Recruiting Truths?What Every Broker/Owner and Manager Needs to Think About

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Sales Management

Recruiting Truths?What Every Broker/Owner and Manager Needs to Think About

By Marylyn B. Schwartz, CSP

Recruiting continues to be a challenge that seems to never get any easier. The beefs are the same as they were yesterday and the day before: We don?t want only inexperienced agents. We can?t/won?t pay the splits that some of the experienced agents are demanding. We need agents that hit the ground running.

Face it. We can?t just recruit from one another. Everyone is dealing with the aging population and wants to renew the vim and vigor in their teams. Yes, going after the agent with a few successful years under his/her belt is a great way to recruit, but you have to be ready to handle the objection of the higher split.

A couple of truths: An experienced agent does not leave a company just to pick up 10-15% additional commission. Anyone good enough to be desired by another company is good enough to do what it takes to increase their income (transactions) by that amount and not have to disrupt their careers to do it. Changing companies is stressful and requires a three to four month period of adjustment.

Any recruiter worth his/her weight in salt understands that in order to overcome the ?commission-split? objection, you have to find what those other factors are and then find the advantages your company has that makes the recruit feel good about making a change at a split you?re comfortable paying.

As in any good marketing proposal where the agent?s ?salary? becomes an issue, we know that concerns over cost diminish in direct proportion to value rising. Volvo earned a reputation as the car most suited for families with young ones. Why, because it is safe. Expensive but safe; and people pay more for the added comfort of the safety factor. Cost issues diminish as value rises. Get it?

How good are you and others in your company, charged with recruiting, at demonstrating the value in your company?s tools and marketing advantages? Sit down and come up with a compelling benefit(s) for all the tools that you offer to your sellers and buyers. Show the recruit how those tools provide them with greater opportunities for increased transactions. Turn the tools into dollars in their pockets and watch those recruits sit up and take notice.

It matters little if the recruit sitting in front of you is new, a seasoned veteran or a middle-of-the-road producer with super potential. They have one thing in common: a strong desire to earn an above-average income doing what they enjoy. Prove that those two things are compatible at your organization and grow your team faster than your competitors!

Marylyn B. Schwartz, CSP, is an expert in real estate and corporate sales training/management and team development. She is president of Teamweavers and a trainer for Leader?s Choice?. Contact her at www.marylynbschwartz.com, or e-mail: Teamweaver@aol.com.