By Maria Mull
Separating the average agent from the superstar is difficult. From focus to communication, below are several tips for recruiting the best professionals possible to your team.
Focus is critical. Focusing on everything else before recruiting, leaving it for last or mixed in somewhere between other job responsibilities, is a grossly flawed talent-attraction practice.
Growing is knowing. Not understanding what contributed to past growth success or failure is equally as bad as not planning or setting goals for future growth.
Value message equals passion. Knowing your company’s value significance is not a few pre-scripted sentences that can be regurgitated. It is about a sound belief in your company that allows you to exude a strong sentiment around the reason you chose to join your company and brand. Not being able to distinctly communicate this message in a passionate or highly effective way to potential hires is a poor reflection on your commitment to your company, your career and others who depend on you.
Scripts and dialog. Scripted sentences can be valuable when lightly sprinkled throughout a conversation. Scripts are great for telemarketers because scripts teach one to talk rather than listen. However, listening in real estate is a highly valuable skill set. When recruiting or attracting talent to your company, it is about building trust and creating a relationship. Therefore, it is crucial you listen and have a meaningful exchange versus scripting your dialogue.
Understanding in knowledge. Tracking daily recruiting activities is not a way for a true coach, leader or owner to “see and reprimand” what you are doing, no more than it is when you ask your agents to track and report their activities back to you. Tracking and reporting ongoing activities is about helping you understand what works, what does not work, and what gets in the way. The information collected should provide valuable in-sight that can help you and others tweak, redirect, increase focus or simply refocus your efforts to achieve greater recruiting success. For example: How can a doctor really help treat or heal what ails a person if she/he does not know the symptoms, causes and how long the ailment has been occurring? Without “good” information the doctor would simply guess at the prescribed treatment.
It is a process, not an event. One-off events will not help you have a continuous stream of prospects in the pipeline. Recruiting takes time, attention, effort, structure, proper systems, coordination and focus to build and develop a growing productive pipeline. In fact, 30 percent of all hires happening in real estate today entered into the top of the broker’s recruiting funnel at least 18-24 months ago. Engaging in the right activities daily will help you continue to grow your prospect pipeline.
Maria Mull, is VP of Business Development, for AlignMark, Inc. AlignMark has been helping companies since 1976, and is a pioneer and leading provider of talent attraction tools and services for optimizing human capital resources.
For more information, visit www.alignmark.com.
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