How Not to Get Raided by Your Competition

Posted on December 5, 2022December 6, 2022 by The Profitable Recruiter

05 Dec

And Stay on the Winning Side of the Agent Tug of War

By Real Estate Recruiting Coach Judy LaDeur

Recruiting competition has skyrocketed. And during this time of great chaos and change – there can be even more vulnerability. My research has shown that if you consistently show your agents that they are valued and appreciated on a regular basis, and they know that they, and their needs, are your priority — you probably don’t have much to worry about. If not – let’s examine why an office becomes vulnerable.

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

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

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

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

Location: If you are changing locations, ask a few of your agents to help you locate a new location, then go out with them to scout out the options. Let your agents sell the group on the new location. You could also set up a committee to determine the new colors for the office and ideas for office design.

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

Management: A management change is also risky. Whenever you change managers, you should consider the personality of the manager that is being replaced. If the manager that is being replaced was very friendly, emotional and well liked by the agents, you could be vulnerable if you put a logical manager in that office. Better to use an interim manager, or yourself, while they go through their mourning period over the loss of a manager they liked. If you can keep the personality the same, that’s the best option.

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

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

Start today by sending three notes a week to your agents. Think of something nice to say about them and let them know who much you appreciate them. If you always practice retention, the competition will have a tough time raiding your office.

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

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any 6 month or annual membership. That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training! What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

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

Posted on November 24, 2022November 25, 2022 by The Profitable Recruiter

24 Nov

Because They WORK!

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

Here’s how it works:

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

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

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

Here’s an example:

You have a lot to smile about …

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

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

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

(Handwritten signature)

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

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

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

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

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

Not sure if this is the right thing for your company? Contact us today to learn why brokers of every company size are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting. We’re taking the guesswork out of recruiting for brokers — and they are loving it. We can do the same for you! Questions? Email us today.

Everything You Need to Recruit the Agents You Want in the New Year

Posted on November 20, 2022November 21, 2022 by The Profitable Recruiter

20 Nov

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

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

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

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

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

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

How do I conduct the recruiting interview?

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

How do I overcome stalls/objections from the agent?

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

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

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

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

The Power of Sprint Goals

Posted on November 9, 2022November 10, 2022 by The Profitable Recruiter

09 Nov

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. Throughout the end of the year, for agents, it’s about creating listing inventory. Competition for listings across North America is steep, 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 new year so that you can end 2022 strong and come out of the gate quickly in 2023. 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 setting those short-term goals. Set sprint goals for the office that they can achieve as a team and reward their success.

Recruiting can sometimes seem daunting, but 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 blog, and join The Profitable Recruiter today. We have a full spectrum of membership benefits with all the tools, strategies and solutions you need to position yourself to win this year and every year. Our goal is for you to become the “turn-to” broker in your area for every agent.

Join today and take advantage of our special offer of 50% off with the promo code 50OFF any 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.

Identifying and Communicating Your Value Proposition

Posted on November 5, 2022November 6, 2022 by The Profitable Recruiter

05 Nov

By Real Estate Recruiting Coach Judy LaDeur

The most important asset within your company is the people. Attracting the right people means attracting those aligned with your values and vision. This gives you an opportunity to create a flourishing environment that translates into an improved bottom line.

Putting a strong team in place will require you to answer a few tough questions first. You must be able to share details about your company in “what’s in it for them” terms. Explain how a move would benefit them both personally and professionally. Because let’s face it, switching companies is a very scary decision for most people. Diffuse fears by accurately and effectively sharing the “WHY” that sets you apart from your competition. What does this look like?

You must define:

What you do better than your competitors
What you are doing that your competitors are not
How you can help potential recruits earn more money through your systems and tools
How you enhance the working environment of your agents
What real results other members of your team have seen since making a move

Once you answer those questions, the next step is spelling out the reasons any agent would want to join your team. In my training, I ask each broker to come up with their 12 most compelling reasons. Unfortunately, twelve reasons can be difficult for a lot of brokers. For that reason, I have created a blueprint that you can follow to begin crafting your own list.

12 Compelling Reasons Recruits Will Say YES to Joining Your Company

# 1: Strong Leadership: Vision, support with problem solving, and leaders who are acting like leaders. Take it one step further and determine what specific value you and your expertise bring to your team.

#2: Lead Generation: Agents need to prospect, but they want companies that are working to generate leads for them as well. There are lead generation companies out there that are charging agents up to $1000 a month for leads and believe it or not, agents are paying. Why? Because agents want those internet leads, or any leads that the company can provide. What are you willing to provide?

#3: Name Brand Awareness: Companies with a strong presence in the market, locally and nationally, are doing well with their recruiting efforts. Name awareness is tied to market share. The best agents understand that the stronger the name/market share, the easier it is to compete for business.

#4: Education/ training: Agents are looking to fine-tune their skills. Many are staring down steep learning curves for technology and virtual presentations. Many agents know they need to get back to the basics and most realize the value of staying current in an ever changing real estate industry. The best agents also understand the value of securing specialized training or securing certain designations for areas of specialization. Such areas might include: Virtual presentation, social media and digital marketing, niche-market prospecting, and technology.

#5: Positive office attitude and healthy environment in the office: Agents want a positive work environment with competent and positive peers. It is easy for me to see that the offices with the best production and best attitude have brokers with a great attitude. Those same brokers spent the last 5 years getting rid of their dead weight and many are more profitable today than they have been in years!

#6: Mastermind Groups and networking opportunities with other top producers: Many of the best agents enjoy connecting with the other successful agents. Their needs and approach to the real estate business is different from those just getting started, so why not give them the opportunity to grow and play together? Agents who work hard, play hard and spend time together are more likely to stay together

#7: Marketing support/tools: Marketing is the #1 thing that agents need to stay in touch with their sphere and past customers. What can you do to assist or support their marketing efforts?

#8: Client/ data management tools: Many agents struggle when it comes to managing their data and client info. Do you have an easy-to-use customer relationship management tool that allows them to input their data, send out marketing, and locate client data quickly?

#9: Coaching and accountability: We see many companies implementing very successful coaching programs, with some great results. If the company does not provide coaching, the agents might hire outside the organization. The cost can range from $500 -$1000. What that tells me is this: if they want it and it has value to them, they will pay for it! Your agents need accountability and sometimes a third party is the best way to keep them on track and accountable. Your best option is to coach them yourself or have someone else in house that can effectively coach them. If this isn’t possible, seek out a good coach and work out an agreement with them to coach those agents who want it.

#10: Administrative support: Agents are working harder, but most are not working smarter. What can you do to support them behind the scenes? What can you take off their plate to give them more balance in their life and work?

#11: Proven results with proven systems: It’s not enough to have systems and tools. Your need to know what the results are from each of the systems and tools you offer. Use exact results, NAR survey results, national brand results, testimonials from your agents as well as success stories. Bring those results into your interviews. Everyone says they can help potential recruits, but those who can prove it are winning in today’s market.

#12: Security: The bottom line for any agent making a move is whether or not they will feel secure at their new location. The more answers you can provide on the above list, the better they will feel, and when they feel good…they join!

Take some time to sit down and determine what your best selling points are as an organization. Ask your agents what they love most about being part of your business family. Then couple these powerful 12 reasons with your own compelling attributes and get ready to knock it out of the park this fall!

Want to continue to learn how to be the turn-to broker 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.

4 Keys to Keep CHANGE from Creating VULNERABILITY

Posted on October 30, 2022October 30, 2022 by The Profitable Recruiter

30 Oct

Recruiting Secrets to Stay AHEAD of the Competition

By Real Estate Recruiting Coach Judy LaDeur

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

We have all heard the saying; the only constant thing in life is change. The same is true for your business. Change is necessary and needed to move forward. However, change is also the #1 reason for vulnerability in a real estate office.

When you are vulnerable, you can lose agents. There are also times when you should NOT implement a change.

Change is the #1 reason for vulnerability. When you implement change, there are a certain number of agents who will be unhappy with the change. It has the potential to create some resistance in your office. We understand that it’s impossible to implement a change and have everyone be happy. But here are some tips for implementing change to control vulnerability.

#1: Try to involve your agents whenever possible: If you are changing locations, ask a team of agents to help you locate a new location. Go out with them to scout out new office space. Let your agents sell the group on the new location. You could also set up a committee to determine the new colors for the office and ideas for office design. Let them spend their time with the designer, but you can make the final decisions.

#2: Use the exchange method: When you take away or add a service, use that opportunity to evaluate all your existing services and tools. Whenever a company tells me that they are going to add a tool or service, I usually ask them, “Are you planning to discontinue any services or tools in the near future?” Or if they want to discontinue something, I want to know their plans for the near future. This allows you to hold a business meeting with your agents and explain that after careful evaluation of all your tools and services, you are making some changes to support them in their business better. You can explain that a certain tool or service is not yielding great results, so you are implementing something better for them. Another example is: If you are changing compensation, or implementing a new fee, time it with the implementation of a new service. “We are implementing a transaction fee of ($Amount), but you will no longer be charged for (service).”

#3: Grandfather your existing agents whenever possible when you are changing compensation or fees: Money is always a tricky change, possibly the most delicate one. When possible, “grandfather” the existing agents and apply the change to those new agents who will be joining after the implementation. Another idea is to grandfather all agents whose production is above a certain amount. You could say, “If you are generating GCC of $90,000.00 or more, you will be grandfathered with regard to the new changes.” You can also grandfather agents who have been with the company a long time. “If you have been with our firm for 10 years, or your production is $(Amount), you will not be subject to the new changes.” Keep in mind that emotional agents will usually not leave because of the money, but they are hurt that after so many years, or at their level of production, that you would take money out of their pocket, or not honor the original agreement that they had.

#4: A management change is also tricky: Whenever you change managers, you should consider the personality of the manager that is being replaced. If the manager that is being replaced was very friendly, emotional, and well-liked by the agents, you would be more vulnerable with a new logical manager. If the manager that you want to put into place is a different personality, you can decrease your vulnerability by putting in an interim manager, or yourself, while they go through their mourning period over the loss of the manager they liked. What I found worked well was to personally manage the office for a period of 6-12 months. During that time, I would look for a new manager. When I found the new manager, I would bring them in as a manager in training and co-manage with them for 3 months. After 3 months, I would turn the office over to the new manager and ease out over the next 30 days.

Times to avoid change: There are two times that you want to avoid making a change, if possible. Do not make changes during “recruiting season” or when their production is at a low point. The months of August/September and December/January are probably the two most vulnerable times to make a change. Agents typically have fewer listings and pendings during this time, so making a move is easier. You also do not want to make a change while you are already vulnerable from a prior change. For example, if you just changed the name of your company, don’t change the compensation plan the following week.

Bottom line: The best way to retain your agents if you are vulnerable, is always to be working on retention. Start today by sending thee notes a week to your agents. Think of something nice to say about them and let them know how much you appreciate them. If you always practice retention, the competition will have a tough time raiding your office.

Continue to learn how to master recruiting skills and be the broker to join in your market. If recruiting is a challenge for you, we can help.

Join us today and take advantage of our special offer of 50% off with the promo code 50OFF any 6-MONTH or ANNUAL membership. That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training which covers:

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

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

Not sure if this is the right thing for your company? Learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting. (Which is way better than dread – right?) We’re taking the guesswork out of recruiting for brokers — and they are loving it. We can do the same for you! Questions? Email us today.

The Opportunities in Change

Posted on October 24, 2022October 25, 2022 by The Profitable Recruiter

24 Oct

The Cyclical World of Real Estate Sales

By Judy LaDeur

The world — and the world of real estate — is one of the cycles. And certainly, we are in a stage of change right now in markets all over the globe. Change can be a little intimidating for some agents, but with the right mindset, tools, and training — it presents opportunities at every turn. How you deliver the possibilities and help agents navigate change is powerful. Perception is reality. As the Broker, you are the captain of the ship. The person in charge of the information that is distributed, as well as how it is perceived. You are also responsible for the routing of the journey. As the captain of the ship, if you saw that there was a potential storm on the horizon, would you alter your course? Would you start to make plans and prepare? Of course, you would. A real estate office is no different. Regardless of what happens in the market, there are things on the horizon that you should be planning for today.

Things that you know will happen, such as:

Some agents are feeling ready but anxious about change.
Most agents are struggling with a correcting and shifting market, higher interest rates, and uncertainty. This makes it easier for them to change offices. That makes you vulnerable as a Broker but also creates opportunities as a Recruiter. What are you doing today to prevent your agents from leaving, and what are you doing to position yourself as the Broker agents think of when making a move?

When you look forward, you can be better prepared for whatever the market does. Here are a few tips to help navigate through any storms on the horizon.

Schedule training for your agents designed to support their business, adapt to change, foster a strong finish to the year, a sense of confidence, and the tools they need to thrive.
Host some fun events, or contests, to keep your agents focused on business, even in these challenging times!
Create marketing pieces for your agents to use to position themselves in front of their clients for new listings.
Remind your agents that there is no better time to stay consistent with their Monday morning messages to their clients. Stay top of mind for additional business opportunities.
Don’t forget to send your Monday Morning Motivation Messages to your recruits each week. Once we head into the holidays, it is especially important for you, as the Broker, to stay positioned with potential recruits.

And don’t forget, there are always changes and cycles in this business. You can change the size of the wave, but you can learn to surf!

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

Posted on October 13, 2022October 14, 2022 by The Profitable Recruiter

13 Oct

It Doesn’t Have to Be Difficult!

by Real Estate Recruiting Coach Judy LaDeur

While kicking your fall recruiting into high gear – keep an eye on the prize for your goals! Lead your competition by doing these three things:

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

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

Your office has a co-op transaction with that agent
Your agent has identified them as a great agent to do business within your market
Invite them to a social or educational event that you are hosting
Pay them a compliment. It could be in their production or just the way they conduct business
Introduce yourself if you do not know them
Suggest getting together to meet and exchange information over coffee
Check the progress of a first or second-year agent
Follow up with agents that you have met with but did not YET hire
Call to tell them about the special systems and services that your company offers
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 that 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 once 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 master recruiting skills and be the broker to join in your market? Bookmark our blog, and join The Profitable Recruiter today. We have a full spectrum of membership benefits with all the tools, strategies, and solutions you need to position yourself to win this year and every year. Our goal is for you to become the “turn-to” broker in your area for every agent.

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

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

Posted on October 9, 2022October 10, 2022 by The Profitable Recruiter

09 Oct

Keys to Retaining Your Best People

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!

The 7-Step Interview Process

Posted on September 29, 2022September 30, 2022 by The Profitable Recruiter

29 Sep

by Real Estate Recruiting Coach Judy LaDeur

The problem with most interviews is that we spend too much time trying to sell them, and not enough time trying to determine what they want. By knowing what they want, there are very effective ways to help them see the advantages of joining your company. In fact, your presentation should only address their needs and should also show them how they can dramatically increase their income by joining your company.

The 7-Step Interview Process

(Hint: It is just like working with a buyer)

Step 1: The Set-Up = The Direction

Set up the interview by sharing your goals and agenda.
You should know if the agent is an emotional decision maker or a logical decision maker within the first 5-10 minutes.
You need to mirror your candidate for optimal results. Maintain a business-like manner for logical agents and a friendly, warm manner for emotional agents.

Step 2: The Investigation = The Discovery Process

Ask questions designed to discover the agent’s concerns and needs.
This is your foundation and you should determine which systems to present at this phase.
Remember to stay relaxed and friendly for the emotional agents.
Remain business-like for the logical agents.

Step 3: The Presentation = a discussion designed to deliver what they need and want

The presentation should be customized for each recruit.
It should include the systems or opportunities that the recruit is looking for or needs.
When you present the systems, you should build value and keep the recruit involved in the presentation.
Only present what the recruit wants to hear, not what you think is important!
For the emotional decision makers, this is where the sale must take place.

Step 4: The Recap or ROI = to determine the Position of the Journey

Ask the recruit, “Can you see yourself working with
?” If he/she says yes, proceed forward with the recap of what was discussed and determined. Get their initial commitment at this stage.

Step 5: The Details

Explain the details (i.e., your various compensation programs, costs, etc.)
You should explain details simply, as quickly as possible and in an assumptive format for emotional agents.
For logical agents, this is where the sale takes place. Give the logical agents lots of detail and answer all questions accurately.

Step 6: The Close = The decision or arrival of the destination

Ask a question that causes the recruit to take action.

Step 7: Handle Stalls and Objections = can be diversions

Use the same process to overcome stalls and objections that you use with buyers and sellers. Remember to close 3 times.
Use a value close to rediscover the value and show income potential with your company. The recruit should be able to increase his/her income by making the move.

Learn the in-depth strategies for all seven of these in the audio training available with your Profitable Recruiter Membership!

Want to learn how to master these skills and build an extraordinary team? 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.