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.
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.
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.
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.
For most recruiters and hiring managers, recruiting is a complex, end-to-end process containing a bunch of the individual tasks all of which they’re not going to enjoy. Those who push through unpleasant tasks not only find success but also find more satisfaction in the parts of the recruiting process they do enjoy.
Doing the work of crafting a value proposition that uniquely meets the needs of a specific group of agents reduces the friction later in the recruiting process.
Those who aren’t stars in youth and who don’t land the plum jobs early on, must cast about for direction and meaning. When they find their way, they’re already trained in the mental habits of managing difficulty and re-framing expectations.
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.
The best recruiting outcomes happen when candidates recruit themselves by discovering (with a little help from you) a new reality that was not initially visible.
If you want to connect with someone beyond the surface level, find something they’re struggling with and share in their pain.
Authors Chip and Dan Heath describe how this works:
One study found that when strangers were asked to perform a painful task together—in one case, submerging their hands in tubs of ice water to perform a sorting task—they felt a greater sense of bonding than did strangers who had performed the same task in room temperature water.
This bonding happened even though the task was pointless.
Mundane activities like recruiting go better when you’re following a pre-planned regiment that include scripts, time-blocks, and ways to collect feedback on how you’re doing.
The best recruiting happens when you’re able to temporarily ignore your basic need for connectedness and help those in your recruiting pipeline feel something remarkable.
In simple terms, the more you’re exposed to something or someone, the more attractive it becomes.
The promotional techniques used in a simple sale feel inappropriate to a recruiting prospect. You would never say: Â If you sign...
Some hiring managers focus their attention on prospects who have similar tendencies and screen out those who display differences.
A recruiting prospect will only make a commitment when they become 100% certain that this is the best decision for their career and personal well-being.
Have you built your recruiting plan for this year?  If not, here’s a post from our archive that will help get started. This...
Explore the shift from rescuer to coach, fostering a positive work environment and empowering agents to solve their own problems in the real estate sector.
Dive into the psychologically driven “Drama Triangle” and its implications on leadership, communication and development within the real estate industry.
Delving into agent migration trends, this piece highlights important implications for both legacy, and low-fee/cloud-based brokerage models.
Imbue your hiring process with a “magic” formula. Enhance talent attraction by merging desire, action, and consistency in your leadership role.
Explore how to revamp your traditional recruiting strategies to maintain relevance and boost your success in the evolving real estate industry.
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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 Recruiting 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.