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Recruiting should be looked at as a continuous process, rather than something that only happens when you’re in a bind. Ongoing recruiting allows you to be thoughtful and calm about who you’re looking for and not recruit in a panic, resulting in a poor hire. This measured approach creates a pool of candidates you can hire from in the future. Your agents may leave at any time, often for reasons other than dissatisfaction, such as illness or a spouse’s job transfer. Be proactive instead of reactive with an ongoing recruiting process, and you’ll be prepared to hire an excellent job candidate when the need arises.

Before initiating a recruitment program, make it a priority to define the kind of agents that’ll fill a need in your brokerage. Are you looking for a seasoned agent, or a recent college grad? Do you need agents who have experience with a particular type of property, such as condos or tiny homes? Are you looking for agents who have experience working with specific types of clients, like first-time homebuyers, retirees, or people interested in vacation homes? Once you decide what kind of agent you need, you can tailor your recruitment process accordingly.

Recruiting sources have changed significantly in recent years. Job search websites like Monster are no longer the only source of applicants. Social media has now grown as an important source of job seekers. Sure, you can recruit through Google+, LinkedIn and Facebook, but why not expand your efforts to include Pinterest, Snapchat and YouTube? Snapchat allows you to add a short video to your job posting, giving applicants an idea of your company’s culture. You can also create more permanent recruiting videos on YouTube. This allows you to verbally (and visually) explain your brokerage’s philosophy, set out your recruiting requirements and create interest in your company. Pinterest is another unconventional source of recruits, where you can post job openings, along with boards highlighting your company culture and links to your career page. Additional recruiting sources include referrals, networking events, community and civic groups, real estate schools, career seminars, and even a simple career page on your brokerage website.

Don’t limit your recruiting efforts to only the real estate field. You can find candidates with great service and sales backgrounds in many types of businesses. No matter which tactics you use, be sure to track what works and what doesn’t in your recruiting process. With information on your success rate with various recruiting channels, you can refine your strategies to target the best candidates for your brokerage.

It’s also important to identify why agents should choose your brokerage over any other real estate firm. Emphasize what makes your office stand out. Highlight your unique brokerage model and firm culture. Point out noteworthy employee benefits, such as health insurance, paid vacation days, salaries and training opportunities. Keep a running list of the strengths of your brokerage to have as a ready introduction for potential job candidates.

Make recruiting a natural, ongoing process by focusing on the type of agent you want to recruit, expanding your recruiting channels and accentuating your brokerage’s unique features. Use these ideas to make your recruiting a success.

Marc Gould is vice president, Business Specialties, for NAR and executive director of REBAC. A wholly-owned subsidiary of NAR, The Real Estate Buyer’s Agent Council (REBAC) is the world’s largest association of real estate professionals focusing specifically on representing the real estate buyer. With more than 30,000 active members, REBAC awards the Accredited Buyer’s Representative (ABR®) designation to REALTORS® who work directly with buyer-clients.

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