Category Archives: Judy LaDeur

Coaching Your Agents to Succeed

Posted on by The Profitable Recruiter
04 Mar

Setting Goals and Smashing Them

By Real Estate Coach Judy LaDeur

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Be Prepared to STOP Losing Market Share

Posted on by The Profitable Recruiter
20 Nov

Meeting Change Head On

By Real Estate Recruiting Coach and Speaker Judy LaDeur

If this year has taught us anything – it’s that change is inevitable — and your ability to respond to it makes all the difference in terms of how you lead, who follows, and how your organization will grow in the year ahead.

As we head into 2022 – it’s time to ask yourself – are you PREPARED to continuously adapt to change? If not, you’ll lose market share to those who are.

One thing that we are certain of is that thousands of agents are getting ready to retire. Many of the baby boomer agents are planning their exit strategy today.

Bottom line? As a broker, if just 10 of your agents leave over the next few years, averaging $5 million in business each, you lose 50 million dollars in business and market share. Many of those agents looking to retire are selling far more than $5 million in real estate. The impact to you, the broker, and your organization is that when you lose market share it makes it tougher for everyone in the office to compete. There is a solution. Implement a program that allows your agents to partner up with another agent in your office one to two years before they retire, forming a team. That’s the first step towards a retiring agent being able to sell their business.

Putting this in place is a win-win for everyone. The retiring agent gets to sell their business and you retain the market share.  Agents are selling their businesses for $100,000 or more. It’s a great retention tool and it’s a great recruiting tool. If we study the past one thing we know for sure is that the next time the market tightens up or it gets tough to sell real estate, we will see a huge number of agents say, “I’m done!” 

A NAR survey indicated that 87% of all agents surveyed, plan to walk away from their real estate business without even trying to sell it!  That’s why we put a system together to teach agents everything they need to sell or acquire a thriving real estate business, including sample letters, sample contracts, guidelines, success strategies, behavior profiles, database management insights.

Brokers, create some time and space for this kind of training in your organization. It’s both a great recruiting tool and a way for you to provide this timely topic for your team so that they are not just working IN their businesses – but working ON their businesses.

Perfect for agents who are retiring or relocating, agents who want to develop a business that they can sell in the future, agents who want to acquire a business to increase their income, as well as EVERY broker! Brokers no longer need to lose the market share of retiring and relocating agents.

Contact me today to talk about providing this kind of training to your team virtually! 

Want to continue to learn how to be the turn-to broker in your market?  Bookmark our 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.

 

Recruiting Experienced Agents?

Posted on by The Profitable Recruiter
recruiting-experienced-agents
24 Oct

What You Need to Know

By Real Estate Recruiting Coach Judy LaDeur

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

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

Experienced Agent Hot Button List:

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

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

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

RECRUITING EXPERIENCED AGENT PROCESS:

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

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

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

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

Recruiting Season Skill Building

Posted on by The Profitable Recruiter
13 Jul

Fine Tune Those Interview Skills

By Real Estate Recruiting Coach Judy LaDeur

If you’re consistently staying  in touch with your recruiting process, now is the time to turn up the heat on your recruiting skills by practicing.  While it might not feel natural at first – I challenge you to stick as close to the interview process as possible.

Here is an overview of the interview process:

The set up: This is the time to tell them the goals and agenda for the meeting. Set up the interview by sharing your goals and agenda.  Let them know that your job is to give them the information that they need that day to make the best decision for their real estate career, and to better have a feel of whether your company is the right choice for them. You should know if the agent is an emotional decision maker or a logical decision maker within the first 5-10 minutes.  You need to mirror your candidate for optimal results. Maintain a businesslike manner for logical agents and a friendly, warm manner for emotional agents.

The questions: The questions are the foundation of your interview.  If a broker/recruiter cannot master this component, their presentation will be weak, or even worse, they will find themselves “buying agents through making deals” if they cannot hire on value.  Surface questions will not give you what you want to know. They just skim the surface. You must really dig deep and find out what is happening in their professional life, what they have now, how do they feel about what they have, and what do they want. Why, When and Why are how most of your questions should start. You can also say, “Tell me more about that” or “when you say (comment), what do you mean?”

The goal of asking questions for the new or struggling agent:

Do you want them? Will they make it? What are their past accomplishments? Sales experience? What is their behavior style?  What have they been doing to build their career up until now?  Number of people in their database? Number of calls they make daily? Farming? FSBO? Expireds?  What are they willing to do to have a successful career? Number of hours they plan to work to achieve goals?

The goal of asking questions for the experienced agent interview:

What do they like where they are? What do they dislike? What is the point of difference between your company and their company? What are their long term goals? Can they achieve them at their current company?  What are their expectations of you as their broker? What are they doing to generate business now? What tools would best support them to take their career to the next level?

At the end of the questions, you should know which systems you will present and what it’s going to take to hire them. If you don’t know these things, then you either need to ask more questions or better questions.

The prospect that can be most challenging at this stage is the driver. If you are interviewing the driver, keep the questions moving fast, and be very direct. Otherwise, they will start asking you questions and you will lose control of the interview.  If you lose control of the interview in the questioning process with a driver, it’s because it’s moving too slow or they are frustrated with the interview and you are not staying on task.  This can be a very tough position for any manager or recruiter, but when you find yourself in that position, first realize how you got there and next, regain control as fast as possible. You can listen to the CD’s if you need additional support with regard to asking questions.

Please remember that the purpose of asking questions is to identify the right systems to present to the agent.  They usually only need about 5 systems to meet their needs.

The Presentation:

The area that I would like for you each of you to really practice and develop is the 3-step presentation process and the ROI or value close.  Failing to present each system in a way that shows value, is the #1 reason that the agent will not join.  With regard to presentation skills, please remember that you don’t need to present everything about your company, but you should have visuals and info on everything that is unique about your company and be ready for each interview.  What sets you apart and gives you a point of difference?  Not only for experienced agents, but for new as well.  It can be on a laptop, folders, whatever, as long as it is easy for you to use and it is going to demonstrate what makes your office unique and the results that can occur when they join your team.

This is your 3-step presentation process.

  • Recap what they said in the questioning process.
  • Present the tool or system using a visual.
  • Present the results using results from agents at your office or survey results from an organization such as NAR.

Each tool gets presented the same way with the three-step process. Then after the presentation, please go back and ask them to give you their opinion as to how many more transactions they can have with each tool. Please remember that they need you to give them results, in order for them to calculate value.

You can then close on the value of joining, which means that you do not have to worry about fees.  When you follow the process above, you will see that they can give you the value as perceived and believed by them. It will definitely make recruiting easier.

The RECAP = your ROI

The ROI = your Value Proposition

If you are not using the 3-step process above, and sharing results with your recruit, you will not be able to value close them.  After presenting each of your systems, you will recap, which is when you build value.  

Dialog to start the recap:  

“Let’s review what we have discovered.  There were 5 different areas of your real estate career that YOU felt could use some improvement. You said that you definitely need:

  • More leads
  • More marketing support
  • Personalized coaching and broker support
  • Better tools to compete for listings
  • More market presence or a strong name in the community.

Is there anything that I missed?  Let’s look at each tool/ system and determine what the value is to your career.

With regard to Leads: You said… As you recall, our agents receive an average of (number of leads) per year, with most converting 25% of those leads within 6 months. If we gave you the same number of leads each year, how many could you convert?

REPEAT THIS PROCESS FOR EACH TOOL OR SYSTEM WHICH WAS DISCUSSED. 

Total all the opportunities and use this dialog:

“If we total up all the opportunities that you believe you could have with our office, the number is (number) additional sales and or listings sold. If we multiply that number by the average commission received, which is $(dollar amount), it looks like you could have an additional $(dollar amount) in income with our company. How does that sound?

More importantly, these are opportunities that do not exist at your current company, so currently, you do not have the opportunity to earn this money at your current firm. You will need to join our team to have these opportunities.  When you came in today, I told you that my goal was to give you the information that you needed to make the best decision for your real estate career TODAY. Based on what you are looking at, does it look like a good time to join (your company)?  I agree, so let’s take a look at the various compensation plans and determine which one is best for you!

This is called: Closing on VALUE.  When you get their commitment, before talking about compensation plans, it’s a lot easier to hire them.

THE CLOSE: You must ask them to join. I like the handshake close. Those who have tried it have found it works great. There are a few people who are shy about trying it. This summer is a great time to master the official Judy LaDeur Hand Shake close.

Stalls and Objections: If you need help handling stalls and objections, please refer to the audio downloads in your Profitable Recruiter Membership platform.. I have all the solutions recorded.  Here’s what others have found: When you follow the interview process, as described above, you will have fewer stalls and objections.  Have a great recruiting season!

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

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

#1 Question Brokers Ask

Posted on by The Profitable Recruiter
real-estate-recruiting-marketing-strategy
28 May

What Kind of Marketing Do I Use?

By Judy LaDeur

The #1 question that Brokers ask is what type of marketing is most effective to market themselves, their tools, and their firm.  There are actually two types of marketing and both are essential to long-term success. The two types of marketing are educational and positioning.

Educational marketing is the type of marketing that educates the agents about who you are, what you offer, why they should consider your firm when they are moving.  This type of marketing is very important. The goal is to create curiosity and desire to know more about your company and the opportunities that you offer. You might talk about your training and the results. Anyone who wants to increase their business would be curious or desire to know more, which is how you would then secure interviews. Or you could send out a sample of your marketing pieces, showing agents the quality of your marketing materials as well as the results of some of your agents who are consistent with their marketing. The job an effective “educational” campaign is that the candidate should be 50% sold on your firm when they meet with you, as a result of this type of marketing and education.

What if the potential recruit is perfectly happy and has no desire to move? Are they going to read what you send out? Maybe not. So, how do you get this person’s attention? That’s where the other type of marketing comes in, which is called positioning.

This is marketing that is designed to keep you positioned with the agents that you want to recruit in the future. It needs to be non-threatening. In fact, you should not ask them to meet with you or try to recruit them in your positioning pieces at all. They are simply designed to build the relationship and maintain “top-of-mind” awareness at all times. They are motivational or inspirational in nature.

Agents look forward to hearing from you when you send “feel good” marketing pieces, which is why we created The Profitable Recruiter weekly eNewsletters. They are messages that everyone can connect with or relate to. PLUS, when your recruits, as well as your agents, send those marketing pieces to THEIR clients, friends, and family, YOU are helping them stay positioned with their database for additional business. It does not get better than that!

As you roll out your marketing campaign, include both educational and positioning pieces and apply the Rule of Seven, which is an old marketing adage.

It says that a prospect needs to see or hear your marketing message, it will take at least seven times before they take action. Now the number seven isn’t cast in stone, but it’s a good rule of thumb!

Hit the second half of the year STRONG! We’re here to help!

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

Join today and take advantage of our special offer of 45% 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! 

 

 

 

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

Posted on by The Profitable Recruiter
27 Apr

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

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

What’s changed?

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

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

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

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

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

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

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

Want to learn more? Call us today at 813.957.2989! 

 

 

 

Look Behind You…

Posted on by The Profitable Recruiter
16 Mar

Your Best Recruits Could Be Your PAST Agentspast agents future success

By Real Estate Recruiting Coach Judy LaDeur

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

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

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

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

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

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

Recruiting, Planning, and Navigating Change in the Year Ahead

Posted on by The Profitable Recruiter

Ready to hit the ground running next year with recruiting insights, ideas, and strategies? We’ve got you covered with this empowering webinar for recruiters and managers led by Coach Judy LaDeur! We shared some of what is top of mind for brokers right now, what is getting results for both recruiting AND retention, and what you should be doing to position yourself as the brokerage agents need to navigate change and market share in the year ahead.

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. All members get access to over SEVEN hours of training via downloadable links including interview skills, scripts, objection handlers, and more. PLUS, you’ll have access to entire library 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 holiday 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!

We talked at length about ensuring that your agents (both current team and prospects) have the kind of training that makes all the difference. Our friend Darryl Davis does a great job of providing free weekly training webinars every week. He also has an extraordinary coaching program as well. Here’s how to get to the training: https://www.darrylspeaks.com/online-training.

We also have been asked for years for a CRM recommendation for recruiters and managers. During this time of crisis – having a system in place to stay connected has never been more important. That’s why we negotiated a 60-Day Extended Free Trial with Ixact Recruiter for all of our Profitable Recruiter Members. Then just $99/mo. save 15% with annual billing.

To take advantage of this special offer, simply go to www.ixactcontact.com/THEPROFITABLERECRUITER!

They’ve got an amazing support team and onboarding processes to help you get up and running quickly!

Got questions? We’re here to help! Contact us today! 

 

Business Planning for Brokers

Posted on by The Profitable Recruiter
business-planning-for-real-estate-brokers
05 Nov

Getting a Jump on the Competition

With Real Estate Coach Judy LaDeur

It is NOT too early to start planning for a successful new year ahead.  In fact, some brokers I am working with have already gotten a jump on their competition.  Are you ready to talk about putting the pieces in place before your competitors do so that you can have an amazing finish to this year and a head start on your best year ever next year? Then don’t waste another  minute! Let’s dive in!

Here are the questions you should be asking yourself:

On Business Planning:

  • Do I have a mission statement?
  • What is my platform?
  • What is it that our company does really well?
  • What are my company objectives for 2022?
  • How much do I know about my competition?
  • Is it time to create or add new tools?
  • Have I recently evaluated my compelling reasons to join? Are they still compelling? Are they still unique?

On Removing the Barriers:

  • Am I using social media in my recruiting? Is it effective?
  • Am I using text messaging effectively?
  • Do I have a recruiting page on my website with testimonials and results?
  • What is the title on my business card? What does it say about me? What about my email signature?
  • What CRM am I using?
  • How is my time management and what can I delegate?

On the Value of Your Team

  • How much income do I receive per associate on the average?
  • What is my fixed annual overhead?
  • Divide annual fixed overhead by annual income per associates to determine how many agents to break even. (Include your salary in the overhead.)
  • Determine profit desired and add that amount in.
  • How many agents do I need to be profitable?

On Setting Your Goals

  • How many recruits for the year?
  • Divided by 12 for recruits hired monthly.
  • New verses experienced?
  • What will be the market share increase?
  • How many interviews for each one?
  • 2 experienced agents and 1 new per month is a great goal.
  • How many interviews in each category do I need?
  • What action steps/ activities will I do to generate the number of interviews needed?

Click here to download a copy of my Covenant Coaching Broker Business Plan. 

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 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.  

 

Four Things Recruiter Should Do to Before October

Posted on by The Profitable Recruiter
03 Sep

To Put Your Recruiting Plan in Place

By Real Estate Recruiting Coach Judy LaDeur

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

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

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

Is recruiting a challenge for you?  We can help.  Join The Profitable Recruiter and gain access to 7 hours of training via downloadable links including interview skills, scripts, objection handlers, and more. PLUS, you’ll have access to entire libraries of recruiting letters and notes, emails, social media content, training webinars for recruiting and retention, and opportunities to network with the best of the best. Join today and take advantage of our special 50% off with the promo code 50OFF any 6-month or annual membership.