Twelve Ways to Use Done for You Tools to Recruit & Retain

Posted on January 20, 2016January 28, 2016 by The Profitable Recruiter

As a Profitable Recruiter

By Real Estate Recruiting Coach Judy LaDeur

Creating is hard right? But crafting a marketing plan from already done for you tools is not only easy, it’s smart marketing – and savvy time management. This week, let’s look at twelve powerful ways you can use your Profitable Recruiter Membership tools to recruit the agents you want, brand your company in your marketplace as the one to work for – and do business with, and lighten your daily to do list!

Stay positioned the RIGHT way. The number one thing you can do to recruit your dream team and retain the great agents you have is to stay in front of them at least monthly, if not weekly, with valuable information, inspiration, and a reminder that you are there when they need you. Our most successful members log into their platform just before the first of every month (or have their admin do this for them) and click on Weekly eNewsletters. They then copy and paste these weekly eNewsletters into their own email platform (we recommend a platform that allows you to track opens, click through rates, etc.) and then schedule them to go out every Monday morning before 7:00 am. Not only will you get tons of positive feedback, this week alone, we had several brokers tell us that agents are asking if they can add OTHER agent friends to the weekly campaigns. You’ll be staying top-of-mind, growing your hit list, and put yourself in the position of being the number one broker to call when those agents are ready to make a move.
Work the challenges. Each week, we share a challenge and action step that you, the broker and recruiter, can take to further your recruiting goals and grow a stronger business. The brokers that do, are full speed ahead and on track to surpass their goals.
Pro Members Use Lumpy Letters. Each month you’ll get these new attention grabbing letters which are meant for the top 10-20% of your recruiting prospect list. Sent monthly, they not only put you front and center on the radar of those top agents, they will help make you the talk of the real estate town with chatter about how creative you are, how you went the extra step, and how they can’t wait to see what you’ll send next. They make follow up fun and easy – and they’ll make picking up the phone because the agents are CALLING YOU with a thank you, a welcome relief from cold calls! Top brokers simply copy these (or have their admin copy), order the ‘lumpy’ part of the mail (we offer links so you can find these items easily), and have their admin assistants put them in bubble mailers and send out the first week of every month.
Pro Members Use Seasonal Recruiting Letters. Each month we add 2-3 seasonal and timely recruiting letters that you can copy and paste onto your letterhead, hand sign, and send to the top 100 prospects on your recruiting list. We also offer retention letters that you can use to do the same and send or hand deliver to your current agents to make sure they feel special. There is power in receiving something in the mail in today’s electronic world. Use it to your advantage. The first or second week of every month simply copy, print, sign, and send. (Three of those activities you can even delegate – how cool is that?)
Social Media Tips. Every month we deliver enough content and ideas to keep you visible (without stressing you out or taking up too much time) as well as strategies to brand you and build a strong, positive online presence. It’s an easy, breezy way of kicking up your social media without having to reinvent any wheels. You can even use great tools like SproutSocial.com to copy and paste some of these into a platform and schedule your posts.
Webinar Invites. Every month we host TWO webinars. One for brokers in which we spotlight top recruiters and coaches with timely topics and strategies on what works – and even what doesn’t (common pitfalls) to keep you on track for your recruiting goals. Secondly, we host an agent webinar with top agents and coaches who deliver powerful strategies to help your agents (and prospects) rise to the top of their field and stay there. Our top brokers open the invite tab at the first of the month, register for their own webinar, then copy and paste the agent registration link into one email that goes out to all of their existing agents, and a second email inviting all their prospective recruits (use a platform, bcc options, or email individually for confidentiality) to attend.
Blog. Bookmark the blog for powerful interviews, scripts, dialogues, broker spotlights, etc.
Learn at your own pace. Click on the Webinars on Demand tab in your platform to watch a wide spectrum of past webinars at your own pace. There are agent and broker webinars here so you can use some as training opportunities for your sales team. Preview a topic, pick one each month and invite your agents in to watch on demand and workshop what they’ve learned. This is a GREAT tool if you have an in house trainer. (Ask us about how to give them access of their own to this popular section of the membership platform.)
Archives. We archive several months of tools at a time so you can peruse other lumpy letters, eNewsletters and tools if you want to switch things up a little!
Recruiting Scripts for our Pro Members. We add new scripts and dialogues for even the toughest recruiting and prospecting calls and interviews here each month. Top members print these out and practice, drill, and rehearse so that they are ready for ANYTHING an agent might through their way!
6 Month and Annual Members access over SEVEN HOURS of audio training for recruiters. These audio files run the gamut of what brokers face each day and teach you how to master your trade as a broker, recruiter, and business professional.
Help your agents do the same. Through April 15th, brokers can register for The Profitable Sales Agent for 25% off the membership fee and share THAT content with their agents so they have the vital tools THEY need to stay top of mind, build a strong referral base and sphere and capture the respect, trust, and BUSINESS of the consumers in your community. In this platform they will get:

Weekly eNewsletters designed to be sent to home buyers and sellers complete with DIY home tips, real estate tips, a motivational message, and calls to action
Free collateral material and fair trade items such as staging tips, listing tips and more
Access to their OWN webinar training spotlighting top agents and coaches each month
Agent challenges and weekly action items to keep them motivated and on track
Webinars on Demand so they can learn at their own pace
Archived tools so they can peruse past success strategies
Social Media Tips and Strategies so they can build a strong online presence themselves and connect with their sphere

Creating is hard. Using the tools that others have built for you that will position you for the success and growth that you want for your business? Is simple and affordable! If you are a Profitable Recruiter Member – make sure you are taking full advantage of your membership platform by following the twelve tips above. If you want to register YOUR Company for The Profitable Sales Agent and deliver the tools above to them – click here and use Promo Code 25OFF to save 25% on your membership through April 15^th.

If you are NOT a member of The Profitable Recruiter but would like to start using these powerful done-for-you content training and tools, then register here and you too can use the promo code 25OFF to save 25% on any pro membership. To access the Audio downloads, register for either the 6 month or annual memberships. Got questions? Email us! We’d love to help! Make it a great year!

One Powerful Script to Inject Some Energy into Your Recruiting

Posted on January 5, 2016January 7, 2016 by The Profitable Recruiter

And Get Your Team Involved

By Real Estate Recruiting Coach Judy LaDeur

I’m often asked about my ‘favorite’ scripts for recruiters. Which ones to use when. How can I get better (or less afraid) at making recruiting calls? How do I know which agents in the market place would be a GREAT fit for our office?

Have I got a quick script for you that engages your current team in a positive way, and gets them to help line up new recruiting prospects FOR YOU, also in a powerfully positive way! I call it my “One Desk Left” script. Here’s how it goes:

First, task your agents to give you a business card and write the name of the agent they would like to see you hire if there was only one desk left in the office. Have them write the name on the back of their card. Then use this dialog to follow up with agents:

Only One Desk Left Dialog

Hello (their name), this is (your name and company name). Did I get you at a good time?

The reason for my call is to pay you a compliment. (Let them respond.) This week I walked around and asked each of my agents this question: If we only had one desk open and we could only hire one agent, who would you most like to see sitting in that desk? I am sitting here holding (number) cards with your name on the back! I was impressed, especially with the number of agents here in our marketplace. When my agents feel that way about an agent, I make it a goal to call and not only pass on the information, but to also see if we can get together. I would like to know more about how you do your business but would also like the opportunity to tell you more about the way we do business here at (Company Name).

If they say No:

I understand, and I respect that you are happy at your present company, but sometimes things change. I have always found that it is nice to at least know that the competition has to offer if that day ever comes.

Let me ask you this: If you were to make a move today, what would you be looking for in another company?

What training is most important to agents in today’s market?

If I could help you increase your business by $ __ per year, would it be worth an hour of your time to see how?

Great, I have time available today or we could meet first thing tomorrow. Which time would be best?

Taking the fear and frustration out of recruiting calls starts with preparation. With setting the stage consistently in your market place so that when you do have the opportunity to speak with the agents you most want on your team, they (a) know who you are, (b) know what makes your organization unique, and (c) are comfortable talking to you because you’ve made them a priority to connect with again and again. That’s one of the reasons The Profitable Recruiter system works so well. It gives you a low-key way to stay positioned with agents that would be good team members for your company. Oh- and there’s a bonus to this approach as well! RETENTION. Your current agents will appreciate that you involve them, want to know their opinion, and are eager to choose new team members who THEY would work well with. (How’s that for a win-win-win!?)

Scripts, and practice also remove fear and increase your confidence to go after even the highest producers, because you have a track to run on once you pick up that phone. This month we’ve made it even easier to find the recruiting scripts in our platform by putting them as downloadable pdf’s in a navigation tab all their own! Once you’ve logged into your membership site, simply click on the tab that says recruiting scripts. Choose the ones that work best for you – print them and keep them in front of you when you’re on the phone. Many of our members even make several copies for their phone sessions, so they can add the recruiting prospect’s name to the top, and keep notes on their conversation. They can then transfer those notes into their CRM or database, or even go ‘old school’ and put them in a ‘follow up’ binder.

Do you want to hire more agents in 2016? Learning to handle whatever objection comes your way with ease are both important parts 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 less headaches and more results – consider joining The Profitable Recruiter today. From now until February 5th make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 25% off with the promo code 25OFF— PLUS, have the ability to add up to 10 managers or admins to your account at no extra cost! That’s 25% off everything you need to be in the right place at the right time when the agents you want are ready to make a move – AND includes the SEVEN HOURS of recruiting audio training, more than 30 webinars on demand, scripts, letters, social media tools and more! What are you waiting for? Register today and hit the ground running for next year!

Leading a Team and Leveraging Your Strengths

Posted on November 6, 2015 by The Profitable Recruiter

A Spotlight on Top Agent Nikki James

By Coach Judy LaDeur

Recently we hosted a webinar with our gracious guest and top agent and team leader Nikki James. Her insights and ideas were not only spot on for our industry – they were creative, collaborative, and a big part of why she’s taking her team to the top.

Here are some insights from our interview:

Q: Nikki, you started your real estate career in San Diego as an assistant for a top producing RE/MAX Agent in 2009. Today, you are leading a highly productive team at RE/MAX Gold. That’s quite the transition, congratulations on your success! What was it that first made you think, “Hey, I can do this!”?

A: My husband has been in the Real Estate business for 13 years and he always told me how much I’d love it and how it really suited my personality. I was finishing up my business degree at San Diego State and decided to start studying for my license during my last semester as a “back up plan”. Very soon after graduation, much to my husband’s credit, I realized I did not want to work for anyone else. I decided to start as an assistant so I could ensure some cash flow while I learned the business. Things were a lot different in the market back in 2010 and I was scared! The majority of transactions were distressed sales and/or investors purchasing with all cash. Neither of which I had much experience with. I realized after about a year in that role, that I was now the one putting out fires, talking with and meeting his clients, and handling his day to day business. It gave me the confidence to venture out on my own and not feel inexperienced while consulting clients that were my parent’s age on their real estate decisions! Even before I closed my very first transaction on my own, I had assisted on hundreds of other deals and was able to anticipate any hurdles to come. I’m very grateful I started when I did and learned the business during some tough times because when things started to shift, I did not take those easy transactions for granted.

Q: Today, you have a very successful four-member team, whose production will be about 25 million for 2015. That’s amazing! What does it take to run a team, and more importantly, a successful team?

A: Frankly, it takes money. Like any business, it takes startup capital. We had to work hard to get to a point to be able to invest back in our business. Once we got to that point, we made sure to take baby steps. Adding one team member at a time until we made sure we had enough business to sustain that member. We are about quality, not quantity. I’d rather stay at our size and have everyone double their business next year than add more people and have less time or resources to give to each member. I truly only feel successful when my team members individually feel successful and satisfied in their business. It’s always my number one priority.

Q: Can you tell us about your team and the role each one plays?

A: As we all know, there are many different ways to structure team. I’ve seen many agents in our industry have very specific “roles” such as TC, Buyer’s Agents, Listing Agents, Admins, etc. Our philosophy is a bit different. I give my team members the freedom to have their own identities as independent agents and not be overshadowed by a team leader’s “team name.” I’ve found that most agents get into this business because they are entrepreneurial at heart which means agents want the freedom to brand themselves and not work for “someone else.” We don’t have a team name for that very reason. We work closely with each of our team members to help them brand themselves and create their own identity and book of business. I’m trying to create an environment that lasts, and that my team members don’t feel like they need to have an exit strategy one day. We feel that giving our agents full autonomy and behind the scenes support and additional business, they won’t need to go anywhere!

Q: I understand that you place a lot of focus on lead generation and retention activities. Can you share some of those with us please?

A: Of course. Part of our value proposition is that we invest pretty heavily in marketing that drives a significant amount of business that we distribute to our team. A few of the platforms we advertise on include: Realtor.com, Zillow.com, we have a niche condo website we run here for the Sacramento Region that has been very fruitful called SacramentoCondoMania.com. Because internet leads are different than traditional clients, we focused on initially training each of our team members on how to connect with, qualify and convert these leads to clients pretty effectively. The internet lead is typically in the very beginning stages of their home search and possibly may even be years out from making a move. We cultivate long term relationships with these clients, putting them on a drip system and staying front of mind so that when they are ready to make a move, they will have no doubts on who to call.

Q: You are also doing Detailed tracking of all business for all team members, which demonstrates value. Can you tell us about that please?

A: Yes, we use a lead tracking system that allows us to account for every single lead and client we work with, where it is in the buying cycle and track where it came from. The system is advanced enough to alert each agent on when to follow up with the lead, based on the amount of contacts it’s received. Once the lead moves through the system and ultimately closes on a home with our agent, the system is able to calculate conversion ratios as well. It’s a very helpful, organized tool and database to make sure no one falls through the crack and you know exactly how well you are doing at the end of the year.

Q: How important is value proposition as a team leader, and what do you do to instill that value to you team on a regular basis?

A: It’s everything! If there is no value added, you won’t keep team members very long! I am in contact with every one of my team members almost every day, if not every other day, for various reasons. If I don’t hear from a member for a few days, I make it a point to reach out via text or phone call to simply connect and ask if I can assist them in any way. I help a lot with the transaction coordination of our team’s files, so I am constantly behind the scenes assisting my agents. In addition, we try and have quarterly one-on-ones to keep an open line of communication and are always looking for ways to improve their experience on our team.

Q: If you had to describe your leadership style in a few words, what would it be?

A: Because we don’t have admins, TCs, or assistants at this time, I would say I’m more of a resource and support type of leader to my team.

Q: Do you use social media in your business, and if so, how?

A: Yes. I use it as an extension of my database, not to directly advertise on. I use it as a tool to engage my sphere, my colleagues, my past clients, to stay relevant in the industry news, and to share cute pics of my baby. I’ve learned from client feedback that they love seeing some of my personal life and frankly, most people these days are burnt out on constant ads/business posts on the social media arena. We are more relationship centered and make sure all our followers know what we do and how to reach out if they’d like our help.

Q: You also have a strong referral-based business, which requires pop-by’s, calls, letters, etc. What have you found works best with regard to receiving referrals and leads from friends, family and past clients?

A: It seems to be all in the details! As soon as I close on a home, I fill my calender up with reminder’s to follow up on their month anniversary, 6 months, 1 year and every year afterwards. This follow up just says, “How are you loving your home, neighborhood? Need anything from us? I’m here for you, YOUR REALTOR”. Believe it or not, many of my young clients that I help purchase a home don’t know that I actually list homes as well. I make it a point to let them know when/if they ever decide to sell, I would love to represent them again.

Q: If one of our readers is thinking of building a team, what advice would you give them?

A: Most importantly, make sure you are hiring the right people. You want to make sure their work ethic, communication style, personalities mesh well with yours or that you have a full understanding of how to connect with them BEFORE you make the investment in adding them to your team. Secondly, I would say make sure you have enough business to share with them! You can have all the awesome people in the world on your team but if you aren’t adding value or adding fuel to their business, they will likely start to look elsewhere.

Q: Are there any activities that you have found that work well to “jump start” a real Estate career for any new agents who are listening. Something that would give them quick results?

A: Write a letter and make phone calls to your entire sphere of influence, family, extended family, church family, letting them know you are in the business and would love to help them achieve their real estate goals! Talk to everyone you come into contact with about the industry. I can’t tell you how many business cars I’ve handed out in the line at the grocery store. If people don’t know you need and want their business, they’ll assume you don’t!

Q: Nikki, is there anything that you would like to add before we end and let everyone know where they can find you when they have referrals in the Sacramento area?

A: I’d just like to say thank you so much for having me and thank you to my amazing team for partnering with me. We always love referrals! My website is Sachomemarket.com email is nikkijames@remax.net.

Thank you so much Nikki – you’re an incredible asset to our industry and we so appreciate your willingness to share. We invite all our readers to reach out to you and your team with their referrals – and we’re excited to watch your team continue to succeed! To listen to Nikki’s entire interview log in to your Profitable Recruiter platform today and check it out in our webinars on demand!

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter. Take advantage of our special offer 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 – 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.

Is It Time to Start Building Your Team?

Posted on October 22, 2015January 6, 2016 by The Profitable Recruiter

Where to Start and Why

By Real Estate Coach Judy LaDeur

You may be at a crossroad in your real estate career and not even realize it. Many agents struggle with the lack organization or working too many hours a day before they cave in. Some agents burn out and leave the business, while others take it to the next level. Where are you?

Building a team takes time. It is essential that you take your time in hiring the right people. There is an old adage that goes, Slow to Hire, Fast to Fire. In my experience, truer words were never spoken. I have learned the hard way that it is best to fire an unproductive team member fast.

First, profile the position so you know what type of person you need to fill it. Potential hires should ALWAYS take a DISC Profile or a similar personality profile. Overlay the new hire prospect profile with the job profile to determine the likelihood of success. A common mistake within the industry is that we hire the first warm body that comes along or we hire a family member to fill in the gap. It is delaying the inevitable and will only frustrate you as you try to build your business.

Team building should ALWAYS start with the team’s infrastructure. You need to determine how many hours you are spending on administrative duties. If it’s more than two hours a day, you need help immediately. It is not unusual to think that hiring and training will take too much of our precious time. But keep in mind that if you don’t have an assistant, then you are the assistant. First, create the full job description. Think about tasks that drag you down, identify them by listing what tasks take away precious time from your money producing activities. Write down the personal attributes that would best suit this position. Design a job description around these needs. This will streamline your interviewing process.

For every one hour of training you provide to someone, you will save ten hours in completing those same tasks. When considering the support you need, determine if you need a licensed or unlicensed assistant. Building a strong staff foundation is critical to the success of expanding your business or improving your quality of life. Working smarter always allows greater opportunities. Maintaining a strong database will also help lead to your greater success. There are many good options out there.

Are you letting inquiries and potential buyers slip through the cracks? This is another common indicator that you need to grow a team. AFTER hiring support staff, the next step would be to hire a buyers’ agent to handle your overflow. This will provide a greater return on your marketing investment and allow you more flexibility to manage your business. Once you’ve done this, you have the freedom to manage your business.

Avoid common mistakes by first gaining a bit of knowledge about team building and team management. Hiring, firing, compensation options, team structure, job duties, referral business, goals, planning, accountability, and team marketing strategies are just a few of the areas that need to be addressed before building a team.

COACHING TIP OF THE WEEK

MANAGE YOUR MESSAGE

One of the most effective ways to manage your time and your day is to change your voice mail message every day and let people know your schedule. While we tend to let our phones run our lives, an hour or two out of the loop won’t ever really kill a deal.

Your message can be something like this: “Hello and thanks for calling. This is Judy LaDeur with XYZ Realty and today is October 22^nd. I am out of the office on appointments all day, but feel free to leave a message here in my voicemail. I will return calls at 11:30 this morning and again at 4:00 this afternoon.

No matter who is calling, they know exactly what the deal is and what to expect. There is nothing worse though, than forgetting to update the message daily!

For more great ideas on giving your agents the best resources possible, while attracting awesome new agents, join The Profitable Recruiter. And if you HAVEN’T put systems in place to ALWAYS have the tools you need to grow your team with less headaches and more results – consider joining The Profitable Recruiter today. From now until February 5th make any Profitable Recruiter Pro Membership part of your 2016 business plan, and take 25% off with the promo code 25OFF— 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 and hit the ground running for next year!

Step One to Recruiting the Agents You Want

Posted on July 23, 2015April 7, 2017 by The Profitable Recruiter

23 Jul

Find Your Value Proposition

By Julie Escobar

What are YOU doing to recruit the team members you want? I sat down with long time friend and extraordinary recruiting expert Judy LaDeur. She’s been helping brokers grow their businesses, power up their production and recruit new team members for more years than we’re going to talk about here!

Here’s what she had to say!

Julie: Hey Judy! You’ve been busy these days (as always) helping real estate brokers build better, stronger, more productive teams. What are some of the most important things brokers should be doing to ensure a great end of the year and set themselves (and their companies) up for success?

Judy: Hey Julie – For most brokers, instead of jumping in and making calls, they should spend time getting themselves positioned to recruit the best agents, which is more than just making calls and booking interviews. We have spent most of this past year helping brokers understand what a “value proposition” is and what it is not! We have determined that 90% of brokers have no idea what their value proposition is – even though it is the most important element in their recruitment arsenal. The value proposition is NOT their tools. However their tools determine the value of their value proposition.

What we are teaching brokers to do is to identify their 12-20 most powerful tools and the results that each tool produces. You would be amazed how many brokers do not have a handle on this information. Knowing the results of the tools you have allows you to share them in a way that educates the agents in your market about the opportunities that you can provide to them as a member of your team. If you’re not sure where to start, poll your agents. Ask them the value of the tools that you provide as an organization. When the agents tell you what your systems mean to their real estate career–THAT is your value proposition to that agent. It is different for each agent, but these insights can give brokers what they need to figure out a minimum of 12 powerful tools with results that are unique in their market or things that they are doing that others are not doing. It can be a little tedious and it takes a while to complete but it’s well worth it.

Next, they need to create visuals for each one as well with the results on them. For any broker out there who wants a strong finish to this year and jump-start on next, this is a task that they should completed with a lot of thought. Then sharpen your phone and interview skills so you can hit the ground running.

Julie: Wow, Judy – that sounds comprehensive. When you say “tools”- can you give me an example?

Judy: Sure, when we bring brokers together for our retreats we ask them, “what are the 12 – 20 things you are doing–or doing better than you competition?” Surprisingly, many can’t answer that. Some will say “location,” or “a great broker like me!” That’s great – but really is not going to cut it in today’s world. Specifically, what is different about you? Think about it – if your answer is, “Great team” – what do you think your competition is saying? Theirs is a lousy team? You have to find the DIFFERENTIATORS. If you can’t quantify those things in terms of time, money, energy saved, production, etc.–then it goes off list. Here’s one, “We give agents leads.” Next we’ll say, “Ok – how many leads year to date have you given out per agent? What is the conversion rate? You have to have the ability to bring it down to the numbers. How about “Training program.” Ok – what kind of results did the agents get? Many simply say, “I don’t know.” And that’s fine – it gives them a starting point. Sometimes they have to go back and track results after the next training, talk to agents who’ve been through it and ask for their results so they can get those numbers. Sometimes a broker will tell us, “We have the best agents.” Then we’ll come back to them and ask them to quantify. For example, according to the MLS, our agents are doing an average of seven transactions more than our nearest competitor.
For a lot of brokers this exercise is a big eye opener. First it helps them identify more clearly where they are NOW. And secondly – it forces them to put themselves in the agents’ shoes — sometimes for the first time in years.

Julie: What’s new in terms of recruiting now that is significantly different than say, how brokers recruited even five years ago?

Judy: Social media is definitely the biggest change and is bringing great results and a whole new perspective to recruiting. It’s easier now than ever to build relationships and comfortably stay in touch with prospects as well as your own agents. It’s also much easier to ask for referrals by using social media. Tools like Facebook and LinkedIn are really helping to break down barriers. We’ve got some amazing webinars on demand in the system that share easy-to-implement social media strategies — that DON’T take up a lot of time. Members should watch those this week and put those into practice!

Of course in terms of the things brokers want to hear – value proposition may be number one – but social media is a close second! So many of them are still looking at social media as just a place to post when you’re having a coffee at Starbucks. For those brokers – it’s time to get on board. Social media is not going away – and for those that embrace it – it’s a terrific addition to their marketing. In fact – if you look at agents who are really using it – they are staying in touch with their clients and sphere far more effectively today than they ever have. Brokers can do the same via a company business page and their personal page.

Julie: Oh I can hear the groaning now – can’t you? Let people into their PERSONAL lives? I’m sure you’ve got some push back on that one-right?

Judy: Oh yeah! While I know it’s outside the comfort zone for a lot of brokers – truthfully, agents want to get to know you – the real you – before they are willing to consider your company as a place to hang their hat. In fact, Let’s face it – 70% of potential hires are emotional – that means they’ve got to like you! For the brokers that say “I don’t want to!” We say, “If you want to hire 40-80 agents next year – you’re going to have to step out of your comfort zone!” Let people in. Share a little about who you are – not just what you offer as a company. On your fan page you can share success stories about what your agents are accomplishing – spotlight their successes. You can talk about what’s happening in your market area.

On your page – share a great picture of a grandchild, post a little inspirational quote, share a great new restaurant you tried. We give great tips and tools in our weekly emails that our members share as a weekly agent tip as well. These forms of media allow you to reach people you never would have before – to break down barriers and ultimately recruit agents you never would have been able to hire in the past. What’s funny – is that once we teach brokers to embrace social media – it becomes their FAVORITE thing to do! Why? Because it means they don’t have to make the phone calls. We laugh, because we know they’re not going to make those calls anyway! They SHOULD be on phone daily – but many just don’t create that good habit. Listen, recruiting is a relationship business – so reaching out in EVERY way you can regularly is the way to build that relationship – and ultimately – build your business.

Julie: Great stuff Judy! What tools – both online or offline would you recommend that brokers put in their recruiting plan?

Judy: I would say a broker needs to add a system to stay positioned, lead generation tools, online marketing support and coaching. Most brokers today want to stick with technology – namely: email. But our ratios haven’t changed — we STILL say that only 25% of your recruiting marketing efforts should be email or online. It’s just too easy to get blocked or not read. Plus – many times the real nudge that helps bring a recruit in the door is when the spouse or significant other sees the recruiting materials coming in the mail! I know many brokers who will say it’s too expensive – but we fire back with one recruit will pay for a year of marketing. It’s time to look at the budgets and make some adjustments.

It’s also important to know what agents are looking for. A NAR survey four years ago said that agents didn’t care about leads – they were too busy. Now that’s the number one thing with affordable marketing tools coming in second. I say just start somewhere. Invest in our monthly service that offers training, tools and weekly emails that keep you positioned. Send the top 10-25 recruiting prospects “lumpy mail” (we’ve got a whole library – and boy does it get results!), and consider event marketing, which many of our members are doing with great success. They host a monthly meet and greet networking event that is fun, interactive, sometimes includes a training of some sort and ends with a dessert and Q and A. It’s a powerful way to connect with agents in a way that is engaging and different.

Julie: Best success stories that can inspire brokers to break out of old habits and grow their organizations?

Judy: Well I’ve got to say there are two things that are getting great results right now:

1. Contacting smaller independent brokers in your market and offering them a chance to roll their company into your company and go back to working as an agent.
2. Contacting agents who left you when times were good and tell them that you miss them and would love to talk to them again about rejoining your firm.

I mentioned before about knowing your results. I am coaching a broker whose market position increased this past year through recruiting experienced agents was greater than the entire production of any team in his marketplace for the entire year. When he discovered that, he was amazed. Arming himself with that knowledge has allowed him to hire many of the top producers in his market and he is acquiring another brokerage firm in the neighboring city.

Sharing results like that is a great way to get the attention of brokers and agents and get them on the phone which leads to an interview and potential hire. Another broker that I am coaching discovered that her agents had a $33 million dollar increase in their sales volume. By sharing this with other agents in the market, she has piqued the curiosity of area agents eager to know what she is doing to help her agents sell more real estate. Her office is now full and she is moving to a larger location to continue hiring the best agents she possibly can!

Julie: Thanks! Any last tips?

Judy: Recruiting needs to stay consistent all year long. The brokers who set apart a percentage of their day, every day, for recruiting activities are going to see the best long-term results. If you cannot or do not want to make recruiting part of your daily routine, then hire a full time recruiter to keep the message of what you bring to the table out there to the best agents in the market.

Also, just as professional athletes have training camps every year to get in shape for the new season, brokers should attend a training camp each year as well to keep their skills sharp. We have a great training camp to train and sharpen the skills of brokers and recruiters, but they can also attend their company conventions, network with other great recruiters or do anything on a regular basis to stay sharp in the game of recruiting. They tell their agents to go to training each year but many times forget to do it themselves!

Remember this – in any given marketplace there will be companies expanding and moving forward – and others that are other throwing in the towel. You just have to decide what side of that fence you want to be on!

Julie: Great strategies and ideas Judy – time for brokers to fire things up! Thanks!

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

Join today and take advantage of our special offer of 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!

Three Key Priorities for Today’s Recruiters

Posted on June 9, 2015February 5, 2016 by The Profitable Recruiter

An Interview with Power-Broker Michael Coburn

By Julie Escobar

Recruiting is such an intensely hot topic right now, and there’s nothing else quite like learning what other brokers are doing RIGHT to stand out from their competitors and grow their businesses. We caught up with a dynamite broker and recruiter Michael Coburn and asked him to share his insights. Here’s what we learned:

Q: Thanks Michael for your time and willingness to share! First, can you tell our readers a little about yourself?

A: My name is Michael Coburn I am the Broker Owner of RE/MAX Town & Country in Allen, Texas. I have been licensed for 26 years and hold the CRS, GRI, ABR, e-PRO, RFC & CDPE designations. I am married to Debra Coburn who is Co-Owner of RE/MAX Town & Country and is also the Manager, and we have owned the franchise since 2005.

Q: It’s been quite the bumpy road for a lot of brokers over the last few years. What do you think is the key to not only sustainability, but thriving during challenging times?

A: The key is Three Priorities; Recruit, Retain and Develop. We have all heard it before but it’s that simple… You need to do what you love and love what you do, my wife and I absolutely love what we do and that come across to the agents.

Q: Do you believe brokers should have a strategic business and recruiting plan and if so, how often should they review it?

A: Absolutely! You MUST have a Business plan and the Recruiting plan should be a BIG part of it. This should be reviewed at least weekly, if not daily. You need to start with a Mission, Vision, Values and Beliefs and everyone in the company should know your office Mission. Our Mission is: “To help our real estate professionals become and remain intentional & proactive… so they can create the time and money needed to achieve their personal missions in life.”

Q: Great mission statement! Do you have any favorite strategies when it comes to recruiting new agents to your team?

A: The reason agents join your office is simple…it’s because of YOU! You must be the one that gives them a vision and leads them through the bad markets as well as the good markets. One of the ways that we do this is our value proposition and our value proposition revolves around five components: Culture, Development, Technology, Staff & Brand. The BEST thing to do first is develop a Complete Agent Development Program, our program is built around high level business consulting, consistent training and accountability. Then make calls to agents daily, daily, daily, yes that’s right I said daily, and invite them to a conversation to see if there is the opportunity of a win-win relationship by them joining our office.

Also once you’re walking the walk and delivering on your value proposition, your agents are the BEST source of recruit leads, because they LOVE YOU and they will pre-sell you all over town. And when you bring agents into the office that they don’t know, they love to talk you up, it’s GREAT!

Q: Love it! Finally, do you have any best advice for new or even experienced brokers and recruiters in today’s competitive market?

A: Yes, sell your office and JOIN ME! (Just kidding-kind of!) Make a plan to recruit and stick to it. Hire a recruiter or a director of development. It’s either you are going to be a good trainer or a good recruiter, you can’t do both and you definitely can’t do both, plus handle agent services and solutions and then on top of that try to sell real estate! That’s just NOT realistic.

The hardest thing to do is let go of selling and commit to building your company FULL TIME, but never look at cost always look at return! And lastly, be CONSISTENT. I tell my agents this too. You can’t do anything once. Momentum doesn’t happen by accident – and it doesn’t stay by accident.

My advice is to follow Judy LaDeur’s lead and system. She gives you an outline, a plan and a guide for WHAT to do. When I started doing THAT? THAT’S when SUCCESS happened.

Michael, what a pleasure working with you on this project. You’re awesome! Thank you so much for sharing with our readers!

If you’d like to connect with Michael you can visit his website here or connect with him on Facebook!

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 25% off with the promo code 25OFF any pro membership. That’s 25% 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!

Are You Following Up With Co-Broking Agents?

Posted on April 2, 2015April 2, 2015 by The Profitable Recruiter

If Not, WHY Not?

by Real Estate Recruiting Coach Judy LaDeur

A great way to build relationships with agents is to take advantage of the opportunities to work with those agents who sell your company listings of whose listings you sell. You not only have a 60-day window to work with them on those sales, but you can also use the fact that they sold your listing to invite them to social events, educational events or extend recognition to those agents.

Here are some examples:

Invite them to an event. When agents think they have earned the right to be at the event, they are more likely to attend, than if they thought they were being recruited. You can send out an invite followed up with a phone call which says: Because you have sold one of our listings this year we would like to invite you to be our guest at…
Thank them. You should always call those that your agents are working with and thank them for selling your listings, or the great way in which they always handle the transaction. After closing, send a note to the homes of the ones you want to interview, or if you know the spouse, send it to the spouse.
Ask around. Ask your agents about who they are working with and what the experience has been. Those are great conversations to have with your current agents,and shows you care about how their transactions are going, and your agents are your best source of referrals. They know who would be a good fit for your team and who wouldn’t. Ask if there was one agent out there who you’ve had a great experience with — a ten on a scale of one to ten — who would it be and why. Then call those agents up and share that compliment. Let them know you’re impressed and you’ve got an open door if they ever think about making a move.
Befriend those agents on social media. Use your social media platforms to be top-of-mind with your co-broking agents so they can get to know you over time.
Write a recommendation for them on LinkedIN. Everyone can use kudos – especially when they are well warranted. Writing a recommendation is a great way to let those agents know they are doing a great job and that you noticed, and for the clients and friends in THEIR sphere to hear see those glowing words about them as well.

The possibilities are endless, but definitely be sure to incorporate these ideas into your spring recruiting efforts.

Recruiting is all about staying in touch. Staying positioned. And communicating. We have the systems that can help you do all of that and more. Become a member of The Profitable Recruiter today, and put the power of done-for-you content and tools that make recruiting experienced and new agents easier, less time-consuming, and even fun. Register today and use the promo code 25OFF to save 25% on any pro membership. To access more than SEVEN HOURS worth of my recruiting Audio downloads, register for either the 6 month or annual memberships. Got questions? Email us! We’d love to help! Make it a great spring season!

The True Value of Agent-to-Agent Referrals

Posted on February 5, 2015February 5, 2015 by The Profitable Recruiter

An Interview with Top Agent Keith Grogan

By Julie Escobar

Networking in our business is a powerful thing – not only to continuously grow as a professional, but for the ability to connect with some very cool people. I was fortunate in the last week to touch base with one of my favorite agents to follow online Keith Grogan. He recently shared some valuable tips for agents about the real importance of nurturing those valuable agent-to-agent referral relationships – and how many agents fall short. It was timely and on-point, and he was gracious enough to sit down for an interview to share his experience. Here’s an excerpt from our interview:

Q: First of all Keith – thanks so much for taking your time to share with our readers! Can you tell us a little about yourself?

A: I spent twenty-four years in sales management with consumer product companies, managing both regional and national sales forces with a constant focus on team building. When I grew weary of spending all of my time on the road, I sought a second career, one that would require little or no airplane travel. After serious consideration, I found that real estate would provide the most opportunity and I loved the concept of being in control of my income knowing that the harder that I worked, the more that I would make. What a great concept! Sixteen years ago, I partnered with one of Atlanta’s premier agents, Marsha Sell, who is now in her 43rd year of selling Atlanta real estate. We have a team that support our efforts and we cover Atlanta and the northern suburbs.

Q: Your recent online advice to agents on why it’s SO important to build a strong referral network was on point — and so timely. Can you share your thoughts on that with us?

A: My business partner began building her network throughout the country years ago when most agents were only looking for ways to gain more exposure for their listings. Our referral base has enabled us to avoid the peaks and valleys that many agents experience because we have a good flow of referrals coming in throughout the year.

I see many, many agents who are so focused on the short term and get so wrapped up in each transaction and making sure that they get paid that they simply never consider the referral potential nor are they adept at knowing how and when to ask for referrals.

Q: Too often agents are unresponsive, or unreliable when it comes to managing referrals and leads that come their way — can you share how you feel they are missing a big component of their business by doing this?

A: Over the past year, I have had the opportunity to place more outgoing referrals than in any year in the past ten years and I have been absolutely shocked at how difficult it is to place most of these referrals. In a huge percentage of the cases, it was nearly impossible to even reach the agent. More shocking to me was that, once I did reach the agents, most of them sounded as if they weren’t too sure that they wanted to take a referral at the time. I guess that they just had all the business that they wanted!

Of the referrals that were placed last year, I only received updates throughout the process from two or three agents. If you are trusting a client, a friend, or a family member with an agent in another area, you would think that just common courtesy would dictate that they would at least update the referring agent on date of contact, date of first meeting, time frame for purchase/listing, progress reports, purchase notification, and confirmation of closing. To me, that seems very basic but, sadly, that is not being done.

When I find an agent who is enthusiastic about a referral and who communicates effectively, I look for opportunities to give more referrals to that agent.

Q: You have a LOT of social media fans for your terrific sense of humor and terrific posts. You shared with me why you made the shift to humor – can you share that with the readers?

A: I had volumes of inspirational and motivational quotes and cartoons that I accumulated and used often during my years in sales management. In my early days on social media, I posted only inspirational, motivational, and informational posts. When the market changed a few years ago, I realized that most of my Realtor friends throughout the country were trying to stay afloat in uncharted waters and nobody was having much fun. I decided to shift the focus of my posts and, since that time, my goal is to bring a smile to at least one Realtor’s face every day.

Q: I’d say you succeed in that goal every day Keith! Now, if you had to give your best piece of advice to a new or experienced agent in today’s market – what would it be?

A: Build your database, maintain your database, and work your database. The longer that you are in this business, the more of your business will come from your database. When you work your database and communicate properly with your database and sphere of influence, you can reach a point where you find that you are getting more clients, more listings, and making more money and you will find that you are working less to secure new business.

Q: How can readers connect with you?

A: Keith Grogan, The Sell Team, Coldwell Banker Residential Brokerage,

www.facebook.com/KeithGrogan.TheSellTeam, www.twitter.com/SELLTEAM, www.sellteam.com.

Awesome stuff Keith – thank you so much for your insights and ideas. You are a terrific example of professionalism and high standards in our business – and one heck of a funny guy to follow! If you haven’t connected yet with Keith, follow his Facebook page today. He’s always on point! While you’re at it, be sure to connect with us there as well!

Being a PROFITABLE SALES AGENT means doing things sometimes in unexpected ways. It means staying in touch. It means developing those powerful relationships with other agents that will earn you a great reputation – and bottom line referrals. Want to learn more about being a strong agent? Stay tuned right here and become a Profitable Agent Member Today! Join in the month of February and take 50% off your membership with the coupon code 50OFF!

Start Your New Year Collaborating With the Best

Posted on December 9, 2014December 9, 2014 by The Profitable Recruiter

Join industry expert Judy LaDeur for 3 exciting, career-transforming days of training in Tampa, Florida, January 19^th – 21^st 2015 for the 2015 Recruiting Symposium.

Today’s market is constantly changing and shifting, and you need to shift and change with the market to stay on top! Brokers from all across North America will be coming together to share, network, and collaborate on what is working and what is NOT! What are the “secret keys” or the right tools to let you easily hire the agents that you want to hire in 2015? Register now and join us in sunny Tampa, FL January 19^th – 21^st at The Tampa Marriott. It’s the perfect way to start the New Year! Take advantage of the Early bird savings of $300 per person by registering today (good through December 12^th)!

The real estate market is rebounding everywhere, which means recruiting today is easier than it has been in many years! Here are some stats from the 2014 NAR member Profile:

In 2013, the typical agent had 12 transactions—the same as in 2012, but higher than the 10 transactions typically had in 2011.
Forty-six percent of residential brokerage specialists had a transaction involving a foreclosure and 42 percent had a transaction involving a short sale. Both types of transactions decreased from 2012.
The typical agent had a sales volume of $1.8 million in 2013, up from $1.5 million in 2012.
The median gross income of REALTORS® was $47,700 in 2013, up from $43,500 in 2012.

How can you use this info in your recruiting? How do your agents compare to the average agent? What are you doing to attract agents who need to increase their income?

The average income for a real estate agent is just $47,700, however the panelist at the 2015 Recruiting Symposium will share what they are doing to break through those barriers, and how you can too! Join us for three information packed days of training, networking, and sharing. Register here NOW. Use coupon code EARLYBIRD to save more than $300! Each attendee will receive over $3,000 in tools, resources and follow up to make 2015 your BEST YEAR EVER in recruiting!

How STRONG Is Your FOUNDATION?

Posted on October 23, 2014 by The Profitable Recruiter

3 Principles for Success

by Real Estate Coach and Speaker Judy LaDeur

As Realtors, most of you are familiar with a company called Ram Jack. Ram Jack® is the national foundation repair specialist based upon two simple principles for success: doing the job right and doing right by you.

How is your office foundation? If you are not sure, look at the rate of retention in your office. In today’s market, are you coaching and supporting the associates you have or are they leaving for various reasons?

I would like to encourage you to practice three fundamental practices which will enable you to strengthen your foundation by using the A.C.C. process.

A Accountability. Be accountable to your existing associates by providing the tools, services and support they need. Security is a key element of retention. Are you holding your agents accountable to do the activities that they should be engaged in on a daily basis? Are you holding them accountable to do those things to insure they succeed?

C Coaching. Coaching is a power word for today’s professional. 68% of successful REALTORs have less than 5 years experience and are unsure what to do next. Don’t over estimate their knowledge of basic fundamental practices such as prospecting, negotiation and time management. Coach them to success or refer them to a successful coaching program. One additional alternative would be to hire a coach personally. One with experience in retention of real estate associates and learn the keys to holding them in place.

C Communication. Communicate clearly, concisely, and as transparently as possible. Agents are bombarded with negative information every day. Let the info from you be positive, inspiring and encouraging. Be honest, compassionate and sincere but also give them the info they need to stay on track.

The most efficient way to recruit is to retain the agents that you have. To secure your foundation and become the “Ram Jack” of our industry, solidify and cement your foundation by practicing ACC.

If you’re ready to give your team or organization a truly solid foundation — 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.