A few years ago, Dave Caveness shared a recruiting framework that he developed and uses to grow his company.
I like this model because it reminds us that hiring is cyclical in nature, and it takes proactive energy and focus in multiple areas to staff an office for both productivity and growth.
Here’s Dave’s hiring framework:
Prospect: Create opportunities to talk to individuals about a career in real estate or changing brokerages.
Select: Choose only those who meet your criteria and your company’s mutual expectations.
Hire: Convince the best prospects to commit to a long-term career with your company.
Develop: Train, mentor, and challenge your agents continuously throughout their careers.
Weed: Terminate agents who are not meeting your company’s mutual expectations.
Retain: Communicate regularly and work to build a meaningful relationship with your agents.
On a scale of 1 to 10, how would you rate yourself in each of these six recruiting/retention components?
I’m serious. Don’t gloss over this. Take 60 seconds right now to write these six words on a piece of paper, and put a number next to each one.
If you’re not at a 10 on one or more of these components, what needs to be tweaked or retooled to help you close the gap?
If you don’t know the answer to the last question, schedule a consultation with Mark or me, and we’ll help you figure this out.
Recruiting is too important to be left to chance.