There are many similarities between the real estate agent’s sales process and the recruiting process.

A successful agent’s tasks are typically built on the foundational pillars of lead generation and lead conversion.

Recruiters and hiring managers who hope to be successful will build their businesses on the same footing.

Recruiting Lead Generation. Develop a list of the possible lead sources. For example, referrals, inbound inquiries, networking, recruitment marketing, events, etc.

How many leads can you depend on from each source? What activities can be done to increase volume? What lead sources produce the best quality?

Recruiting Lead Conversion. When a lead is captured, develop a consistent process for engaging the new prospect. Your canaltaronja.cat process should be measurable and optimized over time.

How do you pre-qualify a prospect? What are the criteria for moving forward in the recruiting process? How many convert at each stage of the process?  What is the follow-up cadence for new and experienced prospects?  

The most successful agents treat their businesses like a business.

The same is true for recruiters.

If you don’t have a recruiting business plan, you need to develop one before heading into the 4th Quarter.

As a start, utilize the framework you’re already using to do business planning with your agents and adapt it for recruiting.

Next, perform a quick gap analysis to ensure your plan is strong. Rate yourself on a scale of 1 to 10 in each of these 5 areas:
 
1. Ideal Prospect: I have a clear vision of who I’m trying to recruit, and I focus my effort on these agents.
 
2. Unique Value Proposition: I’ve developed something compelling for my Ideal Prospect to “buy.” 
 
3. Lead Generation: I can generate a consistent flow of recruiting leads.

4. Lead Conversion: I can effectively work my TalentPipeline and close recruiting opportunities.
 
5. Recruiting Execution: I consistently focus for at least 30-minutes/day on recruiting.
 
Finally, measure your day-to-day performance with a set of lead measures that predictable lead to hires, and find an accountability partner to keep yourself on track.

Does all this seem a little overwhelming?   Have you had trouble developing and executing a recruiting plan in the past?  Is it difficult to trust yourself to follow-through on this type of proactive work?

If you answered yes to any of these questions, why not reach out and schedule a free recruitment strategy session with one of the Recruiting Insight coaches?

It’s a great way to help you get focused and find out if you’re going to need some extra help to reach your recruiting goals.