The Secrets to Staffing

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An interview with Broker Shane Davies, Windermere Real Estate, Maple Valley, Washington

By John Voket

RISMEDIA, May 24, 2007-What are some of the most successful strategies you’ve utilized to recruit the best people?

I would say that creating and maintaining a great reputation and environment are the keys to my recruiting success. My office has been bursting at the seams with great staff for several years. I never use the traditional, and sometimes humorous, techniques that I see showing up in my agents’ mailboxes and sometimes even my own. Here are four areas I focus on:

1. The staff and I keep the office environment fun and professional. We do not tolerate toxic personalities, even if they’re very productive.
2. When I get a spare moment, I Pop-By open houses and observe agents in action. I get a good flavor for the type of agent I am observing by how they interact and represent their customers in this environment. If I like what I see, I ask my agents and staff if they know the person. If the agent seems like what we are looking for, I start an interview process.
3. Our office equipment is top quality, and we minimize downtime through proper maintenance and replacement as needed. Great salespeople need and deserve great support and reduced frustration.
4. We minimize office staff turnover. A consistent and happy staff is very important to ensure superior support of our agents. The staff’s reputation will draw quality agents.

Why is expert recruiting even more important in today’s tougher marketplace?

Buyers and sellers are educating themselves more than ever. Customers are demanding salespeople with great reputations and a lot of education. To reach our service goals, I have to hire only top-quality agents and keep them up to speed with proper training and guidance.

How does Working by Referral play an important part in your recruiting efforts?

The agents that currently work for us are encouraged to let me know if they know someone that would fit in well with our fun and productive environment. I do not offer them financial incentives. My concern is that I would be sending the wrong message. Their incentive is to surround themselves with other great people.

What are today’s recruits looking for in a real estate firm and how do you provide that?

Most agents are concerned with training, support and a comfortable environment for themselves and their customers. We have partnered with several other brokers in our company and created a comprehensive training program. We blend that program with other required training and the 100 Days to Greatness® system to equip our agents with the skills, tools and lead-generation techniques needed for their success.

How do programs like 100 Days to Greatness attract and retain the right recruits?

The 100 Days to Greatness program is truly unique. Other lead-generation programs that I am familiar with are often in conflict with my office goals and I don’t encourage my agents to use them. Many agents new to the business are very concerned about the amount of time that it will take to get their business up and running. The goal of one closed sale and two pending transactions within 100 days gives the agent hope and direction. The 100 Days system has been great for my new agents, which has helped motivate other experienced agents to create the habits necessary to grow their career much faster than their peers. The agents’ success in the system is in their own hands.

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