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.
To get someone to change their mind, it’s helpful to classify their decision-making perspective and use a different approach depending on their viewpoint.
It may seem like a subtle distinction, but what you believe about yourself and your organization taints all parts of the recruiting process—for the good or for the bad. Recruiters, therefore, have a tremendous amount of power as change agents in their companies.
By making listening one of your signature strengths, you’ll stand out among your competitors and engage more recruiting prospects.
Intrinsically motivated individuals tend to perform their work with dedication and commitment. Research demonstrates that this motivation must be constantly cultivated in order to be maintained. With such a stark difference between the two types of motivation, it’s an important topic to cover during both interviews and follow-up.
As a recruiter or hiring manager, you’ll constantly be running up against cognitive dissonance when connecting with your prospects.
Yesterday, we talked about the importance of hiring professionals instead of amateurs. The same principle applies to your own...
In previous Insights, I’ve encouraged you to spend some time quantifying your ideal recruiting prospect. It may be helpful to go one step further and convert your collection of desirable characteristics into a checklist–especially for new agents.
“Do you know anyone…?” is open-ended and quite overwhelming. It likely will produce the respectful response: “Well, I’m not sure, I’ll think about it.” “Who do you know who…?” will likely move your guest into searching their mind for just one person who might be a fit for you.
It reminds us that recruiting inertia is real, but your recruiting prospects are always looking for something a little better. This hope for something better is nearly universal, and it’s the weak spot in the defenses of every recruiting prospect.
So how do you keep a large pipeline like this engaged over a long period of time? One way is to educate them on how to solve their problems.
So, from the outside, it can look like they’re hiring fast.
But in reality, they’ve created a system that is always hiring.
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