Six Powerful Ways to Follow Up With Recruits

It’s the #1 Key to Bringing On the Agents You Want

By Real Estate Recruiting Coach Judy LaDeur

How many agents have you talked to the past 12 months who were not ready to join, but gave you permission to stay in touch? One of the easiest ways to recruit more agents each year is to follow up with those who say “no” initially.  The decision to change offices is a tough one.

There are a lot of agents currently reevaluating their brokerages — especially when many feel their company has not supported them enough through these turbulent times.

I get it – you’re wearing a lot of hats right now, but there is opportunity to not only build your team, but help real estate professionals who may just need that extra support and attention to make a move that will help them thrive, even during these times. , Brokers who have been consistently following up with agents say that up to 50% of their hires each year were results of these efforts.

Here are six powerful ways you can follow up directly and indirectly: 

1.  Call.  One of the least favorite things for brokers to do, but one of the most effective.  Some of the best people to call are those your agents have had transactions within the last 30-60 days.  If they’ve had positive experiences, call those agents and congratulate them on their professionalism and give them kudos for a job well done. Let them know if they are ever interested in exploring other options – you’d love to sit down and meet.

2.  Send a Lumpy Letter.  These are perfect for capturing attention, showing that you are not only interested but a creative and even fun broker that’s willing to be outside the box.  It gets them thinking — and talking!  Sometimes it’s even good for recruiting more agent than one for that very reason!  Learn more here.

3.  Use weekly e-newsletters.  These are terrific, especially for emotional agents.  When they are non-invasive or pushy – but instead motivational, give great tips, and spotlight you as a leader and a broker who is in the know in the marketplace — recruiting prospects respond very well.  John from New York had this to say, “I am surprised at how hungry the industry is for local news and statistics. The number of agents who come up to me at broker open house events and association functions to comment on the Monday Morning Wake Up Call newsletters. This opens the door for a ‘getting to know each other’ conversation.”  

4.  Be present in your market. This is no time to be a stealth broker.  Even in areas not yet opened up — there is a lot you can do to ensure that you and your company are presenting yourself as present and listening and providing agents with the tools and training they need to grow and adapt. Show them that you are more than a name on a door. Show them that you someone who’s willing to be part of their solutions.

5.  Make an invitation.  Got an agent you’d really like to sit down with?  Let them know. Send them an invitation for a quick Zoom call, or a cup of coffee at their favorite spot.  Let them know, no pressure, no sales pitch.  You just would like to get to know them a little better and you appreciate what they are bringing to your market.

6.  Offer training.  Right now agents are often in 24/7 mode with learning curves — especially regarding technology. Offer ongoing training with great speakers, powerful topics, and terrific takeaways. Let them know it’s the kind of training that sets the perfect pace for the rest of the year and will help them kick off a fantastic fall season.  Make it easy and non-threatening for them to register, and extend the offer as a by-invitation-only event.

Now, more than ever, it’s important to FOLLOW up with agents. Why? People want to feel seen, heard, and recognized. They want to feel valued and appreciated for their commitment to stay in this game. Pick up the phone and call the agents on your hit list this week. You might be surprised to see how many are willing to meet with you. Make recruiting a priority now.

Profitable Recruiter Members – be sure to check out the Webinar-on-Demand with Mark Strosnider. While you’re there be sure ALL your agents listen in to Marti Hampton’s insights.  Both of these presentations were powerful in content.  Mark consistently hires 30+ agents per year and what he has to say about staying in touch, following up, and using humor is something EVERY recruiter should listen to before they get on their next call.  Marti shared how she got 100+ leads in less than two weeks with two VERY innovative marketing strategies that I’m sure savvy agents will be adopting all across North America.  Thank you to both of these top professionals for their candor and their willingness to share.  Login to watch these on demand now.

If you’re ready to dial up your recruiting and position yourself to attract the agents you want sooner rather than later, join top brokers from around the nation who are members of www.TheProfitableRecruiter.com.

You’ll get all the tools you need each month to position yourself as the broker to join when agents are ready to make a move. Fine-tuning your skills this season? All 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 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!

Tackling Your Recruiting Game This Spring with Judy LaDeur and Ixact Recruiter

We were delighted to host Coach Judy LaDeur and Shannon McGhee from IxactRecruiter for a full hour of exploring the NINE things every recruiter should have in place to have a successful recruiting system!

  • Select 100+ agents who are a good fit for your company.
  • Put them into a CRM and set up lots of categories for easy access.
  • Implement a marketing campaign, to include social media and video.
  • Every marketing campaign should educate, create curiosity with results, and stay positioned at all times.
  • The best way to stay positioned is with our Profitable Recruiter weekly motivational emails.
  • Call, text, or anything that allows you to reach out and ask the agent if they are ready to meet. It’s just timing!
  • Do your research on any agent that agrees to meet with you.
  • Develop strong interview skills, that are customized to your company and its unique opportunities. Use visuals with results.
  • Ask them to join!

What’s changed?

The relationship is more important today than ever. Brokers who take the time to develop relationships will have better results.

We have been asked for years for a CRM recommendation for recruiters and managers and we are thrilled to have partnered with IxactRecruiter to provide to you a system to stay connected and top of mind with your recruits and with your current team of agents! We negotiated a 60-Day Extended Free Trial with Ixact Recruiter for all of our Profitable Recruiter Members. Then, just $99/mo. save 15% with annual billing.

To take advantage of this special offer, simply go to www.ixactcontact.com/THEPROFITABLERECRUITER!  They’ve got an amazing support team and onboarding processes to help you get up and running quickly!

To get that offer, if you are not currently a Profitable Recruiter Member – now is the time to try us!

Get 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!

We’ll even let you bring the team! For every membership, companies can include ten additional managers or admins at no extra cost!

Want to learn more? Call us today at 813.957.2989! 

 

 

 

DISC for Recruiting & Retention

The Link Between Personality Profiles and Recruiting

by Judy LaDeur

I love this tool! The DISC tells you how agents are motivated,  how they will respond when they are unhappy, and what it takes to recruit them and retain them.  I have always used a DISC test when hiring new agents into the real estate industry. I also use a test when hiring team members, admin staff, recruiters and managers. Why? Each of us has specific natural strengths which allow us to do our job easier, which increases the odds for success.

As a Broker, Manager or Recruiter, using a behavior test makes your job so much easier!

What is DISC? It is a “personality profiling system”. A DISC Profile utilizes a method for understanding behavior, temperament, and personality. It provides a comprehensive overview of the way that people think, act, and interact. It is the most widely used tool of its kind. The DISC Personality Profile is based on the work of renowned psychologist Dr. William Moulton Marston, and was introduced in his 1928 book Emotions of Normal People. William Marston, a contemporary of Carl Jung, developed the DISC Personality Profile after studying the personality traits, behavioral patterns, and instinctual reactions of thousands of individuals. As a result of his work, Marston developed the DISC assessment as a tool to measure four primary behavioral traits:

Dominance (D)
Influence (I)
Steadiness (S)
Conscientiousness (C)

By understanding a person’s behavior pattern, you can:disc

  • Strengthen communication skills
  • Build or identify leadership abilities
  • Diffusing interpersonal conflict
  • Boosting performance and productivity
  • Increase motivation
  • Strengthen workplace skills and relationships
  • Make smart hiring decisions

Personality is the basis of who we are and what we do. Here is a quick overview of each personality type.

With Dominant people

  • Build respect to avoid conflict
  • Focus on facts and ideas rather than the people
  • Have evidence to support your argument
  • Be quick, focused, and to the point
  • Ask what, not how
  • Talk about how problems will hinder accomplishments
  • Show them how they can succeed

With Influential people

  • Be social and friendly with them, building the relationship
  • Listen to them talk about their ideas
  • Help them find ways to translate the talk into useful action
  • Don’t spend much time on the details
  • Motivate them to follow through to complete tasks
  • Recognize their accomplishments

With Steady people

  • Be genuinely interest in them as a person
  • Create a human working environment for them
  • Give them time to adjust to change
  • Clearly define goals for them and provide ongoing support
  • Recognize and appreciate their achievements
  • Avoid hurry and pressure
  • Present new ideas carefully

With Conscientious people

  • Warn them in time and generally avoid surprises
  • Be prepared. Don’t ad-lib with them if you can
  • Be logical, accurate and use clear data
  • Show how things fit into the bigger picture
  • Be specific in disagreement and focus on the facts
  • Be patient, persistent and diplomatic

We are including a chart that covers many different areas of each personality type, and how each type responds differently to the same situation. If you are not familiar with the DISC test, one of my favorite sites is http://www.alessandra.com/tahome.asp. Dr. Tony Alessandra has developed several different tests with extensive reports attached. If you have never taken a DISC test, I would recommend that you take one for yourself, as well as the key members of your team. As you get more familiar with the various different personalities, you will be able to quickly determine the behavior patterns of those you manage, live with and are recruiting.

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

Is recruiting a challenge for you?  We can help.  Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 70 webinars for recruiting and retention, and opportunities to network with the best of the best. Take advantage of our special offer and save 50% on YOUR New Membership with Promo Code: 50OFF.

Judy’s SEVEN HOURS of recruiting audio training covers:

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

Not sure if this is the right thing for your company?  Contact us to 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.  

 

7 Strategies for Real Estate Recruiting Success

A LOT has changed in the last year – but some strategies are always in season. If you’re ready to take your recruiting game to the next level, let’s look at a few of our favorites that always seem to help real estate recruiters knock it out of the park. Some take just a few minutes of your day – but the results — are extraordinary!

Here are a few of our favorites: 

  1. Stay positioned with your entire recruiting list  using the Profitable Recruiter Monday Morning email newsletters. These provide a non-salesly, motivational, action-oriented touch points which keep you top of mind as a broker/recruiter so that when people ARE ready to make a move, they think of your organization.
  2. Customize those emails. While we love a good cut and paste, your emails should be branded to your organization.  Consider including links to agent testimonials, links to pages on your site that refer to compensation differentiators, a personal note from you or your leadership team, a spotlight of recent recruits including their name, photo, and charity of choice, and links to upcoming training or networking events.
  3. Send Lumpy Letters to the top 25 recruiting prospects every month. Have some fun with them – and follow up with those prospects.
  4. Use LinkedIn to connect with potential recruits. Send your prospects a message, endorse them, write a reference on LinkedIn, then follow up. More often than not, you’ll have done more than their current broker.  While you’re in there – be sure to do the same for your CURRENT team of agents!  Set aside 15 minutes a morning to do this one simple strategy – you’ll surprise and delight yourself with the results!
  5. Sponsor fun events. We loved the Taco & Tequila Tuesdays, Wine Down Wednesdays, and even virtual happy hours that many of our members have hosted. They are fun networking opportunities where agents can connect, share ideas, and learn.  Some host it at a restaurant near their company headquarters and offer dessert back at the office where they can tour the facility and get to know more about what the company offers.  Their current team of agents “admission” to the event is to bring another agent.  Everyone has fun – and it’s bringing agents through the doors!
  6. Call at least ten agents a day for appointments. You won’t reach all ten more than likely, but you are making the calls and contacts and setting the stage for success.
  7. Let them know that you want them on board. Often brokers feel like it is too strong to ask for the commitment after the first recruiting appointment, but what they don’t realize is that often means the potential recruit isn’t even sure that you WANT to hire them. Be assertive, friendly – and try Judy’s classic handshake close that has helped brokers all over the world hire people on the spot.  (You can learn more about that in the interview skills section of your 7+ hours of audio training.)

These powerful steps are a great way to create the kind of dramatic momentum that Mona is experiencing. The right tools, strategies, and of course – perseverance as a recruiter is a win-win-win combination.

Thank you so much Mona again for sharing your insights and ideas! You’re terrific! If you’d like to send referrals her way she can be reached via email here.

If you missed the webinar, please log into your Profitable Recruiter account to watch on demand!

Stay positioned with the agents you are eager to recruit!  Join us 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.    

Four Factors You CAN Control in Recruiting

Positioning Yourself for Exponential Results

By Real Estate Recruiting Coach Judy LaDeur

Bottom line? Recruiting is the lifeblood of your real estate brokerage. If you are not actively recruiting, you are on your way out of business. You can have the best team in the industry, but at some point, every agent that you have will leave. They will retire, they may get ill, and they might just get tired of working, or relocate. But for reasons out of your control, they will leave.  There are many things that you can control to keep them there for as long as possible.  Here are those things which you can control:

  1. Office Environment & Culture: The brokers I know who are excellent recruiters, also provide an exciting work environment for their agents. They are in the office to greet their agents daily, they create reasons for the agents to come into the office, they host fun events throughout the year in the office, and the office has a clean, professional look about it. Create a welcome, efficient place for your agents to network, meet clients, and impress your recruits and you’re one step ahead of your competition.
  1. Create a Written Profile of the Perfect Agent for Your Office:  By writing down what it would take him or her to be the perfect fit for your team, your mind will actively look for people who fit your profile. Have you ever noticed that if you buy a new blue car, that suddenly you see that color and model everywhere? Once you are aware of something, your mind will point it out.  The same is true for agents.  When you are consciously aware of what you are looking for, your mind will also quickly discount people who do not meet your profile. You will hire more of the right agents, and fewer agents who fall short of your criteria. The time to talk about your criteria and expectations for your agents is in the interview process.  Don’t be shy. During the interview say things such as “The ideal agent for our team is an agent who is looking for (quality). Our expectations of those who join our team are (expectation).  The typical agent on our team averages (annual income). Those who are right for your team will make statements that confirm they meet your criteria.  If you are hiring new agents, you may want a separate profile, which may encompass areas such as passion, drive, experience in other sales fields, and education. A new agent’s desire and persistence can overcome many obstacles. For experienced agents, you may want to consider things such as the time constraints each one will put on you or your staff. It seems there are always a few agents in each office that take up the bulk of the leader’s time.  Your focus should be to find good people so you can replace the ones who do not meet your criteria.
  1. Prospecting: Once you know who you want, you next job is to find those agents and position yourself and your company to recruit them. Prospecting effectively allows you to fill your office with the kind of agents who fit your profile, which will enable you to earn more money. Prospecting can take on many forms such as direct mail, social media, face to face interaction with agents, phone calls, texting, emails and anything which will allow you to connect with the right agent for your team. Prospecting does two things: It keeps you positioned with the agents that you want until they are ready to move. It also tells you which agents are ready to make a move that day.  For that reason, calling must be a daily part of your prospecting, but don’t try to recruit them over the phone. The purpose of the call is to get the interview. They can’t sign up over the phone. I am amazed at the number of brokers who do not prospect, and most prospect less than their agents do. The brokers with the most productive offices lead by example. They are always prospecting and building their business, just like they expect their agents to prospect. Are you willing to get in the mud with your troops? Are you willing to show and teach them by example the value of prospecting? Are you going to teach them through your actions what leadership is about?
  1. Powerful presentation: Just as your agents need to perfect their best listing presentation — you need to create a dynamic presentation which is customized to each agent. The agent needs to feel that you have a lot to offer him/her in knowledge and experience. Your presentation should be based on well-scripted questions to find their hot buttons as well as products and services that they currently need in their real estate career. The better you learn what the agent is looking for, the more powerful your presentation will be.  Focus on hiring agents on value. What is the value to them in joining your team? How much more can they earn as a member of your team? Just as agents can get more listings by reducing their commission, you can always get more agents by lowering your fees or increasing your splits. Do the best sales agents reduces their fees and profits just to get more listings? NO. And the best brokers do not “buy agents”.  They do, however, end each interview with an invitation to join their team, if the agent is a good fit.

Is recruiting a challenge for you?  We can help.  Join The Profitable Recruiter and gain access to 7 hours of training via downloadable links, hundreds of recruiting letters and notes, emails, social media contents, webinars for recruiting and retention, and opportunities to network with the best of the best. 

If you’re ready to get your recruiting ON TRACK and keep it there —  join today and take advantage of our 50% off special using promo code 50OFF.

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.  

Look Behind You…

Your Best Recruits Could Be Your PAST Agentspast agents future success

By Real Estate Recruiting Coach Judy LaDeur

What an exciting time this is in the world of recruiting. Brokers and agents all across America are finally starting to be able to get face to face with all those agents who have put them off during all the chaos. It’s predicted that this should be a great season for recruiting, and it’s a great time to call those agents who left your company over the past 10 years.

We had some crazy market conditions which created panic, chaos, and mayhem, but time heals all wounds. For some of those agents who thought the “grass was greener” elsewhere?  They found out that it is just as hard to mow somewhere else.  That leaves an opportunity for you to open the door again and invite them to see what they’ve missed in their time away.

Which of your good agents did you lose over the past 10 years? Do you want them back? It’s easy. Pick up the phone and call them.  But first, give some thought to the qualities that the agent has, or a funny situation that occurred when they worked for you. Which sincere compliment can you give that agent? Why did they go to that firm? Are they missing out on brand awareness, resources, tools, training, technology or broker support? Maybe you’ve set up a new training system, mentoring program, or added marketing tools?  Is your agent production through the roof?  Are they making more money than the average agent in your market?   We are in the midst of a strong and emerging market.  These are excellent times to build your office and increase your market share.  Ensure that you are a part of the celebration by working today to change your future in a positive way!

Reach out and make the call and let them know that it might just be the perfect time for them to “come home” — sometimes the PAST can be a great part of a new FUTURE.

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

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

The 7-Step Interview Process

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 2The 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 3The 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 5The 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 6The Close = The decision or arrival of the destination

  • Ask a question that causes the recruit to take action.

Step 7Handle 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 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.

Powerful Phone Skills Can Be Easy!

Putting ALL the Pieces in Place for Successful Recruiting

By Real Estate Recruiting Coach Judy LaDeur

What do top recruiters/brokers do on a daily basis to insure consistent results in recruiting?   It is really pretty simple.  Most do what others are unwilling to do to get the results they want!  There are several steps to mastering the phone calls, and many great reasons to pick up the phone. Here are a ten 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 with in your market.
  3. Invite them to a social or educational event that you are hosing.
  4. Pay them a compliment. It could be on 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 peak their curiosity to learn more.

There are also days of the week and times in 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.

Do you want to hire more agents?  Mastering the phone is an important part of the puzzle! Not only will you learn many of these vital tools in the 7+ hours of audio training that you get as part of your Profitable Recruiter Pro membership – you have the advantage of learning on demand – individually or as a leadership team.

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with fewer headaches and more results – consider joining The Profitable Recruiter today.  Take 50% off with the promo code 50OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today.

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. 

 

 

 

 

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 2021 – 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.