Of the three types of recruiting, experienced agent recruiting is the most challenging.

There’s a finite number of agents available.

The performance data and track record of each agent in the recruiting pool is known and easily accessible.

With some simple research, agents can access their “worth” (splits, fees, allowances, perks) to the brokers vying for their attention.

It’s tempting to just become the cheapest alternative and join the race to the bottom.

But that’s not the only option.

And it’s not the best option.

In fact, some of the most successful recruiting companies choose to compete on value.

To play the game in this way, you must first identify a small niche of competitive agents who happen to share a common set of values, needs, and aspirations.

Then, you must carefully craft attraction messaging that is compelling to the agents in your recruiting niche.

I know it sounds simple, but only the most disciplined hiring managers can execute this strategy.

But when it’s executed properly, the payoff is remarkable.

You’ll build an office full of productive agents who find true value in the business relationship they have with you and your firm.

If you can’t execute the strategy, get used to lower margins.