by Ben Hess, Managing Director, ThirdPool Recruiting
Last week, I touched on Morten Hansen’s “do less, then obsess” productivity advice.
Hansen describes how he discovered this principle:
In my study of 5,000 managers and employees, I found seven factors that explained a majority of performance differences.
[But], one in particular stood out, a principle I call “do less, then obsess.”
People who mastered this performed 25 percentage points better than those who didn’t—that’s the difference between great and just good.
The same principle should be considered when developing a recruiting plan.
I’ve heard many hiring managers strategize in this way:
If I load all the agents from my local MLS into my database and drip email them, I should be able to get a few to respond.
The results of these types of campaigns are always disappointing.
It’s more productive to identify a smaller group of prospects who fit the profile of the productive agents on your team and then pour extra effort into recruiting them.
