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.
Insight Topics
The Hidden Characteristic Most High-Performing Recruiters Share
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.
Set Yourself Apart by Listening More
By making listening one of your signature strengths, you’ll stand out among your competitors and engage more recruiting prospects.
The #1 Source of Recruiting Success
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.
Assessing Motivation During Interviews
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.
Why Struggling is a Great Predictor of Success
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.
Stop Hiring Amateurs and Hacks
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.
A More Effective Way to Ask for a Referral
“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.
The “I’m Happy Where I’m at” Objection
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.
Educate Your Recruiting Prospects
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.
Recruiting Fast, Recruiting Slow
So, from the outside, it can look like they’re hiring fast.
But in reality, they’ve created a system that is always hiring.
Ask for Permission to Follow-Up
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 Importance of Second Impressions
The second impression typically happens when the recruiter or hiring manager first connects with the candidate via phone or text message.
The Best Way to Start a Meeting
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.
Narrow and Deep or Wide and Shallow
Building awareness one person at a time is a lot of work. Is there a shortcut? Yes. It’s called an employment brand.
How to Get More Prospects to Respond to Your Recruiting Emails
Emails that are short and contain one idea or question get the highest percentage of replies.
Find a Struggle to Share
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.
How to Turn Cancelled Recruiting Appointments into Hires
Getting experienced agent hires is often about staying in the game until the time is right for the prospect to make their move.
The Loyalty Perception Gap
Every organization has retention vulnerabilities, and the first step to solving the problem is admitting it exists.
The Library Effect
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.
The Master Dichotomy: School of Success vs. Club of Elites
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.
How to Use Recruiting Personas to Improve Your Hiring Results
Earlier this week, we released our Real Estate Personas and Avatars Guide for Real Estate Leaders.
This 15-page resource outlines the 11 most common real estate personas.
No One Moves Without a High-Level of Certainty
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.
Anchoring and Commission Split Options
As you know, most consumers do not buy the lowest price or highest price options. They search out the best value.
Your recruiting prospects will do the same.
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