Category Archives: Judy LaDeur

Everything You Need to Recruit the Agents You Want in 2024

Posted on by The Profitable Recruiter
18 Jan

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

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

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

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

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

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

How do I conduct the recruiting interview?

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

How do I overcome stalls/objections from the agent?

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

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

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

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

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.

The Three Daily Practices of Master Recruiters

Posted on by The Profitable Recruiter
19 Dec

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.

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 way before the interview process. When you take the time to build people’s 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.
  • 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.  

 

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.

 

 

 

 

 

 

 

 

 

 

 

Six Powerful Ways to Follow Up With Recruits

Posted on by The Profitable Recruiter
real estate recruiting follow up
28 Mar

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 in 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 an 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 the 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 agents who 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 agents 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 a 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 are someone who’s willing to be part of their solutions.

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

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

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

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!