Category Archives: Judy LaDeur

The Power of Sprint Goals

Posted on by The Profitable Recruiter
sprint-goals-for-real-estate-recruiters
23 Mar

Ready for SPRING SPRINTS?

We are truly in a season of CHANGE, and so many in our industry have felt like they’ve been in a holding pattern over the last six months especially. NOW is the time to change things up, and re-energize yourself, your team, and your productivity.

One of the best ways to do that is with SPRINT GOALS. Defined as short-term objectives completed within 30 days or less, are particularly suited to the dynamic and ever-changing landscape of the real estate industry.

Sprint Goals for Agents: Boosting Listing Inventory

Securing listings is more critical than ever. Agents can leverage sprint goals to intensify their listing activities, setting specific targets such as hosting a certain number of open houses weekly or reaching a targeted number of new prospects through social media campaigns each month. These precise, short-term goals help agents maintain a clear focus and drive actions that directly contribute to increasing their listing inventory.

Sprint Goals for Brokers: Strategic Recruitment and Team Building

For brokers, this is a great time for team expansion and re-imagining what your team looks like. Implementing sprint goals can streamline the recruitment process, making it a more structured and outcome-focused endeavor. Brokers should set daily recruiting call goals as well as a goal to conduct a specific number of interviews weekly or to connect with potential team members at industry events. These goals not only facilitate effective recruitment but also help in building a cohesive and robust team dynamic.

Action Steps: The Pathway to Achievement

Each sprint goal must be paired with actionable steps to ensure progress. For example, if a broker’s goal is to improve team communication, an action step could be to initiate regular team meetings or feedback sessions. These actions serve as the building blocks for achieving the set goals, providing a clear path forward and ensuring accountability.

Team Engagement and Office-Wide Goals

Creating sprint goals that involve the entire office can lead to a more engaged and collaborative team environment. Collective goals encourage team members to work together towards common objectives, enhancing teamwork and fostering a sense of shared achievement.

The Role of Gamification and Rewards

Introducing rewards and gamification into the sprint goal framework can significantly enhance motivation and participation. By setting up a system where achievements are recognized and rewarded, brokers and agents can transform their work into a more enjoyable and competitive experience, driving productivity and success.

In Summary

Sprint goals offer a pragmatic and effective method to stay focused and agile in a fast-paced industry. By setting clear, attainable objectives and pairing them with actionable steps, real estate brokers and agents can significantly improve their operational efficiency, team dynamics, and overall market performance.

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

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

We are here to help!

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

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

 

DISC for Recruiting & Retention

Posted on by The Profitable Recruiter
01 Mar

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 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 that allow us to do our job easier, which increases the odds of 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.  

 

How Not to Get Raided by Your Competition

Posted on by The Profitable Recruiter
12 Feb

And Stay on the Winning Side of the Agent Tug of WarBusinessman in tug of war concept

By Real Estate Recruiting Coach Judy LaDeur

Recruiting competition has skyrocketed. And during this time of great chaos and change – there can be even more vulnerability. Right now, agents are edgy and unsure about what all the industry change means to them, and they are looking to you to help them navigate it all.

My research has shown that if you consistently show your agents that they are valued and appreciated on a regular basis, and they know that they, and their needs, are your priority — you probably don’t have much to worry about. If not – let’s examine why an office becomes vulnerable.

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

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

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

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

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

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

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

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

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

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

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

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

Are You Communicating Your Real Value?

Posted on by The Profitable Recruiter
real estate recruiting, communicating value
13 Jan

In today’s market, simply offering “good stuff” isn’t enough to attract top agents. While most companies boast excellent tools and opportunities for agents to thrive financially, these alone won’t guarantee effective recruitment. The key lies in demonstrating the tangible value of your services. Without clear evidence of this value, agents may remain skeptical, rendering your value proposition ineffective. Utilizing concrete data such as studies, testimonials, and actual results strengthens your case and underscores the real impact of your offerings.

One of the most effective methods to showcase value is through agent testimonials. By letting agents share their success stories, you shift the burden of proof away from yourself. These testimonials inherently validate your services, making your job easier during the recruitment process.

However, articulating your value begins well before the interview stage.

Building trust and relationships with potential recruits through thoughtful engagement lays the groundwork for a smoother recruitment process. Leveraging social media and strategic marketing, such as “Just Hired” announcements, can pique interest and showcase your team’s accomplishments. Regular communication, whether through phone calls or other channels, also plays a crucial role in discussing and reinforcing your company’s value.

This moment is also opportune for reevaluating your value proposition. Remember, your value proposition extends beyond tools and systems; it encapsulates the overall benefit and impact of your services in exchange for an agent’s effort or investment. Your proposition should not only highlight these benefits but also provide compelling evidence of their effectiveness.

In today’s competitive market, identifying what sets you apart from competitors is crucial. Ask yourself:

  • What unique advantages do you offer over other brokers?
  • What innovative practices or services do you provide?
  • How do your systems and tools help agents maximize their earnings?
  • What enhancements do you bring to your agents’ work environment?
  • What tangible results have agents achieved a year after joining your team?

Once you’ve pinpointed these unique selling points, tailor your presentation to address the specific needs and desires of potential recruits. Use a structured approach:

  1. Reiterate their needs as identified during the questioning phase.
  2. Present a solution or tool that addresses those needs.
  3. Reinforce your solution with visual aids and testimonials to demonstrate real-world results.

By adopting this focused and evidence-based approach, you’ll not only reinforce your value proposition but also significantly enhance your recruitment efforts in a changing real estate market.

Recruiting is about staying top of mind. The more contacts you make CONSISTENTLY, 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 50OFF 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. 

7 Steady Strategies for Today’s Real Estate Recruiters

Posted on by The Profitable Recruiter
7 Strategies for Real Estate Recruiters
06 Jan

Real estate recruiters face the constant challenge of attracting and retaining top talent in a highly competitive market. To stay top of mind with their prospective agents, recruiters need to implement effective strategies that build positive relationships and foster growth. In this article, we’ll explore seven things that real estate recruiters should be doing right now to stay top of mind with their prospective agents.

  1. Regular Communication: Recruiters should be regularly communicating with their prospective agents through email, phone calls, and other messaging channels to provide updates on market trends, new properties, and industry news.
  2. Personalized Outreach: Recruiters should customize their outreach to each prospective agent based on their interests, background, and experience. This can include sending personalized messages or inviting them to industry events or networking opportunities.
  3. Social Media Presence: Real estate recruiters should have a strong social media presence across multiple platforms like LinkedIn, Twitter, and Facebook. This will help them reach a wider audience of prospective agents and share relevant content.
  4. Offer Training and Development: Recruiters should offer training and development opportunities to help prospective agents improve their skills and knowledge of the real estate industry. This can include webinars, seminars, or workshops.
  5. Be Responsive: Recruiters should be responsive to prospective agents’ questions and concerns. This shows that the recruiter values their time and is committed to building a positive relationship.
  6. Show Recognition and Appreciation: Recruiters should show recognition and appreciation to prospective agents who demonstrate exceptional performance or potential. This can be done through public recognition, incentives, or bonuses.
  7. Create a Positive Culture: Finally, recruiters should create a positive culture that fosters teamwork, collaboration, and support. This will attract and retain top talent and help build a successful team.

Lastly, real estate recruiters need to stay proactive and innovative in their efforts to attract and retain top talent. By implementing the seven strategies outlined in this article, recruiters can build positive relationships, provide value, and create a culture of support and growth. By staying top of mind with their prospective agents, recruiters can build a successful team that delivers exceptional service and results in the competitive world of real estate.

Recruiting is about staying top of mind. The more contacts you make CONSISTENTLY, 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 50OFF 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. 

Change Your Thoughts and Change Your Results

Posted on by The Profitable Recruiter
13 Oct

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. 

 

 

 

 

Creating Your Fall Recruiting Hit List (Don’t Wait)

Posted on by The Profitable Recruiter
09 Sep

Overcoming One of the Biggest Recruiting Hurdles Brokers Face

Hands down, one of the biggest obstacles brokers have to kick off their recruiting efforts is building the list.  It’s a little funny because most of these same brokers would be first in line to teach their AGENTS the importance of building THEIR list – their farming/prospecting pipeline.  In a time where competition is high, and recruiting isn’t a ‘should do’ but a ‘MUST do’ – it’s time for all brokers to ‘walk the same walk’ that they encourage their agents to walk.  In other words – build your list! And don’t wait until October to do it!

Here are three great places to start:

  1. Competitors:  List ten companies in your market that are at an equal or just below market share level comparatively to your office and identify the 5-10 agents you would most like to recruit from each and put them into your database.  Jot down any facts you know of these agents; the more information you have on the front end – the easier it is to identify their hot buttons during your marketing and, eventually, in your interview.
  2. Your Agents:  Some brokers find this a little tricky, but here’s a great approach for making that conversation easier. Here’s a sample dialogue for you:  “Hey Bill, I’d love for you to do me a favor.  Take out two of your business cards.  Now flip the first one over and write co-broke on the top for me.  Please share the name of an agent with who you really had a great co-broke experience within the last 90 days.   Awesome – now, flip the other card over and write One Desk on the top.  Now, if you don’t mind sharing  the name of the person who, if we ONLY had room for ONE AGENT in our market, you’d think would be a great fit for our office and you’d be proud to be associated with – who would that be?”  Then you can quickly discern who the top agent fits would be by comparing all the cards from your agents. Follow up with these agents is a very ‘warm’ recruiting call.  “Hi (name) – I asked my agents recently to let me know if we only had ONE desk, who their top choice in the market would be to fill it.  Your name came up seven times! I’m very impressed.  I’d love to make a little time for us to get to know each other better and discover how we might be able to make that happen!”  You won’t get all of them right away – but put those in your database as well – with an identifier as “co-broke” or “one desk” and stay in touch!
  3. Your local board:  The agents most likely to make a move fall into the 1-7 year category.  We’ve shared strategies and dialogues before for recruiting those 12-24 month agents that are usually great prospects.  Look at the top 200 agents in your market and find common denominators that would make them a good fit for your company.  A good rule of thumb is for every 100 agents on your prospecting list…10 should be top producers, 20-30 new agents, and everyone else should fall into that mid-range producer level.  The last group will have the most turnover and the highest potential for recruiting.  Put them all in your database with identifiers for the level they are at and their time in business – as well as any other information you can find.

Now, start marketing!  Connect with them all via your weekly eNewsletter.  Next, segment your top hit list (A-Group) and send lumpy letters to these top 25 or so per month.  Stay in touch, follow up, and be present in the marketplace.  Recruiting is all about POSITIONING yourself to be the broker agents WANT to call when they are ready to make a move!

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 30 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 Pro Membership with Promo Code: 50OFF.

Not sure if this is the right thing for your company?  Watch this video on demand 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.  

Do Recruiting Incentives Work?

Posted on by The Profitable Recruiter
07 Jan

Yes, But…

By Real Estate Coach Judy LaDeur

The simple answer is “yes”, BUT some incentives work better than others, and it all depends on the behavior pattern of the agent.Handshake after a job recruitment interview

Most brokers use money, or financial incentives to motivate their agents to help them recruit. The problem with that is that most real estate agents are emotional decision makers, who are motivated more by what you do for them than what you offer to them in the way of money.

Let’s look at what agents do on a daily basis. If they like their loan officer, they refer them to everyone. Why? Because they are paid to refer business to them? No. It’s because they want everyone to have a positive experience when they are buying a home. Many real estate companies have their own in house lenders, and ask agents to refer the business to them. Some even have financial incentives. Does an agent use their loan officers just because they can get paid, if they have a loan officer that they feel can do a better job for their clients? No. They also refer attorneys, inspectors, etc. For an emotional agent, when you offer to pay them to secure their support, it does not feel good to them. Some say that they even feel guilty about getting paid. There are real estate organizations who offer incentives to recruit, but when I ask them how well it works, they admit that most agents do not care if you are paying them to recruit.  You might be asking yourself why I said that recruiting incentives work at this point. As you recall, I said yes, but…

Let’s look at what works and for which type of agent. If you have a driver personality, or an analytical/logical personality, that person is motivated by money. They actually prefer money over other types of incentives. This allows them to spend it the way they want. Statistically, 10% of agents are drivers and 5% are analytical, so 15% of agents will be motivated by the money. However 85% are not!

How do you motivate the 85%? What do they want? Recognition! When they are happy in their work environment, and they truly feel that it’s the best place to work, they will invite others to join.  When they give you a referral, they are just looking to be recognized in a personal way that shows you care.  When an agent gives you the name of an agent who might be a good member of your team, send a thank you note to their home that says, “Thanks so much for helping us build our team of associates with agents just like you! I really appreciate it.”  After the agent comes in to the office for an interview, give the referring agent an update. If the agent joins your team, do something special for that agent.  When I say “special for that agent”, I am referring to something that tells them that you know what is important to them and that you care. If the agent is a driver, they probably would like a financial reward, so that’s’ fine. But chances are they are emotional, so think about what they like.  Maybe it’s a day at the spa, or a certificate for dinner at a nice restaurant, or a really nice bottle of wine.  Perhaps you have box seats to a sporting event and you know that agent enjoys sports. Whatever you give them, put it in a card and say “Thanks so much for recommendation of (Agent Name). They are a great addition to the team and I could not have done it without your help!”  There’s no need to announce that you are offering incentives. Make a habit of asking who they would recommend, and follow up. Once you have recruited them, present them with the note and gift. You will be amazed at how quickly they give you another referral. Why? Because they enjoy working with you, and they appreciate the recognition.

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. What will you do to show your agents how much you appreciate them when they refer an agent to you?

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

Are YOU Closing Three Times?

Posted on by The Profitable Recruiter
05 Jul

How to Get Better at Closing

By Judy LaDeur

When I ask Brokers what they need most, they almost always say that they need to become better closers. When I ask why they think they need to get better at the close, the obvious answer is that if they are better closers, they will sign up more agents.  To an extent, that’s true. Everyone needs to be a good closer to be at the top of their game, but what is a good closer?

A good closer is someone who does these five things:

  • They set it up properly. From the time the interview starts, they are closing them to join “if it’s determined that they are a good fit.”
  • They ask the right questions to know what it’s going to take.  If you know what it’s going to take, you will present the right tools and solutions.
  • When you present the right tools and solutions in a way that shows and proves value, the agent wants to join.
  • A good closer also knows HOW to close the agent. Amiable agents need assurances and security. Expressive agents need to “feel good” about the decision. Logical agents need to KNOW that it’s a good solid business decision.
  • And of course, you must ask them to join! Not just one time, but several times.

You may have heard about the Northwestern University Study that says that 78% of the time, you must close three times to get the sale, but most do not know what that really means.

Do you just keep asking them to join the same way? No! If you ask someone to join your team at the interview (that’s one), and they say “no, or sounds good BUT…”, just smile and say that’s fine, but if you were going to join today, what would it take? (That’s two).  Listen to what they say, feed it back, (so if I hear what you are saying, if you were going to join today, we would need to…” Then question it.  “Tell me why that is important. Tell me more about that, please. Why-what-how questions will help you to get more details from them.

When you have enough info, isolate the objection and offer to solve it. “Is that the only objection? If I could overcome that today, would you be willing to move forward?” (That’s three.) At this point, you need a “yes”. In the absence of a yes, you are dealing with a stall, and you can’t overcome a stall.  Start the process over again and ask, “What else is holding you back?”  However, if the person said, “Yes if you can overcome that, I would be willing to join…”, then simply overcome the objection and close again.

Remember the saying, Close often, and then close again. Just like you do with buyers and sellers if you saw the sale take place that day, work hard to put it together!

Remember there are seven and a half audio HOURS of dialogues, strategies, closes, objection handlers, etc. in your Profitable Recruiter System. Top brokers tell me they tap these resources at least twice a month to continuously fine-tune their recruiting skills. It’s no secret that’s why their recruiting numbers are so high! Be sure to listen to my signature handshake close (yes, that’s me in the picture above at a recruiting retreat).  It works like a CHARM.

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 for any 6-month or annual membership.  

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

 

Proving Value in Today’s World of Disrupters

Posted on by The Profitable Recruiter
01 Jun

by Real Estate Coach Judy LaDeur

Today, more than ever, Brokers and Agents need to prove the value of their services. For Brokers, it’s about having the tools and technology to recruit and retain the best agents. For agents, it’s about having the tools and technology that the consumer wants. Both are the responsibility of the Broker, and Brokers who fail to respond to the needs of the agents, as well as the consumer, will find it increasingly difficult to attract or retain the best agents.

One of my favorite sayings is: In the absence of value, money becomes the substitute. There has never been a time when that is truer than it is today.  For clarification, I am not saying that all Brokers who offer a low fee structure lack value.  They could definitely have agent tools and support.  However, what we have seen is that a Broker who lacks tools, support, and services will typically have a compensation schedule with a very high split or low fees.

The majority of companies out there have a very competitive compensation and fee structure, based on the services that they provide. The challenge today is: How do you communicate the value of what you offer in services and tools in a way where money is not the deciding factor? It’s a fact that the Brokerages with the most services and support will cost more because it takes money and support staff to deliver those tools and systems.  If it were just about money, every agent would be with the company in town that would pay them the most or charge them the least. Ask any Broker who has that type of set up and they will tell you, much to their surprise, that the money does not have much of an impact.  In fact, one of my coaching clients has an office in their market that offers 100% commissions to the agents and does not charge them anything!  Yes, that’s a little crazy but there are other reasons for wanting the best agents on your team. That Broker is not recruiting agents from my client. Why?  Because the agents see the value in what is offered at their current office.  In today’s agent world, the value of what you offer is equally important for recruiting as it is in retention, but let’s talk about recruiting.

Once you have identified what the agent wants, the second step is to present the solutions that need and want. Here is where Brokers need to spend some time. Everyone has all the basic stuff that agents want and need.  What do you have that others don’t and most importantly, what are the results that your agents are experiencing as a result of that support? For example, everyone has training of some sort, but perhaps yours is more personalized. Maybe you have coaches who work with your agents.  What are the results that agents have with your style of training? Everyone has marketing, but perhaps you have a marketing director, or an automatic drip marketing campaign. If so, what are the results of the agents who consistently market with your system? Value is created when you can offer proof, in the way of results, when you are presenting those solutions. We created a set of templates for each of you to use in your presentation. They are in your toolbox on the Profitable Recruiter Site. They are easily customized, but the best part is that each has a place for an agent testimonial about that tool or service. If you have not downloaded these tools, please do so today. People remember more of what they see than what they hear PLUS visuals have a greater impact. The best agents recognize value and are willing to pay for it. The same is true for cars or kitchen cabinets. There is a buyer for everything, and there is an agent for every company. Who are the best agents for your company? Those who want and see the value of what you offer.

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

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