7 Strategies for Real Estate Recruiting Success

Posted on April 28, 2024April 28, 2024 by The Profitable Recruiter

28 Apr

A LOT has changed in the last year – but some strategies are always in season. If you’re ready to take your recruiting game to the next level, let’s look at a few of our favorites that always seem to help real estate recruiters knock it out of the park. Some take just a few minutes of your day – but the results — are extraordinary!

Here are a few of our favorites:

Stay positioned with your entire recruiting list using the Profitable Recruiter Monday Morning email newsletters. These provide non-salesly, motivational, action-oriented touchpoints which keep you top of mind as a broker/recruiter so that when people ARE ready to make a move, they think of your organization.
Customize those emails. While we love a good cut and paste, your emails should be branded to your organization. Consider including links to agent testimonials, links to pages on your site that refer to compensation differentiators, a personal note from you or your leadership team, a spotlight of recent recruits, including their name, photo, and charity of choice, and links to upcoming training or networking events.
Send Lumpy Letters to the top 25 recruiting prospects every month. Have some fun with them – and follow up with those prospects.
Use LinkedIn to connect with potential recruits. Send your prospects a message, endorse them, write a reference on LinkedIn, then follow up. More often than not, you’ll have done more than their current broker. While you’re in there – be sure to do the same for your CURRENT team of agents! Set aside 15 minutes a morning to do this one simple strategy – you’ll surprise and delight yourself with the results!
Sponsor fun events. We loved the Taco & Tequila Tuesdays, Wine Down Wednesdays, and even virtual happy hours that many of our members have hosted. They are fun networking opportunities where agents can connect, share ideas, and learn. Some host it at a restaurant near their company headquarters and offer dessert back at the office, where they can tour the facility and learn more about what the company offers. Their current team of agents’ “admission” to the event is to bring another agent. Everyone has fun – and it’s bringing agents through the doors!
Call at least ten agents a day for appointments. You won’t reach all ten more than likely, but you are making the calls and contacts and setting the stage for success.
Let them know that you want them on board. Often brokers feel like it is too strong to ask for the commitment after the first recruiting appointment, but what they don’t realize is that often means the potential recruit isn’t even sure that you WANT to hire them. Be assertive and friendly – and try Judy’s classic handshake close that has helped brokers worldwide hire people on the spot. (You can learn more about that in the interview skills section of your 7+ hours of audio training.)

These powerful steps are a great way to create the kind of dramatic momentum you are looking for. The right tools, strategies, and of course – perseverance as a recruiter is a win-win-win combination.

Stay positioned with the agents you are eager to recruit! Join us 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.

It’s NOT Just a Numbers Game

Posted on April 18, 2024April 19, 2024 by The Profitable Recruiter

18 Apr

It’s a PEOPLE Project

by Real Estate Recruiting Coach and Speaker Judy LaDeur

Since the dawn of recruiting, we’ve all been told, “it’s a numbers game,” and “it’s a contact sport”. While a portion of that is true – you do have to contact a number of people CONTINUOUSLY to recruit new agents and build your company, it’s not JUST about numbers – or contact. It’s about PEOPLE. And RELATIONSHIPS. Because that is the business you are in really. Not real estate – but those hard working folks who list and sell every day that are people. Getting to the heart of what makes them tick, what makes them successful, and what makes them think of you when it’s time to make a change is the biggest job you have.

So there are a three truths you should know…

It’s not about the money. Almost every time an agent leaves a current broker it doesn’t have anything to do with money. It’s usually a lack of trust, a breakdown in the relationship, or a shift in culture in the company. So keep this in mind – both for staying in touch with those you want to recruit – and maintaining a great relationship with those current agents you want to KEEP.
Salespeople don’t like to be SOLD. If every contact you make with the folks in your pipeline is about pitching them to move to your office, save yourself time and money now. It won’t work. What does work is CONSISTENT interaction? Non-threatening, non-salesy interaction with something of value. Something that makes them WANT to hear from you.
It’s not about the first contact or the last. It’s about showing up time and time again in a supportive and positive way. Agents who are looking to make a move don’t go with the first broker that tried to recruit them or even the last – they go with the one who is rock-steady and always there.

Our brokers are loving the way we help them stay consistently in touch and build those relationships. And our Monday Morning Wake Up Call eNewsletters are not only getting the job done for bringing on new recruits – but for helping their agents build their book of business too. As motivational messages with a clear story to tell, valuable information to share, and inspiration that kick starts the week off right, it’s become a tool that allows brokers to stay in touch, share a real estate success strategy, and keep top-of-mind with both their recruiting prospects and their current team. The side benefit? Is the agents then share that message with their sphere and farm and your branding and positive impact on the market spreads.

Picture this: Let’s just say, for easy math’s sake, you are a broker with 50 agents in your office. (Multiply the math for your current numbers.) You send your message every Monday to your current agents. You deliver the agent version of the Monday newsletters (that we provide to our members) and invite them to tweak it, make it their own, and send it to their sphere and farm. If each of your agents has 200 in their sphere or farm, you’re then reaching 10,000 people each week (and helping your agents do the same.) Add to that a recruiting hit list of 50 agents, and you invite them to also tweak and make it their own and share with THEIR sphere or farm. That’s 20,000 each week you are touching. That’s going a long way towards making a serious impact on your market, your communities, and the agents who service it.

Will they all do it? Of course not. But will it stick with the ones who are eager to take the lead? Absolutely. Will it make a difference to those agents who are ready to make a move and wondering who to turn to in terms of a new company, culture, and broker relationship? You bet it will. Position yourself today to be THE broker to talk to in your market. Actively. Consistently. Positively. Your bottom line will thank you for it.

The key to making recruiting easier – and even more fun is to dare to be different. To set yourself apart from your competitors. Our members tell us that we make that so much simpler by providing the creative how-to’s each and every month so they can focus on getting face-to-face with new recruiting prospects. Every month they can choose from new lumpy letters (for top rung recruits), seasonal letters (for B & C lists), and they stay positioned with all of their recruiting lists by using their Monday Morning Wake Up Call eNewsletters and social media tools. Then they use the training they get from the 7+ hours of audio training and 35+ webinars on-demand to feel confident, competent and ready for anything when they have that recruit on the phone or in an interview.

You can too! Join today and take advantage of our special offer of 50% off with the promo code 50OFF any 6-month or annual membership. 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.

10 Great Reasons to Call Recruits

Posted on April 13, 2024April 14, 2024 by The Profitable Recruiter

13 Apr

It Doesn’t Have to Be Difficult!

by Real Estate Recruiting Coach Judy LaDeur

While kicking your second quarter recruiting into high gear – keep an eye on the prize for your goals! Lead your competition by doing these three things:

Get back to your broker business plan-review it WEEKLY
Listen to the recruiting audio training in your Profitable Recruiter Platform
Set these ten steps for making calls into strategic stone so start hitting the phones

To gain momentum — be willing to do what others are not to get the results you want! There are several steps to mastering phone calls and many great reasons to pick up the phone. Here are a few great reasons to call an agent:

Your office has a co-op transaction with that agent
Your agent has identified them as a great agent to do business within your market
Invite them to a social or educational event that you are hosting
Pay them a compliment. It could be in their production or just the way they conduct business
Introduce yourself if you do not know them
Suggest getting together to meet and exchange information over coffee
Check the progress of a first or second-year agent
Follow up with agents that you have met with but did not YET hire
Call to tell them about the special systems and services that your company offers
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 that 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 once 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 pique their curiosity to learn more.

There are also days of the week and times during 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.

Want to continue to learn how to be 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 for 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.

The Top Three Reasons People Leave (And How to Avoid Them)

Posted on March 30, 2024March 30, 2024 by The Profitable Recruiter

30 Mar

Keys to Retaining Your Best People

By Real Estate Recruiting Coach Judy LaDeur

The top three reasons people leave their jobs – are lack of recognition, poor working environment, and they’re not making enough money.

Here’s the truth: Negative agents can scare off every customer they speak with, for good. This means that how your agents feel about the company has a direct impact on your profitability.

Did you know?

65% of Americans received no recognition in the workplace
9 out of 10 people say they are more productive when they’re around positive people

There is a great quote in the book: Open Your Big, Bold, Beautiful Mouth by Alphonso Belin and A.J. Polizzi that says, “The highest achievable level of service comes from the heart, so the company that reaches its people’s hearts will provide the very best service.“

The Keys to Retaining Your Best People

Having a good time is the best motivator there is. When people feel good about a company, they produce more. In a study of more than 1,500 employees in scores of work settings by Dr. Gerald H. Graham, professor of management at Wichita State University, the most powerful motivator was personalized, instant recognition from their managers. “Managers have found,” Graham adds, “that simply asking for employee involvement is motivational in itself.”

Graham’s study determined the top motivating techniques:

1. The manager/owner personally congratulates those who do a good job

2. The manager/owner writes personal notes about good performances

3. The organization used performance as the basis for promotion

4. The manager/owner holds morale-building meetings to celebrate successes

People today are looking for much more than a paycheck. They want to be treated like human beings. That may sound obvious, but a lot of employers and managers still don’t get it.

Here are some great examples of ways to make your team feel appreciated, valued, and recognized:

When employees at Douglas Aircraft in Long Beach, California, hit their goals, they ring a large brass bell. Why not put a bell in the office and let the agents ring it when they get a listing or sale?

The Pinellas County, FL public school administrative offices have designated a small area where employees can drop off clothing for dry cleaning in the morning. A local dry cleaner picks it up and returns it by the end of the workday. Many real estate offices offer this service to their agents as well. It does not cost you anything but offers a great service to busy agents

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. Did you know that when she was talking to people, she kept eye contact with them the entire time, even though people around her were always trying to get her attention?Check yourself – when you are speaking to a team member, are you REALLY present? Are you checking your phone? On the computer? Distracted? One of the easiest (and free) ways to making someone feel valued is giving them your undivided attention when you are speaking to them. Listening, more than speaking. Eye contact. Handshakes. It all matters!

During the busiest times of the year, executives at the Cigna Group, personally push coffee carts around the office, serving drinks and refreshments to their frontline partners. As they serve, the executives coach and encourage their colleagues as well as hear about real consumer issues from those who know customer concerns the best. Consider ‘open office’ hours where agents can come in to speak with you at any time. Make the rounds at least once a week and check in with each and every member of your team. Find out how their week is, if they have any needs, questions, or great news to share. Even 10-15 minutes of your day once a week can make a huge difference in building and sustaining those relationships.

Herb Kelleher, CEO and co-founder of Southwest Airlines, has discovered that by becoming personally involved in the workplace, and in the jobs that his employees do, he can unleash a tremendous amount of energy among his workers. For example, Kelleher often helps flight attendants serve beverages to customers when he flies on his airline. Get hands on. Ask what you can do to make an agent’s week go smoother. Help with a difficult client. Celebrate a win. Offer a little coaching.

At Hewitt Associates, new employees are made to feel special. “I joined the firm about six months ago as a writer/consultant in New Jersey,” said a new-hire. “I was surprised at the level of detail that had gone into the preparation for my arrival. One of the more experienced writers left a welcome note on my desk, along with a ‘survival kit’ (including a candy bar)…and everybody came by my office to personally welcome me to the team. For the first two weeks or so, every day somebody made a point to stop by and ask me to lunch.” What Type of reception do your new agents get when they join? Are their names on a welcome sign as they come in? Do you leave a special welcome gift for their first day? Do you encourage other team members to make them feel welcome? Do you send out press releases or share kudos for them on your site and social media?

Here are some great ways to show you care and that you are paying attention:

Call an agent into your office just to thank him or her; don’t discuss any other issue.
Post a thank-you note on the agent’s phone.
Volunteer to do an agent’s least desirable work task for a day.
Have the President of the company or the regional manager call an agent to thank him or her for a job well done.
Have someone wash the agents’ cars in the parking lot during lunch.
Carry a supply of cards with you and as you ‘catch people doing something right,’ immediately write ‘thanks,’ ‘good job,’ ‘keep it up’ and what they specifically did in two to three words. Put the person’s name on the card and sign it.
Have lunch or coffee with a group of agents that you don’t normally see.
Write a recommendation on LinkedIn for every member of your team. You can break it into a small number day if you need to – but make this the month that you recognize them professionally in that platform.

In the book, The Leadership Pill, Blanchard and Muchnick explain profit this way: “Profit is the applause you get for taking care of your customers and creating a motivating environment for people.” As brokers your ‘customers’ are your agents. Create an environment where they can be creative. Collaborative. Respected. Valued. Cared About. When you do? You’ll see your team flourish and grow in the best possible ways.

Now, as to the not making enough money part of this equation, it is imperative right now that you provide powerful, timely, SKILL-BASED training for your agents weekly as they navigate all this new market change and information. We partner with our friend Darryl Davis who provides free weekly sessions for agents that is helping them not only work with more confidence, but close more business! You can share this link with your team members to help them do the same: www.PowerAgentWebinar.com.

Profitable Recruiter Members, please login to your platform today to get all of your April recruiting tools, and review your powerful webinars on demand!

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 PLAN50 — 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 Power of Sprint Goals

Posted on March 23, 2024March 24, 2024 by The Profitable Recruiter

23 Mar

Ready for SPRING SPRINTS?

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

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

Sprint Goals for Agents: Boosting Listing Inventory

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

Sprint Goals for Brokers: Strategic Recruitment and Team Building

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

Action Steps: The Pathway to Achievement

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

Team Engagement and Office-Wide Goals

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

The Role of Gamification and Rewards

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

In Summary

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

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

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

We are here to help!

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

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

DISC for Recruiting & Retention

Posted on March 1, 2024March 1, 2024 by The Profitable Recruiter

01 Mar

The Link Between Personality Profiles and Recruiting

by Judy LaDeur

I love this tool! The DISC tells you how agents are motivated, how they will respond when they are unhappy, and what it takes to recruit and retain them. I have always used a DISC test when hiring new agents into the real estate industry. I also use a test when hiring team members, admin staff, recruiters, and managers. Why? Each of us has specific natural strengths that allow us to do our job easier, which increases the odds of success.

As a Broker, Manager, or Recruiter, using a behavior test makes your job so much easier!

What is DISC? It is a “personality profiling system”. A DISC Profile utilizes a method for understanding behavior, temperament, and personality. It provides a comprehensive overview of the way that people think, act, and interact. It is the most widely used tool of its kind. The DISC Personality Profile is based on the work of renowned psychologist Dr. William Moulton Marston, and was introduced in his 1928 book Emotions of Normal People. William Marston, a contemporary of Carl Jung, developed the DISC Personality Profile after studying the personality traits, behavioral patterns, and instinctual reactions of thousands of individuals. As a result of his work, Marston developed the DISC assessment as a tool to measure four primary behavioral traits:

Dominance (D)
Influence (I)
Steadiness (S)
Conscientiousness (C)

By understanding a person’s behavior pattern, you can:

Strengthen communication skills
Build or identify leadership abilities
Diffusing interpersonal conflict
Boosting performance and productivity
Increase motivation
Strengthen workplace skills and relationships
Make smart hiring decisions

Personality is the basis of who we are and what we do. Here is a quick overview of each personality type.

With Dominant people

Build respect to avoid conflict
Focus on facts and ideas rather than the people
Have evidence to support your argument
Be quick, focused, and to the point
Ask what, not how
Talk about how problems will hinder accomplishments
Show them how they can succeed

With Influential people

Be social and friendly with them, building the relationship
Listen to them talk about their ideas
Help them find ways to translate the talk into useful action
Don’t spend much time on the details
Motivate them to follow through to complete tasks
Recognize their accomplishments

With Steady people

Be genuinely interest in them as a person
Create a human working environment for them
Give them time to adjust to change
Clearly define goals for them and provide ongoing support
Recognize and appreciate their achievements
Avoid hurry and pressure
Present new ideas carefully

With Conscientious people

Warn them in time and generally avoid surprises
Be prepared. Don’t ad-lib with them if you can
Be logical, accurate and use clear data
Show how things fit into the bigger picture
Be specific in disagreement and focus on the facts
Be patient, persistent and diplomatic

We are including a chart that covers many different areas of each personality type, and how each type responds differently to the same situation. If you are not familiar with the DISC test, one of my favorite sites is http://www.alessandra.com/tahome.asp. Dr. Tony Alessandra has developed several different tests with extensive reports attached. If you have never taken a DISC test, I would recommend that you take one for yourself, as well as the key members of your team. As you get more familiar with the various different personalities, you will be able to quickly determine the behavior patterns of those you manage, live with and are recruiting.

Continue to learn how to be the master recruiting skills and be the broker to join in your market. If recruiting is a challenge for you, we can help.

Is recruiting a challenge for you? We can help. Join The Profitable Recruiter and gain access to 7+ hours of audio training via downloadable links, powerful recruiting letters and notes, emails, social media tips, over 70 webinars for recruiting and retention, and opportunities to network with the best of the best. Take advantage of our special offer and save 50% on YOUR New Membership with Promo Code: 50OFF.

Judy’s SEVEN HOURS of recruiting audio training covers:

interview skills
objection handling
phone calls
recruiting strategies
handling stalls
recruiting to specific personality types
and so much more…

Not sure if this is the right thing for your company? Contact us to learn why brokers across the country are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting. (Which is way better than dread – right?) We’re taking the guesswork out of recruiting for brokers — and they are loving it. We can do the same for you! Questions? Email us today.

How Not to Get Raided by Your Competition

Posted on February 12, 2024February 13, 2024 by The Profitable Recruiter

12 Feb

And Stay on the Winning Side of the Agent Tug of War

By Real Estate Recruiting Coach Judy LaDeur

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Recruiting: Are You a Farmer or a Hunter?

Posted on January 27, 2024January 28, 2024 by The Profitable Recruiter

real-estate-recruiting-farming-and-hunting

27 Jan

Savvy Brokers Know the Difference

By Real Estate Recruiting Coach Judy LaDeur

Every broker or recruiter naturally falls into one category or the other: Farmer or Hunter. They are completely different ways of approaching recruiting. Most brokers, just like most agents, are farmers.

Farming is the art of developing relationships with a specific group of individuals, educating them about why they should want to work with you, and being positioned when the time is right for that person to make a change. A broker or agent who farms assumes, just like a farmer, that if they prepare the soil, plant the seeds, water the crops, and take care of the crops until harvest time, there will be a bountiful crop so the farmer will be able to eat and also feed his or her family. Farming is a passive form of prospecting.

Some facts about farming are:

a) Requires patience/waiting

b) Takes 6-12 months to fill the pipeline

c) Emotional agents need a relationship with you, so it works with most agents

d) Education and information are consistently sent out to gain trust

e) The goal is to stay positioned, educate them, to gain their trust so that when the time is right, the agent will join your team, or you will harvest your crop

Hunting is the art of full engagement. Going after the target, not waiting for it to come to you! The hunter assumes that he/she is not actively pursuing the target that they will not eat. Think of the lion. The lion does not sit in the meadow, just waiting for his prey to appear. The lion tracks their prey and pounces on it when the opportunity presents itself. A Hunter also looks for prey, stalks it, and pounces when they are not paying attention. A hunter does not assume that the food will appear on their table. The hunter believes that if it is not out there hunting all the time, it might starve. The hunter’s actions are assertive or aggressive forms of prospecting.

Here are some facts about hunting:

a) It is a numbers game. Lots of contacts/ fast results

b) Every day, someone is unhappy; the goal is to find that person each day, which means “who is vulnerable?”

c) When agents are unhappy or unproductive, they want solutions and results more than they need a relationship

d) You have more control over the numbers

e) Instant gratification

Both are important for long-term success. However, hunting is the key to survival in this market for you and your agents.

Here are some Farming activities:

a) Mailings to educate them about your company and to build the relationship

b) Having coffee to build the relationship

c) Invite them to company events

d) Personal notes

e) Calls, just to say ‘Hi’

f) Social media interaction/comments

Here are some Hunting activities:

a) Target Struggling agents

b) Target New Agents who are in school or just licensed

c) Target Logical agents from their photos

d) Target agents who fit the company profile from their website/social media.

e) Sending mass mailings/media/ email etc., playing the numbers game

f) Using social media to place ads and target specific groups via Linked In and FB.

g) Placing ads on the internet

h) Career nights

i) Approaching salespeople in other professions and suggesting a real estate career.

If you HAD to hire ten agents in the next 30 days or shut down your office, where would you look for them, and what would you do? That is how the hunter thinks at all times!

The GOOD news is that most of you planted a crop over the last few months and nurtured it until now, so you can harvest your crop and go hunting…because it is hunting season!

Hunting season is the time of year when agents are most vulnerable. They are vulnerable for a variety of reasons:

Inventory is low
Many agents took some time off during the holidays and aren’t fully up and running to build momentum for the new year
They are just going into the first quarter, and many are not happy with last year’s production
The market is changing – leaving many agents fearful of what that means for them

Even farmers should go out and take advantage of the opportunities that hunting season brings to their tables, and they do!

Which method of hunting do you want to focus on?

1. Struggling agents

2. New Agents

3. Logical agents

4. Career night seminars

5. Cold calling

6. Marketing to the masses

Here’s to your successful recruiting season! Remember, consistency is key! Good luck!

The Profitable Recruiter can help you with BOTH your FARMING and HUNTING techniques! Learn more here.

Do you want to hire more agents this season? Learning to handle whatever objection comes your way with ease is an important part of the puzzle! Not only will you learn many of these vital tools in the 7+ hours of audio training – you get as part of your Profitable Recruiter Pro membership – you have the advantage of learning on demand – individually or as part of 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. Make any Profitable Recruiter 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 – 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 hit the ground running for next year!

Everything You Need to Recruit the Agents You Want in 2024

Posted on January 18, 2024January 20, 2024 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 January 13, 2024 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:

Reiterate their needs as identified during the questioning phase.
Present a solution or tool that addresses those needs.
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.