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.
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.
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.
On Tuesday, you’ll have the opportunity to download our latest Agent Migration Report. It’s 47 pages packed with actionable insights that will help make sense of the recruiting landscape. For example, the report outlines the basics of who’s moving and at what rate.
There are several well-documented strategies researchers have discovered, but the easiest one to implement quickly is using a structured interview process. Develop a common set of questions for your interviews and record the answers candidates provide (take notes). And then try to hold back judgment until after the interview and when you’ve had time to review your notes.
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.
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.
The purpose of adding great people to your team is to multiply your efforts. It’s the most productive work you can be doing. Any time you’re pulled away from this work, you’re giving up your opportunity to multiply, and it reduces your long-term effectiveness and ability to grow.
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.
We just finished the first quarter, and we’re getting our first look at the year-to-date agent movement data for 2026. Who’s moving? For the solo agent, the most common movement profile is an individual doing about $2.7M in production with a sell-side ratio of just over 40%.
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.
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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.