While these attrition constants still have the greatest influence, there are some emerging attrition variables worth noting. People also tend to leave companies when: They feel like they’re not doing as well as others in their peer group outside the company. They feel like they’re not as far along as they should be at a certain point in life.
A leader equipped with this mindset can have a profound effect on the life and career of each individual they engage. It works because an agent is getting a real-time glimpse of what it would be like to work on your team. But it only becomes believable when it is persistently applied over time.
Pressure doesn’t work because it’s about you, your needs, and your timing. Persistence works because it forces you to sacrifice yourself and your short-term agenda for the benefit of another person. Agents are attracted to these kinds of leaders.
Having a hiring manager directly set appointments is the best way to find qualified prospects and hire high-quality agents. The efficiency of this activity is remarkable when appointments lead to hires.
Have you ever had the feeling that you should reach out to a prospect that popped into your head? When this happens, do you ignore the feeling or drop what you’re doing and take action?
But it’s remarkable how many hiring managers forget what they learned as agents when they start doing interviews and interacting with prospects.
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.
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).
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.
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.
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?
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.
Here is a script used by many of our high-performing recruiting coordinators:Using this script will help you make a quick, in-or-out decision on who moves forward in the recruiting process.
As Dr. Sivanathan suggests, Stick to your strongest point and resist the temptation of trying to best others with brute force.
After hearing “I trust your opinion,” the prospect felt safe enough to engage in additional conversation for the next 30 minutes. The best recruiting conversations are built on trust and mutual respect.
I’m a big fan of Sean Cannell. Sean helps aspiring entrepreneurs develop YouTube businesses, and he has captured almost 3.5M subscribers. While he’s really good at sharing his video domain expertise, he’s even better at online marketing.
Your recruiting prospects will want to talk with you, tell you things, and agree to follow-on appointments when… They feel listened to and validated in a nonjudgmental way. They feel accepted and liked. They feel you understand and appreciate their goals, priorities, and aspirations. They feel you truly understand the context of their situation.
Robin Dreeke is an expert on building trust and rapport. In a corporate keynote address, he explained the progression individuals go through when making a commitment to another person.
In late January, we pre-released our Real Estate Personas and Avatars Guide for Real Estate Leaders to just Insight readers.
This week, we’re releasing to the general public. This 15-page resource outlines the 11 most common real estate personas.
We identified a robust and consistent relationship between question-asking and liking. People who ask more questions, particularly follow-up questions, are attracted to and better liked by their conversation partners.
Answering the same questions interview after interview is not the best use of your time—especially if the answer requires you to take 15 minutes on a white board mapping out how commission splits work! Great hiring managers know that successful interviews happen when the candidate does most of the talking.
If you’re only engaging those recruiting prospects who can be swayed by logic, you’ll miss most of the opportunities.
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