglas Aircraft in Long Beach, California, hit their goals, they ring a large brass bell.  Why not put a bell in the office and let the agents ring it when they get a listing or sale?

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

Mary Kay Ash, founder of Mary Kay Cosmetics said, “Every single person you meet has a sign around his or her neck that says, ‘Make me feel important.’  If you can do that, you’ll be a success not only in business but in life as well.” She was known for the way she made people feel. Did you know that when she was talking to people, she kept eye contact with them the entire time, even though people around her were always trying to get her attention?Check yourself – when you are speaking to a team member, are you REALLY present?  Are you checking your phone? On the computer?  Distracted?  One of the easiest (and free) ways to making someone feel valued is giving them your undivided attention when you are speaking to them.  Listening, more than speaking.  Eye contact.  Handshakes.  It all matters!

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.  Consider ‘open office’ hours where agents can come in to speak with you at any time.  Make the rounds at least once a week and check in with each and every member of your team.  Find out how their week is, if they have any needs, questions, or great news to share. Even 10-15 minutes of your day once a week can make a huge difference in building and sustaining those relationships.

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.  Get hands on.  Ask what you can do to make an agent’s week go smoother.  Help with a difficult client.  Celebrate a win. Offer a little coaching.

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? Are their names on a welcome sign as they come in?  Do you leave a special welcome gift for their first day?  Do you encourage other team members to make them feel welcome?  Do you send out press releases or share kudos for them on your site and social media?

Here are some great 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 thank-you note on the agent’s phone
  • 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
  • Carry a supply of 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.

In the book, The Leadership Pill, Blanchard and Muchnick explain profit this way: “Profit is the applause you get for taking care of your customers and creating a motivating environment for people.”  As brokers your ‘customers’ are your agents.  Create an environment where they can be creative. Collaborative.  Respected.  Valued.  Cared About.  When you do? You’ll see your team flourish and grow in the best possible ways.

Profitable Recruiter Members, please login to your platform today to get all of your  recruiting tools, and review your powerful 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!  Make any Profitable Recruiter Pro Membership part of your business plan, and take 50% off with the promo code PLAN50 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today

Step-By-Step Recruiting

Set Your Goals and Do the Math

By Judy LaDeur

I’m often asked by brokers, “Where do I start?” It’s a common question for recruiters. When you’re looking at your goal – it can seem overwhelming if you don’t have a plan.  I like to tell them that a good goal, to begin with, is to conduct three experienced agent interviews per week. From that, you should average at least two hires per month.  This will give you at least 24 experienced agents per year.  If each is producing two million in gross closings that would give you an annual increase in market share of $48 million and a net gain of $98 million over your competitors!

So how do you get to that? Start by putting these 12 steps in place! 

  1. Find your targets: Set up your target ‘hit lists’.  Your list will depend on the size of your marketplace.  I always recommend that you have at least 100 agents on your hit list, but the more agents that you have, the better. Full-time recruiters should have 250-350 agents on their hit list.  Your hit list will have 3 categories of agents. A, B and C categories. The A list is your active pipeline. At all times, your active pipeline should have at least 10 agents in it. The active pipeline has two types of agents. Those that you have interviewed, but not yet hired and those who have agreed to come in for an interview and the date for the interview is set.  This means that you will always be talking to at least 10 agents about joining your team. The B list agents are those that you have a relationship with. You are Facebook friends, you talk to them every 2-3 months, you invite them to social events, etc.  Your C list agents are those agents that you are marketing to but don’t really have a relationship with yet.  Your A-list and your B list agents are the ones that you will focus on and spend the most on. I always recommend that Brokers use a program such as Broker Metrics to determine who you want on your hit list, but if you don’t have Broker Metrics, you can use your MLS as a guide to determine who you want on your list. Many brokers pull lists by production level or dollar volume.  Some pull by time in the industry.  There are some strategy and success rates in targeting those second-year agents that have been in 12-36 months and might be ready to move.   Another great strategy shared by one of our members is to target the rising and falling stars in your market. Just as it is crucial for agents to put together their marketing lists for their SOI and farm, it’s just as critical that you have a list to market to as a recruiter.
  2. Digitally position yourself weekly. Use your Monday Morning eNewsletters as a way to position yourself in a motivational, positive message with great tips and tools each week to the agents in your market. This goes to your both your entire list recruiting prospects,  as well as your current team members.  Encourage your agents, and your recruits to use the same strategy with their prospecting lists so that they are positioned as well with a Monday Morning message.  Log in at the end of each month, copy the eNewsletters for the month into your email platform and schedule them to go out every Monday morning.
  3. Monthly position yourself with letters and lumpy letters. Agents love Lumpy Letters and they really create a buzz. Every month we put two or three Lumpy Letters in your system. You can also scroll through the archives to see past letters.  These are perfect for the A-list agents, as well as certain B list agents.  Most Brokers send 25-50 lumpy mail items per month. At the start of every month, order the suggested mailing insert (small gift or fun item) – we usually include an easy ordering link or offer a suggestion where you can buy the item. Then copy and paste your favorite Lumpy Letter onto a card or onto your letterhead and sign them. Then stuff them into padded envelopes, label, and mail. They capture the attention of the top agents, create a great talking point and get you noticed.  Next, pick your favorite seasonal letter and send those to your B and C list agents each month.
  4. Follow up: Give each targeted agent a follow-up phone call just to touch base.  Your goal is to talk to at least three agents per day and schedule a minimum of three interviews with experienced agents per week.  When the agent has indicated that they are happy where they are, call them every 2-3 months just to check in on them. Has anything changed? Are they ready to meet? If the agent is on your A-list, follow up weekly or as needed based on that agent’s situation.
  5. Connect again: The following month, send out another letter, note, or package to your list to promote your systems and your organization.  Everyone doesn’t have to get the same thing either!  Be creative!  Personalize them! You can always look into the archive section of your platform to see past month’s tools.
  6. Follow up again: Hit the phones again just as in step three and make it a habit to consistently send and call each and every month.  Use your CRM to track who you call each month, and when you should contact that agent again.
  7. Promote: After each hire, send out a “Just Hired” postcard to your entire hit list.  This sends out the message that agents are joining your team. Also post your new recruits to your Facebook page, and include announcements in your eNewsletters.
  8. Promote again: Send flyers out that promote your company, the success of your agents and your commitment to the community.  You’ll be planting those seeds for agents to WANT to learn more about you!
  9. Review your skills. Pick at least one lesson from the 7+ hours of audio training to master each month. Log in and watch a webinar on demand as well and learn what other brokers are doing to recruit at record levels.
  10. Review your value propositions. Use those to show how your organization is different.  What are the 12 compelling reasons for an agent to join your team? Are those 12 reasons compelling enough for others to take notice and join? What are the results of your 12 compelling reasons to join?  This is how you build value in joining your team.
  11. Use social media: Facebook has really changed the way that brokers build relationships and stay in touch. You should send a Facebook request to everyone on your hit list, as well as your existing agents. Each day, please apply the 30-20-10-5 rule on Facebook. Spend a max of 30 minutes on Facebook in the morning, like 20 things that potential recruits say, make 10 comments and send 5 personal messages inviting the agent to get together to discuss their business.  Set up your hit list into a group on Facebook.
  12. Stay true to the 3-7-27 rule. Your engagement on Facebook, as well as calls and texting, is designed to build their trust as soon as possible.  It is based on the Rule of Marketing: 3-7-27. It takes 3 direct contacts for them to remember who YOU are. It takes 7 direct contacts for them to connect you to your company. It takes 27 direct contacts for them to trust you, to like you and to feel as though they can approach you when they are ready.  BUT it also requires the messages to be positive and inspiring, that causes them to like you before they meet you.  A direct contact is a call with a response, a text with a response, a social connection with a response, etc. Any time they respond in any way, you are building the relationship and trust.

Agents are deciding now how they will move forward during these challenging times — and what brokerages best suit those needs. If you position yourself now as the broker with the tools, resources, support, and environment for success – it will be your name at the top of their list of choices. If you need help, let us know.

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special offer! Make any Profitable Recruiter Pro Membership part of your business plan, and take 50% off with the promo code 50OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today

How to Identify & Hire the BEST New Candidates

From Personal Experience…

By Real Estate Recruiting Coach Judy LaDeur

There has never been a better time to hire new-to-the-industry agents. The great news is that the new agents WANT support, training, and a broker who cares and is there to support them. This describes many of the real estate offices out there, so let’s make hiring the “new ones” a priority.

What should you look for?  Is there a way to know who will succeed?  What does the right new agent look like? Here are some great guidelines to follow:

  1. Be honest about the position:  I think we owe it to them to be honest about the career they are about to embark on, and their ability to work in a commissioned sales job. They trust us to only hire them if they can make it, but unfortunately, that’s not always the case. Tell them up front. “If I think that you can make it in the real estate business, I will hire you today. If I don’t hire you today, you should reconsider your decision to go into real estate. I am telling you that because ours is an industry where anyone with a license can find a job somewhere.  But getting hired is not an indication that you will make any money. In fact, 90% of the people in this business earn a poverty level income. But again, if I think you’ll make it, I will hire you. And if I do hire you, I will do everything possible to insure your success. Does that sound fair?”  I always had their attention when I told them that, and they knew that I was serious.
  2. I would tell them the good stuff, as well as the challenges — and build some humor into it. Tell them that very successful real estate agents make well over $100,000.00 per year, and they can earn that after a few years. I told them that they could set their own hours, because they were the boss. They could sleep late, or leave early. I then explained that they could have any insurance policy they wanted, and any retirement plan that they wanted as well. They could take unlimited vacations, without asking anyone’s permission. I would then smile and say, “How does it sound so far?” Of course, they would say great. I would then continue with, “Of course, even though very successful agents earn over $100,000.00 per year, 90% of all agents earn under $30,000 per year. You can come and go as you please, but if you are not working, you are not earning any money. You should be prepared to work an average of 60 hours per week for the first year, and maybe every year! You can select an insurance and retirement policy, because you pay for it. You can take vacations any time you want, but someone needs to cover your business, and if you are not working, you are losing money. Are you still excited?”  You would be amazed how many people do not know what it means to be an independent contractor. I was looking for the agent who understood the risks, and still wanted “in”. I went on to explain that there are two types of jobs in the world. High risk / high-income jobs, and high security /low income jobs. The higher the risk, the greater the potential for income. In the stock market, as well as the job market. That’s why banks pay very little interest on a savings account. There is no risk, and therefore, the return is low. But your money is very safe. That’s why you make more if you are willing to take a risk. I would then find out why they wanted to give up the security of a “real job”, and go into real estate. I looked for desire, motivation, confidence, passion, drive, and tenacity. I asked lots of questions, and I paid attention to how I felt as they talked. I looked at their past successes, and failures. How did they handle problems?  How hard were they willing to work? Did I believe they could make it? If so, we continued.
  3. There are lots of other things that will increase their odds of making it.  A professional image, financial security, a strong sphere of influence, good eye contact, good people skills, and a need to make money. The more pluses they have, the greater their chance of success will be.

Create your own checklist. On the left, list those things you should be looking for in the interview, and then make notes after each item. The answer should be pretty clear by the end of the interview. By the way, I always told them up front, that if they decided to go forward with a career in real estate, and I decided to hire them, they would need to sign up for their real estate class that day. As a result, most of the good candidates signed up that day and got started with their career.

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

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any pro membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move!

Change Your Thoughts and Change Your Results

Recruiting Mindsets for Success

By Real Estate Recruiting Speaker and Coach Judy LaDeur

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

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

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

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

The same applies to recruiting.

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

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

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

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

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special offer of 50% off with the promo code 50OFF any pro membership.  That’s 45% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you. 

 

 

 

 

Smart Strategy: Recruiting the Second Year Agent

recruiting-second-year-agents

Guidelines, Action Plans, & Dialogues

By Real Estate Recruiting Coach Judy LaDeurhandshake close Judy

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

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

Hiring Guidelines:

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

Advantages:

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

Action Plan:

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

Dialog to get them in for the interview:

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

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

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

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

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

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

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

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

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any pro membership. That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move!

 

 

Be Prepared to STOP Losing Market Share

Meeting Change Head On

By Real Estate Recruiting Coach and Speaker Judy LaDeur

If this year has taught us anything – it’s that change is inevitable — and your ability to respond to it makes all the difference in terms of how you lead, who follows, and how your organization will grow in the year ahead.

As we head into 2022 – it’s time to ask yourself – are you PREPARED to continuously adapt to change? If not, you’ll lose market share to those who are.

One thing that we are certain of is that thousands of agents are getting ready to retire. Many of the baby boomer agents are planning their exit strategy today.

Bottom line? As a broker, if just 10 of your agents leave over the next few years, averaging $5 million in business each, you lose 50 million dollars in business and market share. Many of those agents looking to retire are selling far more than $5 million in real estate. The impact to you, the broker, and your organization is that when you lose market share it makes it tougher for everyone in the office to compete. There is a solution. Implement a program that allows your agents to partner up with another agent in your office one to two years before they retire, forming a team. That’s the first step towards a retiring agent being able to sell their business.

Putting this in place is a win-win for everyone. The retiring agent gets to sell their business and you retain the market share.  Agents are selling their businesses for $100,000 or more. It’s a great retention tool and it’s a great recruiting tool. If we study the past one thing we know for sure is that the next time the market tightens up or it gets tough to sell real estate, we will see a huge number of agents say, “I’m done!” 

A NAR survey indicated that 87% of all agents surveyed, plan to walk away from their real estate business without even trying to sell it!  That’s why we put a system together to teach agents everything they need to sell or acquire a thriving real estate business, including sample letters, sample contracts, guidelines, success strategies, behavior profiles, database management insights.

Brokers, create some time and space for this kind of training in your organization. It’s both a great recruiting tool and a way for you to provide this timely topic for your team so that they are not just working IN their businesses – but working ON their businesses.

Perfect for agents who are retiring or relocating, agents who want to develop a business that they can sell in the future, agents who want to acquire a business to increase their income, as well as EVERY broker! Brokers no longer need to lose the market share of retiring and relocating agents.

Contact me today to talk about providing this kind of training to your team virtually! 

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

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any pro membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

 

10 Great Reasons to Call Recruits

10 step real estate recruiting calls

It Doesn’t Have to Be Difficult!

by Real Estate Recruiting Coach Judy LaDeur

While you may be gearing up for Thanksgiving fun and much-needed downtime with family and friends in the coming weeks — keep an eye on the prize for your 2022 goals! Get a jump start on your competition by doing these three things: 

  1. Write out your broker business plan
  2. Listen to the recruiting audio training in your Profitable Recruiter Platform
  3. Set these ten steps for making calls into strategic stone so start hitting the phones

To get a jump on next year’s goals — be willing to do what others are not to get the results you want!  There are several steps to mastering the phone calls, and many great reasons to pick up the phone.  Here are a few great reasons to call an agent:

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

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

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

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

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

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

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any pro membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

Recruiting Experienced Agents?

recruiting-experienced-agents

What You Need to Know

By Real Estate Recruiting Coach Judy LaDeur

First thing’s first.  Ask yourself – “Do I have what experienced agents are looking for?  How do I compare to my competition?”

Let’s take a look at some key deciding points for experienced agents:

Experienced Agent Hot Button List:

  • Technology and Tech Support
  • Advanced Training and Coaching
  • Comparative Commission Structure
  • Marketing Support
  • Quality Support Staff
  • Personal Assistants or Systems That Help Remove Detail Work From Agent Agendas
  • Agent Promotion
  • A Professional Image and Office Environment
  • Calls Off Their Own Signs

How many of these components do you have in place?  What about your competition?  If you don’t know what your competition has to offer – how do you know if you’re the best?

TIP:  With experienced agents, your odds soar if you properly target them.  So here is a PROVEN process for SUCCESS:

RECRUITING EXPERIENCED AGENT PROCESS:

  • Find your target:  Set up your target ‘hit list’ of 50-100 agents that you will stay in touch with each month using a drip marketing campaign.
  • Connect:  Send a letter designed to educate them about your company and to create desire and curiosity on their part to know more about you and your company.  Or you can send a note or letter that compliments them.
  • Follow up:  Give each targeted agent a follow up phone call just to touch base.  Your goal is to talk to at least three agents per day and schedule a minimum of three interviews with experienced agents per week.
  • Connect again:  The following month, send out another letter, note, or package to your list to promote your systems and your organization.  Everyone doesn’t have to get the same thing either!  Be creative!  Personalize them!
  • Follow up again:  Hit the phones again just as in step three and make it a habit to consistently send and call each and every month.
  • Promote:  After each hire, send out a “Just Hired” postcard to your entire hit list.
  • Promote again:  Send flyers out that promote your company, the success of your agents and your commitment to the community.  You’ll be planting those seeds for agents to WANT to learn more about you!
  • Set Your Goals and Do the Math!

A great goal to start is to conduct three experienced agent interviews per week. From that, you should average at least two hires per month.  This will give you 24 experienced agents.  If each is producing two million in gross closings that would give you an annual increase in market share of $48 million and a net gain of $98 million over your competitors!

We’re not saying it will be easy – but it will be worth it!  Take your time.  Put systems in place.  Be persistent and consistent in your efforts. If you don’t have a system in place, we can help! Become a member of The Profitable Recruiter today, and put the power of done-for-you content and tools that make recruiting experienced and new agents easier, less time-consuming, and even fun.

Register today and use the promo code 50OFF to save 50% on any 6-month or annual membership. Got questions?  Email us!  We’d love to help!  

The Top Five Must-Do Strategies for Brokers to Implement in Today’s Market

What You Do Now Will Affect How You End This Year and Start the Next

By Real Estate Recruiting Expert and Coach Judy LaDeur

Our market continues to change at a crazy clip and smart brokers and managers are turning to serious systems and tools to keep up.  To help make the most of your recruiting efforts, energy and marketing dollars, I’ve put together five top strategies for a successful rest of the year that are generating tremendous results for brokers.

  1. Take Out the Guesswork. Be sure to have a SPECIFIC, laid out, retention program to keep the agents that you already have. Agents need to know that they are appreciated and wanted.  In changing and competitive times, agents who feel under-appreciated begin to look to your competition for acknowledgement. For those of you who are members, make sure those Monday Morning messages are going out to your current team, not just your recruits and follow the weekly retention action plan that corresponds to your message.
  1. Be the Resource. Provide powerful ongoing training, coaching and mentoring to keep your agents productive, ahead of the trends and confident in their skills and tools. Productive agents are happy agents and companies who continue to provide resources for success will grow exponentially over their competitors. Not to mention, like attracts like. If your agents are happy, productive and knocking it out of the park in your market, they’ll catch the attention of other area agents who will be curious as to how your company can help them do the same.
  1. Support them. Provide marketing support for two very important reasons. It increases your agents’ business and more importantly ensures that the marketing ACTUALLY gets done. Many agents cut their marketing budgets, which resulted in less business for the agent – but also for the company. When agents sell homes, companies make money so whatever you can do as a broker to support their business, is always a winning strategy.
  1. Turn Up the Heat.  While many of your competitors go into holiday “sleep mode” — it’s your turn to dial things up. Implement a strong recruiting campaign which consists of marketing, calls, social media, advertising, and interviews weekly!  Now is the perfect time to keep your ears to the ground and your eyes open for trends in your market that you can leverage.  A competitor that pulls back on resources.  A change in management at another company.  A top producer who isn’t being recognized.  Use these trends to your advantage and RECRUIT, RECRUIT, RECRUIT!
  1. Know your numbers! What I mean by that is—know your value propositions.  What is the VALUE of being with your company? How many referrals do you generate per agent? What percentage of their business is generated by something you’re providing? I am always amazed how few brokers know what percentage of an agents business is as a result of something that company does to support them…and that is the key to recruiting and retention!

Hope you’ve found these tips helpful.  If you’d like to learn more about growing your business, building the right team or working a SMARTER recruiting plan (because harder is no fun) then EMAIL US today.

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

Join today and take advantage of our special offer of 45% off with the promo code 50FF any pro membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training which covers:

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

What are you waiting for? Join today and save 50% — and add up to 10 managers on your account at no additional cost.  

The Power of Sprint Goals

sprint-goals-for-real-estate-recruiters

Ready to create absolute focus for the rest of the year? Put sprint goals into place. Sprint goals are short-term goals that are accomplished in 30 days or less. They are short term because they adapt well to the constant changes that we see in our lives and industry. This month, for agents, it’s about creating listing inventory. There is still a shortage of inventory all across North America and listings are the name of the game, now more than ever.

For brokers, it’s about recruiting the best possible team members as we head into the last few months of this year so that you can end strong. Sprint goals are 1-2 sentences. They are simple, measurable, and attainable. They also have action steps. It could be as simple as, “I will speak to at least five agents per day, five days a week, for 30 days.”  “I will compliment and connect with at least two team members per day for 30 days.”

This is the time of year to keep your agents focused on and setting those short-term goals each month. Set sprint goals for the office that they can achieve as a team and reward their success.

Recruiting can seem daunting at times, sprint goals help put some fun into it. Create a reward system for yourself each week you stay on track and committed to making those goals a reality. Stay positive, present, and clear on what you want to accomplish – then go for it.

We are here to help!

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

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any pro membership.  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – 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.