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.
You’re probably familiar with the “important vs. urgent” quadrant method of organizing projects or tasks. While this life hack is helpful, it doesn’t give much guidance on how to determine if something is truly important.
By making listening one of your signature strengths, you’ll stand out among your competitors and engage more recruiting prospects.
Raising follow-up to the level of being the most important recruiting activity requires many hiring managers to make a paradigm change. The interview/recruiting appointment is not the end of the recruiting process–it’s the beginning. It just gives you the right to compete for this prospect’s attention in the months ahead.
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.
Yesterday, we talked about the importance of hiring professionals instead of amateurs. The same principle applies to your own...
So, what do high-performing managers do? They build for the long-term and insist on surrounding themselves with professionals. They hire slowly to weed out the amateurs from the professionals, and fire quickly to get rid of the hacks.
I’m excited to announce the release of the second edition of our e-book, The Simple Psychology of Real Estate Recruiting. Over the past several years, we’ve had the opportunity to work with brokerage leaders across the country who are all trying to solve the same problem: How to consistently attract and retain talented agents in an increasingly competitive market.
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.
So, from the outside, it can look like they’re hiring fast.
But in reality, they’ve created a system that is always hiring.
Asking permission to follow-up changes the way recruiting prospects view your follow-up information—it’s now expected and has a better chance of being appreciated.
The second impression typically happens when the recruiter or hiring manager first connects with the candidate via phone or text message.
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.
Mike Walker suggests that most meetings (including recruiting appointments) get off on the wrong foot because expectations are not properly set early in the conversation. To avoid this, he suggests using a set of “framing questions” to get your prospect ready to hear your value proposition and potential offer.
Perhaps you have some standard stories you share during the recruiting process.
While this is a good baseline, Rich Millington argues that stories become super-powered when they are customized to match the worldview of your listener.
Emails that are short and contain one idea or question get the highest percentage of replies.
Getting experienced agent hires is often about staying in the game until the time is right for the prospect to make their move.
Industry veterans Mark Johnson (Recruiting Insight) and Kyle Hunter (Lone Wolf) will outline the most important movements and describe how you can use the data to improve your recruiting results.
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.
The Library Effect is something you can easily apply to recruiting, and it’s one of the reasons that accountability groups are so effective.
Just getting together with other hiring managers and recruiting for a set period of time each week will short-circuit many of your recruiting excuses.
In simple terms, the more you’re exposed to something or someone, the more attractive it becomes.
Yesterday, our team published the latest Agent Migration Report, and it’s packed full of the latest movement trends and insights.
But to be successful, you’ll need to dig deeper and identify one of the 11 recruiting personas that best matches your prospect’s situation.
This is where our Real Estate Personas and Avatars Guide for Real Estate
Leaders can help.
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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.