How to Score Quick Database Adds

by | Feb 7, 2024

Many of you are familiar with Brian Buffini’s classic elevator pitch:

If you were going to buy or sell a house, or had a friend or family member who was going to buy or sell a house, do you have an agent you would refer them to?

Most people say no and then you reply:

I’d like to be that person. Here’s my card.

The agent then puts the new contact into their database and starts marketing to them, providing them things of value, and building a relationship.

The same approach can be used to build a recruiting database.

If you connect with a competitive agent over the phone or at a networking event, try closing the conversation with a similar question:

I know you’re probably happy with [their current company]. But if you someday got to the place where you needed to change offices, do you have a place in mind?

I’d like to be that place. Do you mind if we stay in contact?

If you’re adding a couple of these agents to your recruiting database each week, you’ll build the necessary foundation to produce a consistent flow of experienced agent recruiting leads.

The best recruiting is done in bite-size pieces over time recognizing that what you plant today will lead to a harvest at some point in the future.

It gets frustrating when your timeline becomes the top priority.

PS.  When you’re ready, here are some ways we can help:

Develop a plan.  If you don’t have a recruiting plan you love, we can help build one.

Work a system.  If you don’t have a recruiting system you’re following, we can help with the learning curve on building one.

Hold yourself accountable.  The best plans and systems mean nothing without execution. If you’re not getting the results you’re hoping to achieve, we can help.

If you need help on any of these issues, book a free consultation with one of our managing partners.


The Simple Psychology of Real Estate Recruiting [eBook]

Unlock the secrets of effective real estate recruiting and learn how you can build trust, foster rapport, and understand the psychology behind candidate decisions. Discover techniques for converting acquaintances to hires and retaining agents by addressing their needs and aspirations.