Recruiting Experienced Agents?

What You Need to Know

By Real Estate Recruiting Coach Judy LaDeur

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

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

Experienced Agent Hot Button List:

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

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

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

RECRUITING EXPERIENCED AGENT PROCESS:

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

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

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

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

Coaching Your Agents to Succeed

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 into the future. Especially given all the change we’ve experienced this year!  Give them time to think about their answers and write it down as they share it 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 $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 to them. Keep a copy in their file and follow up to see what actions they are taking to insure that 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 industry 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 structure. 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.  

The Power of Sprint Goals

In this week’s weekly Monday Morning Motivation enewsletter, we encouraged you to encourage your team, and your prospects to create absolute focus for the rest of the year by putting sprint goals into place. Sprint goals are short-term goals that are accomplished in 30 days or less. They are short term because of the constant changes that we have seen in our life and throughout 2020. This month, for agents, it’s about creating listing inventory. There is a national shortage of inventory all across North America and listings are the name of the game, now more than ever.

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

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

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

We are here to help!

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

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

 

The Opportunities in Change

The Cyclical World of Real Estate Sales

By Judy LaDeur

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

Things that you know will happen such as:

  • Some agents are feeling pandemic fatigue and already leaning into holiday mode. How will this effect your year end?
  • Most agents are struggling with fewer listing because of low inventory. This makes it easier for them to change offices. That makes you vulnerable as a Broker but also creates opportunities as a Recruiter. What are you doing today to prevent your agents from leaving, and what are you doing to position yourself as the Broker agents think of when making a move?

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

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

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

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

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

 

Questions Open Doors in the Interview

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 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, more than 70 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today

Four Things Recruiter Should Do to Before October

To Put Your Recruiting Plan in Place

By Real Estate Recruiting Coach Judy LaDeur

Smart recruiters aren’t waiting for the new year or even for the “new normal” to settle in. They are building their lists and putting systems and solutions in place to make sure they are ready to help agents move sooner rather than later! With heavy learning curves and agents anxious to find an organization where they can feel supported with the right tools and training to thrive regardless of market conditions – the time to get in front of them is right now!

Here are the four things you must have in place before October!

  1. Get organized! Do you have your hit list in a database management program? Do you have categories set up to easily locate and communicate with your potential recruits? Are you talking to the right agents for your firm?  Many brokers just jump right in and start randomly calling agents, without a specific approach or plan of action. Use this time of the year when many agents are busy with the spring market and get organized.  Review the list of agents, and add some new agents to the list that you have not yet met or talked to. Here’s an article on creating your hit list.   Don’t look at agents as they are, but rather as they could be with your organization and under your leadership.  What are the compelling reasons for an agent to join your team? You should have 12-20 compelling reasons for an agent to join. Each of your systems or opportunities should also bring value to their career. Take this time to create a visual, showing results, for each compelling reason, to be used in the interview process.
  2. Communication: Communication is one of the most important elements of the interview process. It pre-sells the agent on the benefits of joining your team.  Your communication/ marketing consists of the following: email campaign, phone calls, social media interaction and comments, personal notes and personal interaction at REALTOR events, social events and open houses. Your communication is how you build the relationship.  Most agents require at least 3 phone calls, 3 marketing pieces, and some personal interaction before they make the decision to even meet with you. Take the time to create compelling marketing pieces to get their attention. January is the beginning of winter recruiting reason.  Start your marketing/communication now so that you are ready to recruit the agents that you want, then.
  3. Positioning: Once your marketing and communication is in place, the key is to stay constantly positioned, in a positive, no – pressure way.  Not every agent is ready to make a move, but someday they will decide it’s time for a change and you want to be the broker that they think of first.  Use occasional texts, emails, social media comments and phone calls every three months to stay positioned.  One of the best tools to stay positioned are the weekly motivational emails in The Profitable Recruiter marketing platform.  Each one is motivational and inspirational, which agents enjoy recruiting and reading. Not yet a member? Take advantage of our special offer to take 50% off before October 1st with promo code 50OFF. 
  4. The Ability to Discover and Convey Value: When you are face-to-face with a potential recruit, your job is simple.  Learn what it is that they want through asking the right questions, and then present what they want in a way that conveys value to them.  Your questioning process should last 20-30 minutes.  Dig really deep to uncover needs, wants, desires and those things which they do not like at their current company.  If you ask the right questions, they will tell you what they want. Once you know what they want, present only those systems and opportunities which they indicate an interest in.  Tell them what others have experienced when they joined your team. Results show and convey value, so testimonials are great too!

Is recruiting a challenge for you?  We can help.  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 6-month or annual membership.  

The Three Daily Practices of Master Recruiters

Hint: Are You Staying in Touch with Your Customers?

By Real Estate Recruiting Coach and Speaker Judy LaDeur

If you are like most Brokers, you are constantly reinforcing with your agents how important it is to stay in touch with their clients and potential customers. It’s one of the most important jobs for your agents, but according to NAR, one that most agents do not do.Businessman taking phone call

What about you? Are you staying in touch with the agents in your market that you want for your team? Are you building your base of potential recruits?  Are you staying in touch with them on a regular basis? Do the agents in the market know what tools/training and benefits you offer as an organization and why it might be a better option for them and their career? Do you have your names set up in a CRM?

It’s not enough to have “good stuff”. Most companies have great tools and a lot of opportunities for their agents to make money and succeed.  If that’s all it took, most companies would have agents lining up at their doors to join. They trick is to also communicate the value of what you are offering and stay positioned with those agents at all times.

Communicating your value actually starts before the interview process. When you take the time to build their trust, build the relationship and “pre-sell” your company, the job is half done when you start the interview.

  • Social Media is a great way to build the relationship. (Be sure to check out our webinar with Chris Whicker – he shared a terrific social media strategy! Log in to watch on demand.)
  • You can build curiosity about the value of joining your team with “Just Hired” announcements, both online, in the sidebar of your weekly emails, and postcards are a great way to spread the word that agents are joining your office. You may want to include their “why” – where they share the top reason they joined.
  • Your marketing should be about your results. Share the things that make you unique. Do you have an awesome mentoring program? Do your agents close more than those at other companies? Share your success stories.
  • Make those phone calls to discuss your value, the results your agents are getting, to thank an agent for a great co-broke experience, etc.
  • Our Profitable Recruiter Monday Morning email newsletters keep you positioned at all times. They are motivational and inspirational and a “soft” way to stay in touch without that imposing push of a hard recruiting call. You’re offering content of value, and creating the rapport that is powerful when those agents start to think about making a move.

What do top recruiters and brokers do on a daily basis to insure consistent results in recruiting?   They stay in touch with the agents that they want! We talked to many of the best recruiters and brokers that we coach and asked them what they do to stay in touch with their “book of business”, the agents that they want.

#1: Phone calls are a daily routine: They talk to at least five agents every day about a career with their company. When their pipeline is empty they spend several hours each day making calls. For a Master Recruiter, if they are not interviewing a candidate, they’re looking for one!

#2: They network for referrals daily.  Master Recruiters say the best way to get appointments with the best agents is to build relationships with their existing agents. Master Recruiters say 50%-80% of their recruits are a result of the referrals from their agents. How do they get the referrals?  They ask for referrals, they watch who the agents are co-broking with and follow up with phone calls, they hold networking/coaching sessions weekly for the agents in the office, and they understand that when agents are happy with their office, they want other agents to have that same experience.

#3: They follow up with the agents in their pipeline:  Master Recruiters hire about 50% of the agents that they interview that day, or within 60 days of the initial interview. 15% will choose another firm right away and 35% of the agents will decide to move sometime in the next 12 months. That means follow up is critical for long-term success. Follow up involves, notes, calls, sending books or gifts, invitations to special or social events, or sending them a weekly motivational email that they can read, share with their friends and family and also share with their book of business. When that agent is doing more business because they are sending your weekly motivation message to their book of business. Their business and success is tied to YOU, and they are not even there yet! Brokers who stay in touch with their potential recruits with The Profitable Recruiter say that they recruit more than of 6 agents per year with this one tool alone!

Show your agents that you practice what you preach and sign up for the Profitable Recruiter today. Your agents will love it!

What do you get?  Make any Profitable Recruiter Pro Membership part of your recruiting 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 – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and be on your way to being a Master Recruiter.  

 

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 socially distanced 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 virtual 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!

Best Practices & Strategies for Profitable Recruiters

We shared some of the best practices and strategies with Brokers and recruiters from all over the globe in this webinar on demand. It was a fun session, and we so appreciate those of you who stuck with us through some technical difficulties. We love technology — when it WORKS! We are thrilled to continuously bring new tools brokers and recruiters can use to identify, interview, and hire the best possible agents for their teams. Exciting things ahead! Stick with us — we’ll help you drive your recruiting efforts — and keep your attrition low, and your team thriving!

Please watch the webinar on demand here:

Want to learn more about building your dream team in less time and with fewer headaches?  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.

Put PAST Agents on Your Recruiting Hot List

Now is the Time for Action

By Real Estate Recruiting Coach Judy LaDeur

A lot has changed in the last few months. It feels like everything in some ways, doesn’t it? For many agents this was a time to re-evaluate their entire career and the way they do business — and that includes where they hang their license.

Just as agents are finding tremendous success picking up the phone and contacting everyone in their sphere to reconnect, check in, and ask how they can help — now is the perfect time for you, as brokers and recruiters to do the same with the agents who have left your company over the past 10 years.

For some of those agents who thought the “grass was greener” elsewhere?  Many have 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 and what you are currently doing to help agents shorten learning curves, fire on all cylinders, effectively use technology and system tools to connect with clients and customers virtually — and what you are doing to support agents during this chaotic time.

Which of your good agents did you lose over the past 10 years? Do you want them back?  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!

Next, reflect on the relationship – and genuinely make the first part of your call about checking in. Seeing how they are doing. Learning about what — if anything — they need or might be struggling with. Let them know that you care and that you are there. In that conversation – they might realize that now is 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 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 summer 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!