Explore a wide range of topics, from recruitment strategies and leadership challenges to adapting to market trends and personal development. You can also find Insights that discuss the importance of branding, effective communication, and innovative practices, providing real estate leaders with insights and tools to become better at recruiting.
This manager used Ignition (setting goals/activities both parties agreed on), Trust (if you don’t follow through on your commitments, you’re making a decision about your future), and Feedback (skill-building or building on successes) to make accountability work in his company.
Ignition. This means igniting focus and performance by setting a clear course and aligning what both you and your team members want through measurable, individual, and contribution-based goals. Trust. This means trusting your people to meet objectives and control outcomes in the ways they know best based on their experiences, skill sets, and talents. Feedback. This means providing regular, helpful feedback and celebrating progress and initiative. Good feedback exposes growth and learning opportunities along the way and encourages those you’re managing to stretch into new responsibilities.
Managers in the real estate industry often work long hours. It’s important to guard your high-energy hours and make sure you’re using them for your most important work.
This research tells us two things: 1. If you’re struggling with these issues, you’re not alone—it’s one of the hardest parts of being a leader. 2. Those who possess the courage to admit it’s a problem, confront it as a weakness that needs to be addressed, and commit to making improvements will emerge as better leaders.
The industry has done a poor job of identifying individuals who will thrive in the agent role. One way to begin correcting this problem is to conduct better interviews. That’s why we recently published The Ultimate Interview Guide, and we’re offering it as a free resource to Recruiting Insight readers.
All you need is talent and hard work to build a successful real estate career. You know better. Talent and hard work combined with an effective system (the bicycle) will always beat talent and hard work applied to an inferior system (the tricycle) or no system at all (running).
New eBook gives brokers, team leaders, and recruiters a practical framework for asking smarter questions, reading between the...
Core innovations will require you to execute better than your competitors. New growth innovations require good ideas–plus the resilience and long-term focus to stay committed to them.
When a recruiting prospect experiences these two feelings, the rest of the recruiting process flows downhill. It’s well-known that most big decisions are first made emotionally, then backed up with rational thought. Hiring is no different.
The best recruiting value propositions are simple, specific, and compelling. Anything less gets lost in the noise.
If you’re a real estate leader, some of the best work you can do is provide “normal people” a shot at becoming successful entrepreneurs. This is hopeful work.
While candidates will naturally consider other alternatives (commonly what a competitor is offering), it’s the least important issue for getting them to make a change. During the interview and follow-up conversations, don’t make the mistake of focusing too much time and energy on what your competitors are offering.
An effective hiring manager knows better than to play this game. It doesn’t support the objective of building an emotional connection with the candidate. An emotional connection is what’s necessary to sustain a candidate through a long hiring journey lined with competitors.
The recruiting advantage goes to those who plan ahead and build a bench of talented individuals who ripen when the time’s right. They alone will enjoy the fruits of hiring high-performers.
Notice the two parts to Nir’s formula: a pre-commitment and an external force to keep you accountable to that commitment. For recruiting setting goals and time-blocks in your schedule is not enough. Most people need some kind of external accountability, as well.
It’s not that people with a growth mindset don’t experience failure—they just see failure as an opportunity to learn new things, to be challenged, and to experience curiosity. This is an important topic to cover during interviews and follow-up conversations with your prospects. If you find someone who likes being measured, you’ve likely found someone who will push through the inherent failures of growing a real estate business and experience long-term success.
To establish a new belief and empower it to inform your actions, you must proactively build an arsenal of evidence to outweigh the old belief. This is no small feat. And it’s one of the reasons you may want to grab a copy of Updating Your Belief Stack.
As Managing Partners, Ben Hess and Mark Johnson are regularly featured across the real estate industry's leading media outlets —...
This e-book that will walk you through this process. It starts with focusing on just one goal (e.g., improving your recruiting results) but can be expanded to multiple professional objectives. By completing this step-by-step guide, you’ll be on your way to changing both your beliefs and the outcomes you hope to achieve.
Updated manual gives brokerage leaders a practical framework for shifting mindset, improving follow-through, and building a more...
Live conversations and appointments are the most important lead measures for hires. But digital outreach is an important building block in making these lead measures happen. How effective is your digital outreach?
You cannot overvalue your own resilience. It affects everything about you–from your capacity to solve problems and innovate to your physical, mental, and emotional well-being. Resilience is like a super-competency, influencing many other related skills and abilities that you need to deploy in order to work, manage, and lead well.
This framework helps us remember there’s a natural pace and process that honors talented prospects—it makes them feel valued and respected. If you’re not getting the number of high-quality hires you desire, work back through each step of the recruiting funnel.
But what happens when the prospect is NOT qualified? If you’re being selective and focused on hiring talented agents, at least 80% of recruiting prospects are not going to meet your standards. Here are some ways to wrap-up a call with an unqualified prospect.
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Proactive Outreach to Your Ideal Agent
TalentScout is a US-based professional call center, specializes in making outbound calls to recruit experienced local agents, highlighting your unique value proposition to secure in-person recruiting appointments.
Experienced Agent Attraction At Scale
CoRecruit offers coaching services to help real estate firms recruit experienced agents more efficiently, focusing on creating effective systems, processes, and habits. We equip leaders to consistently generate leads, maintain a talent pipeline, and convert prospects into hires.
New Agent Sourcing At Scale
ThirdPool specializes in equipping real estate firms to efficiently recruit and hire promising new agents. Our methods and systems have transformed new agent recruitment into a profit center across North America.