Not all experienced agent recruiting prospects are the same.

If an agent is early stage in their career and doing a modest amount of business, it’s much easier for that person to disengage from their current broker and plug into your team.

If an agent’s business is more mature and their production is more substantial, it will be more difficult for them to uproot their business and make a change.

It also takes longer, and the recruiting process typically has a lot of fits and starts.

For your higher performing recruiting prospects, it makes sense to spend a little extra time and build a simple recruiting plan for each one.

Your plan should include the following components:

Problem/Pain:  What unique pain is this agent experiencing with their current broker? What unique problems are they not getting solved in their personal life because of what’s happening in their business?

Your Potential Solution:  What are you going to specifically do to help them solve their unique problems? How are you going to help them reach their specific goals (business goals and life goals)?

Financial Model:  When a high-performer makes a change, the financial component plays significantly into their decision. Does your prospect consider your financial offer compelling?

Influencers:  High-performers are usually entrenched in a community, and they don’t make changes in a vacuum. Who else could sway your prospect’s decision? How do you get that person on your side?

Next Step:  Hiring a high-performer takes time and consistent steps towards the end goal. To keep yourself from becoming discouraged, focus on accomplishing the next best step. Write it down and put it on your task list.

I’ve helped hiring managers build dozens of these plans. It looks like a lot of work, but each plan takes about 10-15 minutes to complete.

Don’t do this with everyone in your recruiting database–just the high-performers who would be the most difficult to dislodge.