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

Posted on December 16, 2024December 17, 2024 by The Profitable Recruiter

16 Dec

Keys to Retaining Your Best People

By Real Estate Recruiting Coach Judy LaDeur

The top three reasons people leave their jobs – are lack of recognition, poor working environment, and they’re not making enough money.

Here’s the truth: Negative agents can scare off every customer they speak with, for good. This 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 and that you are paying attention:

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.
Write a recommendation on LinkedIn for every member of your team. You can break it into a small number day if you need to – but make this the month that you recognize them professionally in that platform.

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.

Now, as to the not making enough money part of this equation, it is imperative right now that you provide powerful, timely, SKILL-BASED training for your agents weekly as they navigate all this new market change and information. We partner with our friend Darryl Davis who provides free weekly sessions for agents that is helping them not only work with more confidence, but close more business! You can share this link with your team members to help them do the same: www.PowerAgentWebinar.com.

Profitable Recruiter Members, please login to your platform today to get all of your April 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!

Coaching Your Agents to Succeed

Posted on November 27, 2024November 28, 2024 by The Profitable Recruiter

27 Nov

Setting Goals and Smashing Them

By Real Estate Coach Judy LaDeur

Studies show that most agents are at a loss when it comes to setting goals or planning activities. Salespeople tend to fly by the seat of their pants and figure it out as they go! However, it’s also been proven that those agents who plan for their success are more likely to succeed. That said, if you’ve got agents who are struggling, not truly hitting their potential, or are clearly off-track from goals they did set at the first of the year — it may be a good time to tap into a little coaching to put them on the right path.

Here is a simple exercise that you can do with any of your agents. Ask them to come prepared to discuss their goals, and where they want their real estate career to be one year from today.

Start the discussion with this statement: “If we were having this discussion a year from now, and you were looking back, what has to have happened in your life, both personally and professionally, for you to feel happy with your progress?

For some, it’s hard to imagine their life in the future. Especially given all the change we’ve experienced this year! Give them time to think about their answers and write them down as they share them with you.

Then as this question: “What problems/worries/ concerns do you have now that need to be eliminated for you to have the outcome that you imagine? What opportunities need to be captured, and what strengths need to be maximized?”

With regard to problems, obstacles or concerns, ask this question: “What steps or action can you take today to eliminate that obstacle or minimize that concern?”

Example: If they have a goal to increase their income by $100,000.00, but a concern is that they are already working seven days a week and can’t imagine how their income can increase by $100,000.00, you want to ask them to come up with solutions to that problem. You should not provide solutions, even though you might think the solution is easy. You might want to prompt them to come up with several solutions. If they said, “I guess I could work smarter.” Ask them, “What does that mean to you and how could you achieve it?” Them: “Maybe I need an assistant.” You: “That’s a great solution. What else can you do to work smarter?”

When they say the solutions and steps aloud, it creates a path to move forward. Write these in your follow-up report and send them to them. Keep a copy in their file and follow up to see what actions they are taking to ensure that the life they want in three years is starting to take shape.

Most people don’t have goals, they have wishes. For wishes to become goals, they have to be achievable, measurable, and have a deadline. For it to be measurable something must be achieved which can be measured. Action steps can be measured.

Entrepreneurs are always motivated by freedom. They are the ones who create new industries because they are always looking for new ways to be in control of their businesses and their lives. Their biggest motivation is always increased freedom; freedom from restrictions, freedom to create new forms of value that they can profitably sell. They dislike being restrained inside of other people’s systems and structures. As a result, they are always looking for exciting ways to get the best return on their investment of time and money. They are always on the look for new approaches that expand their opportunities and capabilities.

When an entrepreneur’s personal and professional life is in balance they are able to focus more on what they love to do.

Thinking ahead, and planning for success, makes it more likely to happen! We’re here to help!

We’ve partnered with our good friend Darryl Davis to share a weekly training webinar with agents all across the globe at no cost each week. Here’s the link to share with your agents if you’d like a little “extra” help in the coaching department for your team members! www.darrylspeaks.com/online-training

Want to learn more about hiring the best agents for your team, and keeping your team happy and productive? Join The Profitable Recruiter and gain access to 7 hours of training via downloadable links including interview skills, scripts, objection handlers, and more. PLUS, you’ll have access to entire libraries of recruiting letters and notes, emails, social media content, training webinars for recruiting and retention, and opportunities to network with the best of the best. Join today and take advantage of our special 50% off with the promo code 50OFF any membership.

Questions Open Doors in the Interview

Posted on October 19, 2024October 21, 2024 by The Profitable Recruiter

19 Oct

Hiring the Agents You Really Want

By Real Estate Recruiting Coach Judy LaDeur

I was asked, “What is the most important thing that you need to do to be successful in recruiting?” My response, without hesitation, was “Asking the right questions”. In every step of the recruiting process, asking questions, and asking the right questions is the key to success. Let’s look at each step of the process:

Phone Calls: When you are making your calls, remember that you should not do all the talking. Tell them why you are calling, then ask questions. Ask them what they know about your company, how their career is progressing, what they would want in a company if they were to make a change. Learn as much as possible about that agent. Remember, if they are emotional, the more they talk, the better you are doing.
The Interview: Before you begin to tell them what your company has to offer, you must first ask questions to determine what they are looking for, what they are unhappy about, what they would want if they were to make a move, etc. The more effective you are at asking the right questions, the more likely you are to present the right systems.
The Presentation: While presenting your systems, the interaction between you and the agent is critical. If you are the only one talking, chances are that they will start to tune you out. Keep them engaged in the interview by asking them questions and getting their feedback as you present your systems. Again, if the agent is emotional, the more they talk, the better you are doing. 70% of all sales agents are emotional by nature. If you keep them engaged in the conversation, you will have a much better chance of hiring them that day!
The Close: The close is a statement designed to have them take action and commit to joining your team. When they have concerns, they will throw out stalls and objections. This is when questions are very important. Don’t try to overcome the objection right away, but instead, follow the 5-step objection handling process. By asking questions about their concerns, you can usually discover the best solution for that objection. When you have the best solution to the problem, ask a question to tie it down. “If I can solve (the problem), is there anything else that would keep you from saying yes today?” If that is the only problem, solve it!

We all know that Einstein was a genius. What you might not know is a famous quote that says it all when it comes to asking questions. Albert Einstein said: “If I had an hour to solve a problem, and my life depended on the right answer, I would spend the first 55 minutes determining the right questions to ask!” When a recruit is sitting in front of you, you have one hour to solve the problem of “What would it take?” When you take the time to ask the right questions, everything gets easier!

Having the right systems and strategies in place year-round takes some of the guess-work out of your success. We are happy to be a resource to help you stay in touch month-after-month, give you the scripts and dialogues you need to close even the savviest of agents to join your team. Want to learn more about how to become a more profitable recruiter? Check out our Membership Benefits and enroll today.

Take advantage of our special offer! Make any Profitable Recruiter Pro Membership part of your business plan, and take 50% off with the promo code 50OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost! That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 70 webinars on demand, scripts, letters, social media tools and more! What are you waiting for? Register today!

Six Ways to Promote Leadership in Your Office

Posted on August 11, 2024August 11, 2024 by The Profitable Recruiter

11 Aug

Growing an EMPOWERED Team of Sales Professionals

By Real Estate Recruiting Coach and Speaker Judy LaDeur

Leadership? Is not about telling people what to do. Or owning the business. Or even writing the checks. It’s INFLUENCE. It’s the ability to develop relationships in such a way that people will line up to follow you. Listen to you. Help you grow. Help each other grow. Sound like you? Or someone you would like to be?

Your relationship with your agents should be a partnership. A partnership for their success will lead to your mutual success. And, as you know, partnerships take investment.

Here are 6 great ways to promote that partnership and leadership within your team.

Lunch and Learn Sessions: This is a great time to help agents fine-tune their skills, or learn new skills. But it is also a great time to build that personal relationship with your agents.
Schedule a one-on-one session with each of your agents regularly. Every 30-60 days is great, but every 90 days is the minimum. What are their challenges and what type of support can you give them? What is happening in their life? Send follow-up cards to their home after your one-on-one session to show your care and support for that agent
Peer mentoring: Senior agents teamed up with new agents as they join the company for the first 30-60 days. Many of your senior agents are willing to share their knowledge with newer agents at breakfast or lunch sessions. It’s that person that they can call with general questions, versus you. It allows them to build a strong alliance in the office with a well-respected agent.
Promote THANK YOU’S. Start a healthy culture of gratitude in your office by leading by example. Sincerely thank the agents and staff on your team, and even your recruiting prospects — in person, online, and with a handwritten note as often as possible. Make it a daily practice to thank at least five people per day for their contribution. Gratitude can be contagious – ask them to pass it on!
Don’t be shy about recognition. When people are doing the RIGHT things, be sure to sing their praises. Group emails, social media posts, press releases, flowers, a card, or a little bit of all of the above will go a long way to making people feel appreciated and cared about. And that? Is a cornerstone of INFLUENCE.
Empower them. Sometimes as leaders, it’s hard to let go of the reins. Let others take over. Engage new ideas that are different from your own. But when you do – when you give people the ability to take their ideas and let OWN them, and help them flourish? You fuel the passion in your team members that will, in turn, fuel your entire team.

This is a great time of year to re-evaluate your leadership role in your organization and put new strategies in place that will help you skyrocket your results – and your relationship influence with those VIPs who sit around your business table! Good luck!

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 30% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training! What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you.

Get a Step Ahead of the Competition

Posted on August 2, 2024August 6, 2024 by The Profitable Recruiter

02 Aug

Refocus on Recruiting Now

By Judy LaDeur

If you’ve been biding your time to kick your recruiting into high gear, it might be time to re-think your game. Put systems in place NOW to attract, connect, and engage with the recruits you want, and you’ll be the broker to beat in this competitive market.

Here are five guidelines for recruiting the experienced agents that you want:

#1: Remember that it is not what you do that makes the agent move; it is what their broker or company does or does not do that makes them move or motivates them to look at their options. It is what you do between now and then that causes them to call you when that day comes. That is why it is so important to keep your mailings going out on a regular basis. You never know when something will happen to make them unhappy. With regard to your mailings, keep in mind that your marketing pieces are designed to educate them as to what your company has to offer.

#2: Your marketing pieces should also create curiosity and desire to know more about your company, your results, and your systems. Testimonial letters from your agents make great recruiting letters. Do not try to sell them the entire company in just one letter. Each letter should focus on one unique thing about your company and should show the benefit to the agent, as well as the results that your agents have had by utilizing that system. Your marketing pieces should appeal to the emotional agents as well as the logical agents. Emotional agents like things that are cute, fun, humorous, and emotional in content. They also relate to success stories about other agents. Logical agents like their letters to be factual, business-like, and to the point. You should alternate between emotional and logical letters so that you are relating to everyone. You should have a marketing piece that goes out one time every two weeks. The marketing piece can be a letter, postcard, email, company newsletter, or anything that educates the agents in the marketplace about what you have to offer. Look to your Lumpy Letters and seasonal letters in your system for done-for-you pieces.

#3: If your results are slowing down, look at your hit list. With new agents coming into the real estate business every day, your hit list should constantly be updated. At least 30%-40% of your names should be agents who have been in the business for less than one year. Statistics show that most successful agents make their first move during their first year in the business. I believe that is because they do not know what to look for in a company when they are newly licensed, but the good ones learn quickly who the best companies are for them. Those same studies show that most agents are with three companies in their real estate careers and stay with the second company for an average of 7-9 years. That is when they are building their career. So, if you do not get them before their first move, you may be waiting a while. The majority of the agents on your list should be agents who sell an “average amount of real estate for your area.” Averages vary quite a bit, but usually, an average agent is someone who sells 1-3 million per year. An average producer is usually more willing to look at their options somewhere else. You should have 30%-40% of your hit list as average producers.

#4: You must follow up on your letters with phone calls. If you make the calls, the agents will come in. I recently held a class on developing phone skills with managers who did not regularly call the agents in their area. In just two hours of calling for appointments, the managers booked over 50 appointments. The challenge these days is finding the agents and not getting the appointment. For this reason, I recommend that you call the agents in the morning. You should talk to at least three agents per day to keep your pipeline full.

#5: In addition to sending out letters and making phone calls, you should do whatever possible to stay face-to-face with the agents in your marketplace. That includes Open Houses, Broker Tour and Luncheons, Broker and Realtor Functions, invites to special events that your company is holding, or just stepping out of your office and saying “Hello” when an agent stops in for a key.

Remember that recruiting is a contact sport. The more contacts you make, the more recruits you will have. Need help? Join The Profitable Recruiter.

In addition to the weekly emails, the recruiting platform is loaded with scripts, lumpy letters, seasonal letters, notes, social media content, and various other recruiting tools each month. We also have seven and a half hours of intense recruiting training and articles with some of the top brokers in the country and industry experts sharing their tips for success on our blog. Check it out at www.TheProfitableRecruiter.com

Join today and take advantage of our special offer of 50% off with the promo code 60OFF for any 6-month or annual membership. It includes up to 10 manager seats per 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! In addition, you can add up to TEN managers for each membership. Questions? Contact us today at 813-957-2989.

Four Factors You CAN Control in Recruiting

Posted on July 22, 2024July 25, 2024 by The Profitable Recruiter

22 Jul

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:

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.

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.

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?

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.

The 7-Step Interview Process

Posted on July 20, 2024July 21, 2024 by The Profitable Recruiter

20 Jul

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

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.

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.

Smart Strategy: Recruiting the Second Year Agent

Posted on June 30, 2024June 30, 2024 by The Profitable Recruiter

30 Jun

Guidelines, Action Plans, & Dialogues

By Real Estate Recruiting Coach Judy LaDeur

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

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

Hiring Guidelines:

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

Advantages:

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

Action Plan:

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

Dialog to get them in for the interview:

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

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

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

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

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

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

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

Ready to dial up your recruiting, and position yourself to attract the agents you want sooner rather than later? Join top brokers from around the nation who are members of www.TheProfitableRecruiter.com. You’ll get all the tools you need each month to position yourself as the broker to join when agents are ready to make a move. Fine-tuning your skills this summer? All 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!

Powerful Phone Skills Can Be Easy!

Posted on June 21, 2024June 22, 2024 by The Profitable Recruiter

21 Jun

Putting ALL the Pieces in Place for Successful Recruiting

By Real Estate Recruiting Coach Judy LaDeur

What do top recruiters/brokers do daily to ensure consistent results in recruiting? It is really pretty simple. Most do what others are unwilling to do to get the desired results! There are several steps to mastering phone calls and many great reasons to pick up the phone. Here are ten 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 on 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 call 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 occasionally, 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 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, can 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.

Identifying and Communicating Your Value Proposition

Posted on June 15, 2024June 16, 2024 by The Profitable Recruiter

15 Jun

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 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.