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 50% off with the promo code 50OFF any pro membership.  That’s 45% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training!  What are you waiting for? When you join – you and up to 10 managers can access your account! Try it for a month and see what it can do for you. 

 

 

 

 

How Not to Get Raided by Your Competition

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

By Real Estate Recruiting Coach Judy LaDeur

Recruiting competition has skyrocketed. And during this time of great chaos and change – there can be even more vulnerability. 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, there are a certain number of agents who 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. If you lose 2-3 agents in a few weeks, you could be in trouble.  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 the agents stuff 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 as to 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 were supportive of 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, Planning, and Navigating Change in the Year Ahead

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

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

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

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

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

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

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

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

 

Coaching Your Agents to Succeed

Setting Goals and Smashing Them

By Real Estate Coach Judy LaDeur

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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!

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!

 

The Opportunities in Change

The Cyclical World of Real Estate Sales

By Judy LaDeur

The world — and the world of real estate is one of cycles. And certainly we are in a stage of change right now in markets all over the globe. Change can be a little intimidating for some agents, but with the right mindset, tools, and training — it presents opportunities at every turn. How you deliver the possibilities and help agents navigate change is powerful.  Perception is reality. As the Broker, you are the captain of the ship. The person in charge of the information that is distributed, as well as how it is perceived. You are also responsible for the routing of the journey. As the captain of the ship, if you saw that there was a potential storm on the horizon, would you alter your course? Would you start to make plans and prepare? Of course, you would. A real estate office is no different. Regardless of what happens in the market, there are things on the horizon that you should be planning for today.

Things that you know will happen such as:

  • Some agents are feeling pandemic fatigue and already leaning into holiday mode. How will this effect your year end?
  • Most agents are struggling with fewer listing because of low inventory. This makes it easier for them to change offices. That makes you vulnerable as a Broker but also creates opportunities as a Recruiter. What are you doing today to prevent your agents from leaving, and what are you doing to position yourself as the Broker agents think of when making a move?

When you look forward, you can be better prepared for whatever the market does. Here are a few tips to help navigate through any storms on the horizon.

  1. Schedule training for your agents, designed to support their business, adapt to change, foster a a strong finish to the year, a sense of confidence, and the tools they need to thrive.
  2. Host some fun events, or contests, to keep your agents focused on business, even in these challenging times!
  3. Create marketing pieces for your agents to use to position themselves in front of their clients for new listings.
  4. Remind your agents that there is no better time to stay consistent with their Monday morning messages to their clients. Stay top of mind for additional business opportunities.
  5. Don’t forget to send your Monday Morning Motivation Messages to your recruits each week. Once we head into the holidays, it is especially important for you, as the Broker, to stay positioned with potential recruits.

And don’t forget, there are always changes and cycles in this business. You can change the size of the wave, but you can learn to surf! 

Want to learn how to increase your market share and build an extraordinary team?  Bookmark our blogand 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.

 

Four Things Recruiter Should Do to Before October

To Put Your Recruiting Plan in Place

By Real Estate Recruiting Coach Judy LaDeur

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

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

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

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

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

 Identifying and Communicating Your Value Proposition

By Real Estate Recruiting Coach Judy LaDeur

The most important asset within your company is the people. Attracting the right people means attracting those aligned with your values and vision.  This gives you an opportunity to create a flourishing environment that translates into an improved bottom line.

Putting a strong team in place will require you to answer a few tough questions first. You must be able to share details about your company in “what’s in it for them” terms. Explain how a move would benefit them both personally and professionally. Because let’s face it, switching companies is a very scary decision for most people. Diffuse fears by accurately and effectively sharing the “WHY” that sets you apart from your competition. What does this look like?

You must define:

  • What you do better than your competitors
  • What you are doing that your competitors are not
  • How you can help potential recruits earn more money through your systems and tools
  • How you enhance the working environment of your agents
  • What real results other members of your team have seen since making a move

Once you answer those questions, the next step is spelling out the reasons any agent would want to join your team. In my training, I ask each broker to come up with their 12 most compelling reasons. Unfortunately, twelve reasons can be difficult for a lot of brokers. For that reason, I have created a blueprint that you can follow to begin crafting your own list.

12 Compelling Reasons Recruits Will Say YES to Joining Your Company

# 1:  Strong Leadership: Vision, support with problem solving, and leaders who are acting like leaders. Take it one step further and determine what specific value you and your expertise bring to your team.

#2: Lead Generation: Agents need to prospect, but they want companies that are working to generate leads for them as well. There are lead generation companies out there that are charging agents up to $1000 a month for leads and believe it or not, agents are paying. Why? Because agents want those internet leads, or any leads that the company can provide. What are you willing to provide?

#3: Name Brand Awareness: Companies with a strong presence in the market, locally and nationally, are doing well with their recruiting efforts. Name awareness is tied to market share. The best agents understand that the stronger the name/market share, the easier it is to compete for business.

#4: Education/ training: Agents are looking to fine-tune their skills. Many are staring down steep learning curves for technology and virtual presentations. Many agents know they need to get back to the basics and most realize the value of staying current in an ever changing real estate industry. The best agents also understand the value of securing specialized training or securing certain designations for areas of specialization. Such areas might include: Virtual presentation, social media and digital marketing, niche-market prospecting, and technology.

#5: Positive office attitude and healthy environment in the office: Agents want a positive work environment with competent and positive peers. It is easy for me to see that the offices with the best production and best attitude have brokers with a great attitude. Those same brokers spent the last 5 years getting rid of their dead weight and many are more profitable today than they have been in years!

#6: Mastermind Groups and networking opportunities with other top producers:  Many of the best agents enjoy connecting with the other successful agents. Their needs and approach to the real estate business is different from those just getting started, so why not give them the opportunity to grow and play together? Agents who work hard, play hard and spend time together are more likely to stay together

#7: Marketing support/tools: Marketing is the #1 thing that agents need to stay in touch with their sphere and past customers. What can you do to assist or support their marketing efforts?

#8: Client/ data management tools: Many agents struggle when it comes to managing their data and client info. Do you have an easy-to-use customer relationship management tool that allows them to input their data, send out marketing, and locate client data quickly?

#9: Coaching and accountability: We see many companies implementing very successful coaching programs, with some great results. If the company does not provide coaching, the agents might hire outside the organization. The cost can range from $500 -$1000. What that tells me is this: if they want it and it has value to them, they will pay for it! Your agents need accountability and sometimes a third party is the best way to keep them on track and accountable. Your best option is to coach them yourself or have someone else in house that can effectively coach them. If this isn’t possible, seek out a good coach and work out an agreement with them to coach those agents who want it.

#10: Administrative support: Agents are working harder, but most are not working smarter. What can you do to support them behind the scenes?  What can you take off their plate to give them more balance in their life and work?

#11:  Proven results with proven systems: It’s not enough to have systems and tools. Your need to know what the results are from each of the systems and tools you offer. Use exact results, NAR survey results, national brand results, testimonials from your agents as well as success stories. Bring those results into your interviews.  Everyone says they can help potential recruits, but those who can prove it are winning in today’s market.

#12: Security: The bottom line for any agent making a move is whether or not they will feel secure at their new location. The more answers you can provide on the above list, the better they will feel, and when they feel good…they join!

Take some time to sit down and determine what your best selling points are as an organization.  Ask your agents what they love most about being part of your business family.  Then couple these powerful 12 reasons with your own compelling attributes and get ready to knock it out of the park this fall!

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

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

 

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!