The Top Five Must-Do Strategies for Brokers to Implement in Today’s Market

What You Do Now Will Affect How You End This Year and Start the Next

By Real Estate Recruiting Expert and Coach Judy LaDeur

Our market continues to change at a crazy clip and smart brokers and managers are turning to serious systems and tools to keep up.  To help make the most of your recruiting efforts, energy and marketing dollars, I’ve put together five top strategies for a successful rest of the year that are generating tremendous results for brokers.

  1. Take Out the Guesswork. Be sure to have a SPECIFIC, laid out, retention program to keep the agents that you already have. Agents need to know that they are appreciated and wanted.  In changing and competitive times, agents who feel under-appreciated begin to look to your competition for acknowledgement. For those of you who are members, make sure those Monday Morning messages are going out to your current team, not just your recruits and follow the weekly retention action plan that corresponds to your message.
  1. Be the Resource. Provide powerful ongoing training, coaching and mentoring to keep your agents productive, ahead of the trends and confident in their skills and tools. Productive agents are happy agents and companies who continue to provide resources for success will grow exponentially over their competitors. Not to mention, like attracts like. If your agents are happy, productive and knocking it out of the park in your market, they’ll catch the attention of other area agents who will be curious as to how your company can help them do the same.
  1. Support them. Provide marketing support for two very important reasons. It increases your agents’ business and more importantly ensures that the marketing ACTUALLY gets done. Many agents cut their marketing budgets, which resulted in less business for the agent – but also for the company. When agents sell homes, companies make money so whatever you can do as a broker to support their business, is always a winning strategy.
  1. Turn Up the Heat.  While many of your competitors go into holiday “sleep mode” — it’s your turn to dial things up. Implement a strong recruiting campaign which consists of marketing, calls, social media, advertising, and interviews weekly!  Now is the perfect time to keep your ears to the ground and your eyes open for trends in your market that you can leverage.  A competitor that pulls back on resources.  A change in management at another company.  A top producer who isn’t being recognized.  Use these trends to your advantage and RECRUIT, RECRUIT, RECRUIT!
  1. Know your numbers! What I mean by that is—know your value propositions.  What is the VALUE of being with your company? How many referrals do you generate per agent? What percentage of their business is generated by something you’re providing? I am always amazed how few brokers know what percentage of an agents business is as a result of something that company does to support them…and that is the key to recruiting and retention!

Hope you’ve found these tips helpful.  If you’d like to learn more about growing your business, building the right team or working a SMARTER recruiting plan (because harder is no fun) then EMAIL US today.

Want to continue to learn how to be the master recruiting skills and be the broker to join in your market?  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 45% off with the promo code 45OFF any pro membership.  That’s 45% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – including SEVEN HOURS of recruiting audio training which covers:

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

What are you waiting for? Join today and save 45% — and add up to 10 managers on your account at no additional cost.  

Building a SALABLE Book of Business

How You Can Help Agents Succeed at a Higher Level

by Real Estate Coach Judy LaDeur

Recent NAR predictions state that nearly 70% of active real estate agents will exit the business over the next 5 – 10 years, most intending to simply walk away from the business they have spent years building.  Of the agents that would like to sell their business, most don’t know how and without help would likely experience problems with tracking, second party referrals, the buying or selling agent going to another company as well as trying to determine who is responsible for keeping the business going through advertising, marketing and mailing.  Understanding how to help an agent sell their business is a Recruiting/Retention tool that allows a company to capture the market share of retiring agents within their market. It’s not just for agents that are considering retirement in the next five years, it’s also a great opportunity for agents with five or less years in the industry who want a jump start by purchasing someone else’s business, as well as the agents who find themselves in between these two scenarios who want to learn how to make their business saleable in order to get top dollar in the future. The best part is that there is no money up front, but lots of money over the next 5 years, so it’s easy for any agent and any broker to implement.

NAR predicts that over 50% of the REALTORS® who currently sell real estate will retire, relocate, or leave the business due to serious illness in the next ten years. Each time one of your agents leaves for any reason, you lose that market share.

What’s the first step? Your agents should have a saleable business. If their business is not currently set up in a contact database management program, then it cannot be sold.  To leverage their business and take advantage of this particular program (the ability to sell their real estate business at some point in the future) – that is the first thing you should do as a broker. Educate your team about the importance of having their business organized and set up in a CRM program. Offering that program is a good retention and recruiting tool. It should have the ability to set up several categories and upload photos. The more categories you have, the more valuable your business will be.

Components of a good data management program:

  • Easy to use. When we get busy, we are less likely to use a program that requires a lot of steps to enter the data.
  • Robust. The notes area should be sufficient to make 20-30 notes on each client after each call and or visit. Remember, you will have this database for many years and the notes are important when you sell.
  • Diverse. You should be able to create a minimum of 20 categories such as: Great for referrals, Buyer, Seller, purchased 2-5 properties from me, investor, seller prospect, buyer prospect, farming area, bowling club, family member, friend, out of area friend who refers clients, Facebook, LinkedIn, Twitter, leads that were referrals, etc.
  • Intuitive. If you have taken my course on how to know how they will make their decision based on their behavior pattern, you would also add the categories of expressive, amiable, analytical, and driver.
  • Searchable.  Remember, you can have 1 client in 6 different categories, but you want to be able to say, “I have 267 people who have purchased a home from me, but 198 of them have purchased 2 or more homes from me.  However, note that 190 people in my database were sent to me as referrals from a client in my database.”
  • Detailed.  Keep all details about the clients, their families, their referrals, property details, etc. on their contact sheet.
  • Have the ability to create alerts.  You should be able to put reminders about when you will make contact with them on your calendar from this program.
  • Exportable.  You should be able to easily export from the database for your mailings.
  • Group-able.  You should be able to set up groups for purposes of sending group emails or specific group mailings.
  • Visual.  A great feature is the ability to have their photo on their contact sheet!

The more people that are in the database, the more valuable the business is when they decide to retire, relocate or leave the business for any reason.

Marketing is another important component.  A recent survey showed that 87% of people surveyed reported that they definitely would use their agent again, but didn’t because they can’t remember who they are or how to find them!  Are you agents marketing to their databases on a regular basis? What are you doing to support their marketing? Studies show that 10% of the people in their database will do business with them or refer business to them each year if they stay in contact. For most of your agents, that is more than their current level of business.  Your agent should do the following to build and maintain a strong business:

  • Stay in touch 12 times per year with something of value in writing. Our Profitable Sales Agent Newsletters are the perfect tool to stay positioned with something of value every week.
  • See your past clients and sphere of influence at least twice per year.
  • Send personal notes 4 times per year.
  • Talk to your clients at least 3 times per year.
  • Interact daily using social media

If their business is organized and they are marketing on a consistent basis, they are positioned to sell their business for hundreds of thousands of dollars.  The How to Successfully Sell or Acquire a Thriving Real Estate Business kit is available for purchase on our site at www.JudyLaDeurInternational.com for just $79. 

Want to learn how to master these skills 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 40% off with the promo code 40OFF any membership.  That’s 40% 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.

Past or current Profitable Recruiter member? RENEW today and save 45% with the code RENEW.

 

12 Reasons Recruits Will Say YES to Joining Your Company

Communicating Your REAL Value

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:letters saying YES

  • 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 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: Luxury market training, working with seniors, working the condo market, working with various ethnic groups which are moving into the country, and working the short sale and foreclosure market.

#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 35% off with the promo code PLAN35 any pro membership.  That’s 35% 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.

 

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 in three years from today.

Start the discussion with this statement: “If we were having this discussion three years 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 three years into the future. 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!

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 40% off with the promo code 40OFF any pro membership.  

4 Keys to Keep CHANGE from Creating VULNERABILITY

Recruiting Secrets to Stay AHEAD of the Competition

By Real Estate Recruiting Coach Judy LaDeur

It’s that time of year, right? When you are looking at your business plans and thinking about making some changes in your company ?  Change is GOOD, but properly timed change is GREAT!  We have all heard the saying; the only constant thing in life is change.  The same is true for your business.  Change is necessary and needed to move forward. However, change is also the #1 reason for vulnerability in a real estate office.Change Management Flow Chart

When you are vulnerable, you can lose agents. There are also times when you should NOT implement a change.

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. It has the potential to create some resistance in your office.  We understand that it’s impossible to implement a change and have everyone be happy. But here are some tips for implementing change to control vulnerability.

#1: Try to involve your agents whenever possible: If you are changing locations, ask a team of agents to help you locate a new location. Go out with them to scout out new office space. 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. Let them spend their time with the designer, but you can make the final decisions.

#2: Use the exchange method: When you take away or add a service, use that opportunity to evaluate all your existing services and tools.  Whenever a company tells me that they are going to add a tool or service, I usually ask them, “Are you planning to discontinue any services or tools in the near future?”  Or if they want to discontinue something, I want to know their plans for the near future.  This allows you to hold a business meeting with your agents and explain that after careful evaluation of all your tools and services, you are making some changes to better support them in their business. You can explain that a certain tool or service is not yielding great results, so you are implementing something better for them.  Another example is: If you are changing compensation, or implementing a new fee, time it with the implementation of a new service.  “We are implementing a transaction fee of ($Amount) but you will no longer be charged for (service).”

#3: Grandfather your existing agents whenever possible when you are changing compensation or fees:  Money is always a tricky change, and possibly the most delicate one. When possible, “grandfather” the existing agents and apply the change to those new agents who will be joining after the implementation.  Another idea is to grandfather all agents whose production is above a certain amount. You could say “If you are generating GCC of $90,000.00 or more, you will be grandfathered with regard to the new changes.”  You can also grandfather agents who have been with the company a long time.  “If you have been with our firm for 10 years, or your production is $(Amount), you will not be subject to the new changes.”  Keep in mind that emotional agents will usually not leave because of the money, but they are hurt that after so many years, or at their level of production, that you would take money out of their pocket, or not honor the original agreement that they had.

#4: A management change is also tricky:  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 would be more vulnerable with a new logical manager.  If the manager that you want to put into place is a different personality, you can decrease your vulnerability by putting in an interim manager, or yourself, while they go through their mourning period over the loss of their manager they liked.  What I found worked well was to personally manage the office for a period of 6-12 months. During that time I would look for a new manager. When I found the new manager, I would bring them in as a manager in training and co-manage with them for 3 months. After 3 months, I would turn the office over to the new manager, and ease out over the next 30 days.

Times to avoid change:  There are two times that you want to avoid making a change if possible. Do not make changes during “recruiting season” or when their production is at a low point. The months of December/January and August/September are probably the two most vulnerable times to make a change. Agents typically have fewer listings and pendings during this time, so making a move is easier. You also do not want to make a change while you are already vulnerable from a prior change. For example, if you just changed the name of your company, don’t change the compensation plan the following week.

Bottom line: The best way to retain your agents if you are vulnerable, is to always be working on retention. Start today by sending thee notes a week to your agents. Think of something nice to say about them and let them know how 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. If recruiting is a challenge for you, we can help.  

Join us today and take advantage of our special offer of 40% off with the promo code 40OFF any 6-MONTH or ANNUAL membership.  That’s 40% 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 which covers:

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

What are you waiting for? Join today and save 40% — and add up to 10 managers on your account at no additional cost.  

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

 

Powerful Phone Skills Can Be Easy!

Putting ALL the Pieces in Place for Successful Recruiting

By Real Estate Recruiting Coach Judy LaDeur

What do top recruiters/brokers do on a daily basis to insure consistent results in recruiting?   It is really pretty simple.  Most do what others are unwilling to do to get the results they want!  There are several steps to mastering the phone calls, and many great reasons to pick up the phone. Here are a 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 with in your market.
  • Invite them to a social or educational event that you are hosing.
  • Pay them a compliment. It could be on 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 your 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 which allows you to build the relationship and secure the info that you need when the time is right for that agent to make a move.

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

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

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

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

And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with fewer headaches and more results – consider joining The Profitable Recruiter today.  Take 35% off with the promo code PLAN35 — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 35% 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.

Why Use “Lumpy Letters” in Your Real Estate Recruiting?

Because They WORK!

tpr lumpy letters

Lumpy letters are a great way to get your correspondence to potential recruits OPENED, NOTICED and TALKED about because they are different, stand out, and include something in the envelope that is bulky so it piques the curiosity of the agent and makes them want to OPEN it to see what’s inside. Each month, we deliver up new lumpy letter ideas for members to try. We get really creative with these and brokers love them because they are fun to use, but even more so because they get RESULTS.  They are a great way to have agents buzzing about YOUR creativity, sharing that information with their fellow agents and helping you position yourself to be the broker to call when they are ready to make a move!

Here’s how it works: 

Every month you get at least TWO or THREE lumpy letters to send to your recruiting hit list.  At the bottom of each letter, we share a link or suggestion for where you can purchase the ‘gift’ or token that you will send each month to your recruits.  The gifts are always inexpensive but are always creative, fun, and attention-capturing.

  1. Order the item, or head to a local store to acquire the number of gifts you want to send for the month.
  2. Get padded large mailing envelopes big enough for your item.
  3. Copy and paste your message onto letterhead or into a card.
  4. Create your list of the top 10-50 agents you’d like to connect with in the next 30 days.
  5. Address and mail to your VIP hit list.
  6. Follow up with a call just to touch base, and use the fun lumpy letter as an ice-breaker for the conversation.

Staying positioned in the minds of the agents in a market is a critical priority for brokers looking to grow their team with the right people in the right time.  Lumpy Letters are a great way to help them do that.

You have a lot to smile about …  

It’s so good to see agents who project so much positivity in our market. Agents just like you who are crushing it – hitting goals and setting new ones. Setting great examples for others. Being the best of the best for their clients.

This week, I just wanted to send you a little note to say everything you are doing is getting noticed in a good way. You are an inspiration to others, and I hope every day brings you something to smile about! I would love to sit down with you and discuss how we can take you as far as you want to go in this business (and maybe even further!)

I’m around if you need anything. Until then – keep smiling!

(Hand written signature)

Broker Name  |  Company Name  |  Broker Phone   |  Broker eMail  |  Website

Use with:  https://www.4imprint.com/product/108463/Smiley-Adhesive-Notepad

Our Profitable Recruiter Members tell us this is some of the most enjoyable parts of recruiting. Picking out which lumpy letters to send each month and to who. They love the calls they get from agents, some laughing and appreciative, some genuinely grateful for the personalized attention and out-of-the-box ideas. They also love how it creates opportunities to stand out in a market place as a broker who not only gets the job done – but appreciates the “little things” that differentiate and make people feel valued and special.

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 35% off with the promo code PLAN35 any 6-month or annual membership.  

Not sure if this is the right thing for your company?  Watch this video on demand to learn why brokers of every company size are making it their turn to way to stay positioned for recruiting success in today’s market — and putting the fun back into their recruiting.  We’re taking the guesswork out of recruiting for brokers — and they are loving it.  We can do the same for you! Questions?  Email us today.  

Want to learn more about Lumpy Letters or The Profitable Recruiter Resources we offer each month?  Contact us today at 1-866-234-8740! 

STOP Using the Word Recruit

Four Powerful Insights from the Talented Craig Wittportraits for EXIT realty conference May 2008

Recently Judy spent some time with a great team of brokers from EXIT Realty. So we thought this the perfect time to do re-share a great interview we had with Craig Witt, President of the U.S. Division of EXIT Realty. He is strong, impassioned, and has some incredible insights that brokers today really need to hear.

Here’s what we learned…

Q:  Hi Craig – thanks so much for joining our Broker Success Series of articles!  Can you start by telling us a little about yourself? 

A: I currently serve as a Divisional President for the North Central Division of the United States for EXIT Realty. I have been with EXIT for over 13 years; first starting as a franchisee in Northern Michigan, then purchasing the Regional rights for Michigan, and ultimately becoming a Divisional President. My background is quite entrepreneurial as I have owned several companies prior to EXIT, mostly in the land development and construction industry.

Q:  What trends are you seeing in our industry right now that you think brokers should really get in front of BEFORE the beginning of the new year and why? 

A: In my opinion, and fortunately for our industry, Real Estate is largely and will continue to be a people business. As such, so is brokerage. Real Estate agents should be treated as the assets of the corporation and it all begins with strong leadership. In order to thrive in brokerage today, attracting the best talent with the right attitude, welding them into your office through a retention mechanism, then training them to be successful is key. The idea of a “body shop” mentality and more is better in my opinion really affects our industry in that many good agents slip through the cracks, burnout, and experience failure. By creating an environment where agents want to work, get the attention and the systems they need and are making a great living in an industry they are proud of is key to a successful brokerage. Quite simply, brokers should focus on getting, keeping and growing great agents.

Q:  Brokers come in all shapes and sizes — so we know there aren’t any one-size-fits-all solutions, but there are some tried-and-true strategies for building a great team, can you share your top few with us?

A: There are in fact several ways to build a strong team but it all starts with the ultimate goal of the agent interested in forming one. Why? Why do you want a team, can you lead other people, and ultimately, what is your goal? By answering the tough questions in the beginning and setting a plan in place, you will either choose to build or stay on your own with perhaps a licensed assistant. Leverage is the key to creating wealth and if agents desire to have flexibility in their schedule, growth opportunity, unlimited earning potential and ultimately an exit strategy to their careers, a properly structured team can provide much of that. I see a lot of really good agents that are strong in sales and weak in admin or marketing so by picking good talent and plugging them into these areas can help them focus on their strength. Pay structure is always an interesting component, and if not handled properly, agents will outgrow the team and either leave to go on their own or be hired away by a competitor. My advice is to start with the end in mind; make a plan, do a SWOT analysis on yourself, pick the right talent with personality, then skill (you can teach skill), then pay them well and review the team structure annually.

Q:  What would be your best advice to a brand new recruiter?  

A: This is easy for me.  First off, we should stop using the word recruit; it can have a negative connotation and I believe we have evolved away from that term. No one wants to be recruited, but we all want to be invited and welcomed. In my opinion, you cannot sell until you have been sold. What I mean is if you are going to have a recruiter represent you, it is imperative you get them passionate about your company vision and goals. At EXIT, we share our story and the impact our model can have to improve others’ lives and their own; we paint the picture for them where they can see they can be part of something bigger. First impressions mean everything and nobody wants to be sold…or recruited, they want to be exposed to something better for themselves and their family. Changing companies is extremely personal and emotional and often takes time to build the relationship. Nobody cares how much you know until they know how much you care. This person is a direct reflection of your company when they are talking to others. Role-play with them so you are confident you know what they are saying on the phone. Also, ensure they understand what you are trying to build in your office with regards to personality and culture, and make sure they are paid well. You don’t want a recruiter recruiting out of desperation, just as we don’t want our agents selling out of desperation. Keep them focused on the mission of the office and building a great place to work with great talent, and the money will come. Good recruiters are hard to find and harder to keep, weld them in and don’t be cheap.

Q:  I love that line! Best advice to those who’ve ‘been around the block’ but aren’t quite at the level they want yet?  

A: Re-evaluate your career, where you work and your life. Are you where you want to be? Sometimes great agents are working somewhere that is preventing them from excelling. I believe agents can be a product of the environment where they work. For example, lack of leadership, training or sense of belonging can affect the performance of most agents. At EXIT, our model provides an “arm-in-arm” culture where we work collectively to get the most and the best out of each other like a good family would. By providing the right leadership and culture, agents feel like they belong. A little peer pressure goes a long way as well within an office; not ego and strong competition but peer pressure.

I am a firm believer in hiring a coach, not a friend, a coach. Someone that is removed from you personally and emotionally. In order for a coach-student relationship to work, there needs to be accountability and mutual respect. Most people don’t want a coach because they don’t want to be told what to do. This is a major mistake in that coaches don’t necessarily tell you what to do, they hold you accountable to what you told them you were going to do. Effective coaching is helping you determine where you want to go, then guiding you to accomplish these goals through consistent and sometimes painful accountability. Broker/owners of offices are not exempt here; in order to build and sustain a successful brokerage, owners should have a coach as well or at a minimum a focus group that can help identify concerns and trends and keeps them being a focused leader for the agents. Oh, and don’t be cheap, a good coach will increase your production and make you more effective.

Q:  Thanks so much again for your insights.  If readers want to connect with you or learn more about your organization – where is the best place to find you?  

A: To connect with me or for more information about EXIT Realty, you can email me at cwitt@exitrealty.com, connect at www.craigwitt.com, or visit www.exitrealty.com,

If you’re ready to move your team or organization in a new direction, put systems in place that position you to build the team you really want, or learn more strategies for working smarter, not harder, 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 35% off with the promo code PLAN35 any pro membership.  That’s 35% 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.

Summertime Recruiting and Retention

How to Stay Strong in the Heat

By Real Estate Coach and Speaker Judy LaDeur

Let’s think about summer for a moment. Most people are REALLY excited to see warm weather arrive, especially those of us in the north. This spring was a great market for most agents, which means that they will have lots of closings in June.

Female real estate agent handing keys to new home owner

Lots of closings = lots of money. Lots of money to most agents in the summertime = “Play, party, vacation, BBQ, beach and boating.” That is perfectly

fine because they have earned it and they deserve it.

Let’s fast forward to mid August: Vacations are over, kids are back in school, and they are back to work. However, their pipeline is now empty! When an agent’s inventory of listings and sales are low, it is easier for them to make a move! That’s why they call September “Recruiting season”.

From the viewpoint of recruiting: It is critical to build and maintain relationships throughout the summer via social media, emails, letters, notes, calls or personal interaction. Don’t wait until September. I have discovered that summer is the time to passively stay in touch, and July is the time to start making those calls and booking your interviews. It’s an easy time for agents to meet with you. Offer to help them develop a last quarter strategy to have their best year ever!

From the viewpoint of retention:  If it’s recruiting season, it means that the competition will be “gunning for your agents” too! If your agents return from vacation and their production is low, they will also be vulnerable to the advances from your competition. Make plans NOW to implement a training/coaching program for the end of August. It’s also a great time to review their goals and business plans. Are your agents on track to hit their goals? Are they marketing to their base of business this summer? Make training and support very intentional each year at the end of summer break.

Another great way to stay passively in touch with your recruits and your agents is The Profitable Recruiter. We provide a weekly series of motivational and inspirational emails designed to create connection with both your recruits and current team members. All you have to do is copy and paste into your email system and schedule to send every Monday morning. We’ll even do the work for you with our new concierge service.

In addition to the weekly emails, the recruiting platform will be loaded with scripts, lumpy letters, seasonal letters, notes, social media content and various other recruiting tools each month. We also have over forty webinars on demand, 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. Each month we feature one broker who will share their best ideas to recruit the agents you want. We also feature a top producing agent each month who will share their tips for increasing the production of your agents. Check it out at www.TheProfitableRecruiter.com

Join today and take advantage of our special offer of 30% off with the promo code 30OFF any pro membership.  That’s 30% 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!

 

LinkedIn for Realtors – Converting Relationships to Revenue

With Guest Rhonda Sher

We were thrilled to host guest Rhonda Sher, the LinkedIn Diva who shared powerful, insightful strategies that real estate professionals can begin using immediately to drive new business, recruit great agents and present themselves in the most professional way possible. The statistics she shared and solutions for moving your business forward were wonderful and we are so grateful for her time and willingness to share.

You can connect with Rhonda at Linkedindiva.blogspot.com.

Thanks so much Rhonda!

Having the right systems and strategies in place takes some of the guess-work out of your success.  We are happy to be a resource to help you develop a strong, supportive culture in your office, stay top of mind with the recruits you want to hire, and give you the scripts and dialogues you need to close even the savviest of agents to join your team.  Want to learn more about how to become a more profitable recruiter?  Check out our Membership Benefits and enroll today.   

Take advantage of our special offer!  Make any Profitable Recruiter Pro Membership part of your business plan, and take 30% off with the promo code 30OFF — PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost!  That’s 30% 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

Want your eNews recruiting done totally for you? Check out our new Concierge service that manages your email marketing for you!