Questions Open Doors in the Interview

Hiring the Agents You Really Want

By Real Estate Recruiting Coach Judy LaDeur

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

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

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

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

Take advantage of our special offer!  Make any Profitable Recruiter Pro Membership part of your business plan, and take 50% off with the promo code 50OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 45% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 70 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today

Step-By-Step Recruiting

Set Your Goals and Do the Math

By Judy LaDeur

I’m often asked by recruiters, “Where do I start?” It’s a common question for recruiters. When you’re looking at your goal – it can seem overwhelming if you don’t have a plan.  I like to tell them that a good goal, to begin with, is to conduct three experienced agent interviews per week. From that, you should average at least two hires per month.  This will give you at least 24 experienced agents per year.  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!

So how do you get to that? Start by putting the content and systems in place that are already in your Profitable Recruiter system.

  1. Find your targets: Set up your target ‘hit lists’.  Your list will depend on the size of your marketplace.  I always recommend that you have at least 100 agents on your hit list, but the more agents that you have, the better. Full-time recruiters should have 250-350 agents on their hit list.  Your hit list will have 3 categories of agents. A, B and C categories. The A list is your active pipeline. At all times, your active pipeline should have at least 10 agents in it. The active pipeline has two types of agents. Those that you have interviewed, but not yet hired and those who have agreed to come in for an interview and the date for the interview is set.  This means that you will always be talking to at least 10 agents about joining your team. The B list agents are those that you have a relationship with. You are Facebook friends, you talk to them every 2-3 months, you invite them to social events, etc.  Your C list agents are those agents that you are marketing to but don’t really have a relationship with yet.  Your A-list and your B list agents are the ones that you will focus on and spend the most on. I always recommend that Brokers use a program such as Broker Metrics to determine who you want on your hit list, but if you don’t have Broker Metrics, you can use your MLS as a guide to determine who you want on your list. Many brokers pull lists by production level or dollar volume.  Some pull by time in the industry.  There are some strategy and success rates in targeting those second-year agents that have been in 12-36 months and might be ready to move.   Another great strategy shared by one of our members is to target the rising and falling stars in your market. Just as it is crucial for agents to put together their marketing lists for their SOI and farm, it’s just as critical that you have a list to market to as a recruiter.
  2. Digitally position yourself weekly. Use your Monday Morning eNewsletters as a way to position yourself in a motivational, positive message with great tips and tools each week to the agents in your market. This goes to your both your entire list recruiting prospects,  as well as your current team members.  Encourage your agents, and your recruits to use the same strategy with their prospecting lists so that they are positioned as well with a Monday Morning message.  Log in at the end of each month, copy the eNewsletters for the month into your email platform and schedule them to go out every Monday morning.
  3. Monthly position yourself with letters and lumpy letters. Agents love Lumpy Letters and they really create a buzz. Every month we put two or three Lumpy Letters in your system. You can also scroll through the archives to see past letters.  These are perfect for the A-list agents, as well as certain B list agents.  Most Brokers send 25-50 lumpy mail items per month. At the start of every month, order the suggested mailing insert (small gift or fun item) – we usually include an easy ordering link or offer a suggestion where you can buy the item. Then copy and paste your favorite Lumpy Letter onto a card or onto your letterhead and sign them. Then stuff them into padded envelopes, label, and mail. They capture the attention of the top agents, create a great talking point and get you noticed.  Next, pick your favorite seasonal letter and send those to your B and C list agents each month.
  4. 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.  When the agent has indicated that they are happy where they are, call them every 2-3 months just to check in on them. Has anything changed? Are they ready to meet? If the agent is on your A-list, follow up weekly or as needed based on that agent’s situation.
  5. 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! You can always look into the archive section of your platform to see past month’s tools.
  6. 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.  Use your CRM to track who you call each month, and when you should contact that agent again.
  7. Promote: After each hire, send out a “Just Hired” postcard to your entire hit list.  This sends out the message that agents are joining your team. Also post your new recruits to your Facebook page, and include announcements in your eNewsletters.
  8. 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!
  9. Review your skills. Pick at least one lesson from the 7+ hours of audio training to master each month. Log in and watch a webinar on demand as well and learn what other brokers are doing to recruit at record levels.
  10. Review your value propositions. Use those to show how your organization is different.  What are the 12 compelling reasons for an agent to join your team? Are those 12 reasons compelling enough for others to take notice and join? What are the results of your 12 compelling reasons to join?  This is how you build value in joining your team.
  11. Use social media: Facebook has really changed the way that brokers build relationships and stay in touch. You should send a Facebook request to everyone on your hit list, as well as your existing agents. Each day, please apply the 30-20-10-5 rule on Facebook. Spend a max of 30 minutes on Facebook in the morning, like 20 things that potential recruits say, make 10 comments and send 5 personal messages inviting the agent to get together to discuss their business.  Set up your hit list into a group on Facebook.
  12. Stay true to the 3-7-27 rule. Your engagement on Facebook, as well as calls and texting, is designed to build their trust as soon as possible.  It is based on the Rule of Marketing: 3-7-27. It takes 3 direct contacts for them to remember who YOU are. It takes 7 direct contacts for them to connect you to your company. It takes 27 direct contacts for them to trust you, to like you and to feel as though they can approach you when they are ready.  BUT it also requires the messages to be positive and inspiring, that causes them to like you before they meet you.  A direct contact is a call with a response, a text with a response, a social connection with a response, etc. Any time they respond in any way, you are building the relationship and trust.

Agents are deciding now how they will move forward during these challenging times — and what brokerages best suit those needs. If you position yourself now as the broker with the tools, resources, support, and environment for success – it will be your name at the top of their list of choices. If you need help, let us know.

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter.  Take advantage of our special offer! Make any Profitable Recruiter Pro Membership part of your business plan, and take 50% off with the promo code 50OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today

The Three Daily Practices of Master Recruiters

Hint: Are You Staying in Touch with Your Customers?

By Real Estate Recruiting Coach and Speaker Judy LaDeur

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

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

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

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

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

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

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

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

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

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

What do you get?  Make any Profitable Recruiter Pro Membership part of your recruiting plan, and take 50% off with the promo code 50OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 50% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today and be on your way to being a Master Recruiter.  

 

Six Powerful Ways to Follow Up With Recruits

It’s the #1 Key to Bringing On the Agents You Want

By Real Estate Recruiting Coach Judy LaDeur

How many agents have you talked to the past 12 months who were not ready to join, but gave you permission to stay in touch? One of the easiest ways to recruit more agents each year is to follow up with those who say “no” initially.  The decision to change offices is a tough one.

There are a lot of agents currently reevaluating their brokerages — especially when many feel their company has not supported them enough through these turbulent times.

I get it – you’re wearing a lot of hats right now, but there is opportunity to not only build your team, but help real estate professionals who may just need that extra support and attention to make a move that will help them thrive, even during these times. , Brokers who have been consistently following up with agents say that up to 50% of their hires each year were results of these efforts.

Here are six powerful ways you can follow up directly and indirectly: 

1.  Call.  One of the least favorite things for brokers to do, but one of the most effective.  Some of the best people to call are those your agents have had transactions within the last 30-60 days.  If they’ve had positive experiences, call those agents and congratulate them on their professionalism and give them kudos for a job well done. Let them know if they are ever interested in exploring other options – you’d love to sit down and meet.

2.  Send a Lumpy Letter.  These are perfect for capturing attention, showing that you are not only interested but a creative and even fun broker that’s willing to be outside the box.  It gets them thinking — and talking!  Sometimes it’s even good for recruiting more agent than one for that very reason!  Learn more here.

3.  Use weekly e-newsletters.  These are terrific, especially for emotional agents.  When they are non-invasive or pushy – but instead motivational, give great tips, and spotlight you as a leader and a broker who is in the know in the marketplace — recruiting prospects respond very well.  John from New York had this to say, “I am surprised at how hungry the industry is for local news and statistics. The number of agents who come up to me at broker open house events and association functions to comment on the Monday Morning Wake Up Call newsletters. This opens the door for a ‘getting to know each other’ conversation.”  

4.  Be present in your market. This is no time to be a stealth broker.  Even in areas not yet opened up — there is a lot you can do to ensure that you and your company are presenting yourself as present and listening and providing agents with the tools and training they need to grow and adapt. Show them that you are more than a name on a door. Show them that you someone who’s willing to be part of their solutions.

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

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

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

Profitable Recruiter Members – be sure to check out the Webinar-on-Demand with Mark Strosnider. While you’re there be sure ALL your agents listen in to Marti Hampton’s insights.  Both of these presentations were powerful in content.  Mark consistently hires 30+ agents per year and what he has to say about staying in touch, following up, and using humor is something EVERY recruiter should listen to before they get on their next call.  Marti shared how she got 100+ leads in less than two weeks with two VERY innovative marketing strategies that I’m sure savvy agents will be adopting all across North America.  Thank you to both of these top professionals for their candor and their willingness to share.  Login to watch these on demand now.

If you’re ready to dial up your recruiting and position yourself to attract the agents you want sooner rather than later, join top brokers from around the nation who are members of www.TheProfitableRecruiter.com.

You’ll get all the tools you need each month to position yourself as the broker to join when agents are ready to make a move. Fine-tuning your skills this season? All pro members get access to over SEVEN hours of training via downloadable links including interview skills, scripts, objection handlers, and more. PLUS, you’ll have access to entire libraries of recruiting letters and notes, emails, social media content, training webinars for recruiting and retention, and opportunities to network with the best of the best.

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

Trial Offer for Recruiting CRM

We 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. 

Here’s an overview:

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!

Watch for more timely tools in the near future!

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

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

 

Put PAST Agents on Your Recruiting Hot List

Now is the Time for Action

By Real Estate Recruiting Coach Judy LaDeur

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

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

For some of those agents who thought the “grass was greener” elsewhere?  Many have found out that it is just as hard to mow somewhere else.  That leaves an opportunity for you to open the door again and invite them to see what they’ve missed in their time away and what you are currently doing to help agents shorten learning curves, fire on all cylinders, effectively use technology and system tools to connect with clients and customers virtually — and what you are doing to support agents during this chaotic time.

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

Next, reflect on the relationship – and genuinely make the first part of your call about checking in. Seeing how they are doing. Learning about what — if anything — they need or might be struggling with. Let them know that you care and that you are there. In that conversation – they might realize that now is the perfect time for them to “come home” — sometimes the PAST can be a great part of a new FUTURE.

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

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

WEBINAR: Managing Change in Times of Crisis

These are challenging and unprecedented times. It was an honor to host our guests on a powerful brainstorming webinar to get some of your questions answered about recruiting during this time of International Health concerns.

Watch on Demand:

We’re here for you during this time. We’ve adapted all of our monthly content to reflect the ever-changing climate we are in. We’re developing resources that can help you adapt as well.

As promised in the webinar, Profitable Recruiters, we will you’ll find these new resources in your membership platform!

  • Resources for Recruiter (Scripts, PowerPoints, Social Media Shares, etc.
  • Weekly eNews to stay top of mind
  • A support letter to send to agents
  • The slides from the webinar
  • A crisis hotline page

More to come…

Log in here…

Stay safe, focused, agile, and attentive — and encourage your team and prospects to do the same! It’s the name of the game right now! 🙂

For ongoing resources and stay-in-touch weekly content, join The Profitable Recruiter.  Take 50% off any membership with the promo code 50OFF.  When you join – you and up to 10 managers can access your accountTry it for a month and see what it can do for you. 

Calm In The Storm

You can’t control the storm, but you can adjust your sails.

We are facing a crisis that we have never seen before, and from where we sit, most Brokers are doing a great job of navigating through torturous and unknown waters.

Most changes are happening with little or no notice from government agencies. Brokers and companies are learning as they go, making changes in their course as needed.

The majority of Brokers that we are talking to are working tirelessly to stay on top of what is happening and they are quickly getting up to speed, but some of the Brokers are in panic mode and feel out of control.

Let’s chart out the paths that each group is taking:

Group 1: These are the companies and Brokers who are working around the clock to implement the strategies and policies to keep agents working, and their offices running. They are trying new things, and they are talking to their peers to see what is working and what it not. The most successful companies/ Brokers all have one thing in common: they are using video and technology to communicate daily to their team and to keep the company operating. In times of trouble, everyone looks to the leader to see how he or she is responding.  It’s so important to stay calm, confident and transparent during this time. Constant communication about what you are doing, what you are researching, what you have discovered and what comes next is one of the most important things you can do right now.  Our industry has gone virtual overnight. Each state has different operating guidelines that they must follow. Some are finding ways to show homes without physically being in them, contracts are being written without physically viewing the home, closings are occurring without being physically present, listing presentations are conducted on line via Zoom, and calls are diverted to staff members who are working from home. Kudos to each of you who stepped up to the helm and took responsibility to guiding your office though the storm.  It’s not over, but the winds have calmed a bit.

For every office who is doing a great job, there is another office in the same market who is not. These represent Brokers and companies in Group 2.

Group 2: Brokers in group 2 are so overwhelmed right now, they don’t know what to do or which way to go. They are not making the necessary changes and in many cases are not implementing guidelines to keep their agents and their clients safe.  I have talked to Brokers in both groups. Group 2 is bracing for the hit and hoping they survive. They are scared, but everyone is. Again, we are all in uncharted waters, but some will fare the storm better than others.

What should you do to navigate the storm?

  • Daily video’s to your agents, or at least one video message every 2-3 days to keep everyone updated and informed.
  • Video’s to your clients and the consumer. What are you doing to keep everyone safe and what are you doing to insure the successful closing of homes under contract.
  • Zoom meetings with your staff several times per week to keep everyone updated and to stay on top of new challenges they are facing.
  • Zoom sales meetings with your team to answer questions, get their feedback, and handle any challenge they are facing in the field.
  • Create written policies to use when showing properties and for sellers or listing agents to prep a home for showing. There are simple things that can be done to insure everyone’s safety.
  • Zoom social gatherings for those who are more social. Everyone grabs their favorite beverage and unwinds with their peers online. It’s also a great way for everyone to share their ideas and what they are doing.
  • Reach out to fellow Broker Owners to share ideas, via Zoom, social media groups or via phone.
  • This is also a great time for online training. Search out training which will help your agents in today’s market, or training on any aspect of their business. Agents have more time to fine tune their skills and sharpen the blade. Keep them engaged verses sitting at home watching the news.

Some are facing greater challenges than others right now, but we are all in this together.  Let’s share with each other, support one another and look for solutions.  Together we will survive and be stronger at the end of their journey.

Join us March 31st for a powerful discussion webinar on “Managing the Change”.

Register here. 

We’re here for you during this time. We’ve adapted all of our monthly content to reflect the ever-changing climate we are in. We’re developing resources that can help you adapt as well.

For ongoing resources and stay-in-touch weekly content, join The Profitable Recruiter.  Take 50% off any membership with the promo code 50OFF.  When you join – you and up to 10 managers can access your accountTry it for a month and see what it can do for you. 

We will also be rolling out a new CRM next week to help brokers during this time! Stay tuned. 

Change Your Thoughts and Change Your Results

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 45% off with the promo code 45OFF 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. 

 

 

 

 

Powerful Phone Skills Can Be Easy!

Putting ALL the Pieces in Place for Successful Recruiting

By Real Estate Recruiting Coach Judy LaDeur

What do top recruiters/brokers do on a daily basis to insure consistent results in recruiting?   It is really pretty simple.  Most do what others are unwilling to do to get the results they want!  There are several steps to mastering the phone calls, and many great reasons to pick up the phone. Here are a ten great reasons to call an agent:

  1. Your office has a co-op transaction with that agent.
  2. Your agent has identified them as a great agent to do business with in your market.
  3. Invite them to a social or educational event that you are hosing.
  4. Pay them a compliment. It could be on their production or just the way they conduct business.
  5. Introduce yourself if you do not know them.
  6. Suggest getting together to meet and exchange information over coffee.
  7. Check the progress of a first or second-year agent.
  8. Follow up with agents that you have met with, but did not YET hire.
  9. Call to tell them about your special systems and services that your company offers.
  10. Invite those who left to come back!

Regardless of why you are calling them, what to say seems to be the biggest challenge for most brokers and recruiters.  For your best results, you should follow a process which allows you to build the relationship and secure the info that you need when the time is right for that agent to make a move.

Our process teaches you how to diffuse the initial response of “I’m busy” or “I’m happy where I am.” When you can lower the resistance in the first few seconds, the call is much easier.  Many brokers jump right in and ask them to meet. That works on occasion, but asking a few questions and engaging them in the conversation will usually result in a better close ratio.

Most agents will say “no” at least two times, before saying “yes”! The secret is asking them more than one time in more than one way! Most agents will say no before even listening to what you have to say. It’s important to say something that will not only get their attention but peak their curiosity to learn more.

There are also days of the week and times in the day which will have better results. Those who understand the Rules Behind Successful Calling, will have fewer no shows and spend less time making the calls, and more time face to face with the agents they want.

Do you want to hire more agents?  Mastering the phone is an important part of the puzzle! Not only will you learn many of these vital tools in the 7+ hours of audio training that you get as part of your Profitable Recruiter Pro membership – you have the advantage of learning on demand – individually or as a leadership team.

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with fewer headaches and more results – consider joining The Profitable Recruiter today.  Take 45% off with the promo code 45OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 45% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, webinars on demand, scripts, letters, social media tools and more!  What are you waiting for? Register today.