Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.

Archive for Selection

http://www.dreamstime.com/royalty-free-stock-photography-leadership-elements-qualities-image25801327Recruiting: Here’s what you need in your pre-interview package. This month, I’m focusing on recruiting and selecting systems, to help you work faster and better and recruiter winners.

Remember the Chinese water torture? Drip, drip, a drip at a time. That’s the key to recruiting successfully. Herea��s another a�?dripa��. Youa��ll want to provide your candidate after that first interviewA�another package with the information you think the candidate will find useful. Herea��s why:

We remember only 10% of what we heard three days later!

Unfortunately, candidates dona��t remember much of what we discuss in the interview. Or, they remember it wrongly. It seems easy to us, but, it becomes a muddle to them when they interview five companies in as many days. So, take the time to assemble what I call the a�?after first-visita�� package or post-interview process. In it, youa��ll reiterate important points, and again differentiate yourself and your company.

Systemize Like your Great Agents

Great agents assemble these packages for sellers and buyers. You are modeling the behaviors you want to teach the agent. You can explain the parallels in the interview process. This is a very strong recruiting strategy. The old adages

A�We believe what we see, not what we hear

and

A�Do as I do, not as I say

are true, as we know a�?in real lifea��.

In Your Post-First Visit (Post-Interview) Package

Here is a sample list of the materials you may include in an after-first visit recruiting package. Note that some of the material is duplicating your pre-first visit package. Also, sometimes you wona��t have the opportunity to provide a pre-first visit package. Of course, youa��ll always have the ability to customize each package. However, ita��s much easier to do this from a prepared package than to start from scratch each time.

Letter from the manager explaining whata��s in the package

  • A�A�A�A�A�A� Training calendar (you do have one, dona��t you?)
  • A�A�A�A�A�A� Training brochure
  • A�A�A�A�A�A� Company/office/manager story
  • A�A�A�A�A� Attractive company/office/manager statistics
  • A�A�A�A�A�A� Articles featuring company/manager
  • A�A�A�A�A�A� Costs of affiliating A�with explanations

Bottom Line: Youa��re Proving your Competency to Each Candidate With Every Recruiting Process You Do

Well-assembled packages reflect clear thought processes. Merely putting these together will clarify your recruiting and selection story. It will help you figure out and communicate your culture and values. It will provide you differentiation and memorability. It says to the candidate, a�?I prepared for you. Your time is valuable. I am here to dedicate my skills and talents to help you develop your business.a�?

You will recruit more and better agents, you will save time, and you will be able to delegate or a�?clonea�� yourself by hiring a manager or recruiter when the need arises.

For a checklist of recruiting processes and systems needed, click here.

Want to avoid re-inventing the wheel? Check out my recruiting resources here.A�A�A�A� CompleteRecruiterfor web OBrecuiter

man with hair in airRecruiting: Do you have systems, or do you ‘wing it?’ At the end of this blog, I’m providing you a checklist of the systems you need. See how prepared you are!

When you look at allA�the organization required to systematize your recruiting, it can be daunting. So, why not start with the packages?A� Here are the packages you need:A�

  • A�Folders to hold all selection materials/processes for each agent interviewed
  • Pre-first visit package (sent prior to the interview)
  • Your interview process (application, your analysis forms, interview format, questions, etc.)
  • Visual recruiting presentation
  • A�After first visit recruiting package

Why are these packages important?A�It takes six to eight times of meeting someone before you remember that person. In some sense, recruiting is like what one of my old bosses called the Chinese water torture: You must just keep dripping, dripping, and dripping on the candidate so you are

  • A�memorable
  • A�perceived as more professional than others the candidate will be interviewing

Savvier Candidates Require Savvier Recruiting Organization

Assembling and using these packages shows your candidate that you are organized, interested, and dedicateda��both as a manager, and in helping that person create a viable career. A few months ago Charles Dahlheimer wrote an excellent article in The Real Estate Professional– an analysis of 2010. In it, he noted that more college-educated people are coming into real estate today. You can read the whole article here.A� Because these candidates are more educated than before, ita��s important to present yourself in the same light as other professionals in other fields the candidate may interview. And, ita��s important that you create polished, well-thought-out packages that appeal to these candidates.

Start the Process: Just Throw a�?Possibilitiesa�� in a Folder

The best way, Ia��ve found, to create packages, is to first simply create a folder (either hard copy or on your computer), and start throwing possible inclusions for that package into the folder. Dona��t judge them! Judging them prematurely will not get you anywhere. As a musician, I know creativity is messy. In fact, the most inhibiting action to creativity, I think, is that we energetically critique every possibility when we try to construct something. So, too many times, we end up with not starting! Instead, squelch your impulse to judge anything until you have all your possibilities. After that, you can prune and prioritize. In my view, ANY prepared package is better than none!

Note: Because most recruiters dona��t have systems, any organization and system you have created with stand out.

Communicating your a�?Memorability Factora��

In the next blogs, I’ll go more deeply into what can go into some of these packages. Ia��m going to give you my recommendations for three packages. More importantly, though, you decide the overall messages you want to convey through these packages. As the candidate reads the package, what do you want them to think about you? What values and culture do you want to communicate? What objections do you want to anticipate via each package? What misconceptions do you want to correct?

For a checklist of recruiting processes and systems needed, click here.

Want to avoid re-inventing the wheel? Check out my recruiting resources here.A�A�A�A�

small CompleteRecruiterStart Here with Creating a true Recruiting ‘System’ (and save over $100)

If you don’t have the systems you need, here’s your chance to get them–at a terrific price. The Complete Recruiter is a self-training and resource manual on recruiting. Your Blueprint for Selecting Winners is the only step-by-step interviewing resource available for real estate interviewers today. And, another bonus, Objection Busters for Recruiters. This package is regularly $220. Now, it’s only $129.95–the price regularly of just The Complete Recruiter. A�Why not save thousands of hours of time and build your systems with confidence–and recruit more winners? Click here to get the special offer.
Blueprint_Ebook_Cover(4)

 

Man-Walking-Up-Stairs-to-GlobeRecruiting and selecting: Are you systematized or scattered? I”m focusing on selecting and interviewing in this series of blogs. Why? Because most managers just ‘wing it’!

Most managers are surprised, when they start managing–with the demands of their new job. Many times, they didna��t
know they would be expected to recruit! One manager I was coaching in a group, told me his owner assured him he wouldna��t have to recruit. Then, a couple of years into the job, the owner hired me to teach the managers recruiting skills. Boy, that was an interesting situationa��.As you can imagine, the manager felt betrayed. At least he learned to trust me enough to confide in his quandary.

In fact, managers typically thought they could stop lead generating when they became managers. Not so fast. Recruiting is job # 1 in a managera��s job description.

A�Where are the Recruiting Systems?

Some managers expect to walk right into an office and put those recruiting systems in place to work. You can imagine how surprised they are when they find out there are no systems to aid in recruiting. And, without systems, recruiting becomes way too daunting a task. Especially, too, if youa��re a new manager and have no clue how to recruit!

How Managers Cope

In fact, many managers push it further a�?down the daya��, until exhausted and beaten down by the demands of their job, they say they just dona��t have time to recruit.

Systems Solve All Those Problems

You know that systems gain us time. They allow us to prepare prior to a crisis situation. Systems are also teaching tools. We follow systems to learn how to do something. Systems create great habits. For our discussion today, Ia��m going to divide recruiting systems into external and internal.

A�External Recruiting Systems

Perhaps youa��ve used recruiting lead generating companies in the past. Those companies either supply you leads, or supply you cards to send to your recruits. Thata��s great. Those are systems. But, Ia��m not talking about those a�?externala�� systems. Ia��m talking about a whole other group of systemsa��internal systemsa��those systems you develop to a�?runa�� your recruiting plan.

A�A Day in the Life

Youa��ve seen agents in constant upheaval without systems. They get a listing appointment, and they run around attempting to put together a package or presentation. Youa��re constantly telling them to prepare, systematize, and package their presentations so theya��re ready at the drop of a hat.

Okay. How systematized are you in your recruiting? It’s just like the agents’ lead generating, right? Are you always ready when that recruit shows up? Do you have the packages in place to show that recruit that you are really professional. Or, like the agent, do you run around trying at the last minute to get your act together?

A�A Successful Recruitera��s Tools and Systems

A�Successful recruiters organize their recruiting and selecting processes just like successful agents do. You need:

1. A database and contact management software

2. Folders for each candidate (enough pre-set up files for one montha��s interviewing)

3. A system to pre-screen, interview, and choose the right candidates

4. The recruiting packages to support your efforts

You can delegate the packaging and systematization to an assistant, so you can do the important activities to build your company: Recruiting, face to face interviewing and selection!

In my next few blogs, Ia��ll break down what goes into each package and system.

Question: What percent of managers interviewing do you think have these systems?

small CompleteRecruiterStart Here with Creating a true Recruiting ‘System’ (and save over $100)

If you don’t have the systems you need, here’s your chance to get them–at a terrific price. The Complete Recruiter is a self-training and resource manual on recruiting. Your Blueprint for Selecting Winners is the only step-by-step interviewing resource available for real estate interviewers today. And, another bonus, Objection Busters for Recruiters. This package is regularly $220. Now, it’s only $129.95–the price regularly of just The Complete Recruiter. A�Why not save thousands of hours of time and build your systems with confidence–and recruit more winners? Click here to get the special offer.
Blueprint_Ebook_Cover(4)

 

man pointing questionnaireAre you talking too much in your interviews? This month, I’m focusing on great selection practices.

Instead of muscling a sale or a ‘yes’ from a recruita��.ask questions. Lots of questions. Probe to find out more. Keep finding out more until youa��re really sure you know what they mean. Let me give you an example:

The recruitA�says, a�?I want a a�?deala��.a�?

Do you jump to a conclusion because you know what a�?deala�� means? Dona��t. You may be surprised. Instead, ask questions at what a�?deala�� means to that recruit. When you know exactly what the recruit means, you can proceed to find what theA�really wants–instead of what someone else told him he should ask for!

A Pre-Screening Process for New Agent Candidates to Save you Time

Ask these questions before you spend time and money chasing candidates who dona��t meet your standards.A� Click hereA�to get the complete process.

Use In-Depth Questionnaires to Discover Real Needs

Besides using these preliminary questions, always use written in-depth questionnaires so youa��ll know

  • The benefits to the features/needs stated
  • Hidden objections you may not discover until too late
  • Motivations to buy that not even the a�?buyersa�� realizeA�they have

**Ever heard the term a�?buyers are liarsa��? I think thata��s not really the case. I think that we dona��t ask the right questions to help buyers (our recruits)A�clarify what they really want. Most a�?buyersa�� of services dona��t know what they really want. They think they want a better commission split. But, what theya��re really looking for is the motivation provided by secrity. That means different things to different people.A�Find outA�what’s really motivating your candidate, not just what he says to your basic questions.

Ask the Right Questions in the Right Order and You Wona��t Have to a�?Closea��

Finding the motivators of your a�?buyersa�� is key to helping them make the right buying decisions for themselves. All you have to do to a�?closea�� is to remind them that this a�?producta�� fulfills their needs. And, how do you get there? By creating and using the right questions in the right order.

Dona��t forget to grab your pre-screening process:A� click here.

Want to streamline your selection process and recruit more winners? Check out Your Blueprint to Selecting Winners. I’ve provided you the complete process for a professional selection process. Do you have one right now, or are you ‘winging it’?

 

interview with clip boardDo you know the best question you can ask a candidate? I know. You have your favorite questions. And, this month, I’m going to focus on the selection process. Why? Because we managers have the least training in it, yet more hinges on our skill in this process than any other–maybe except lead generating for recruiting.

What’s your favorite interview question? In the next few blogs, we’ll discuss types of interview questions. Some are great, some are okay–but some are misleading or worthless.

The Category of Question You Should Always Include

Are your favorite questions present or future-based? If so, beware. You’re being misled. I’ll explain more in a future blog. But, for now, I just want to focus on the category of question that assures you get the truth about the candidate: the past-based question. A� That question begins with “In the past, was there a time when you…………………” Why is that type of question so powerful? Because candidates seldom lie about their past when they are posed a question like that. Also, even though this is the best type of question you can ask, few managers are trained to ask a majority of this type of question. In a later blog, I’ll show you more about creating this type of question to find out the quality you’re looking for.

The Question You Want to Ask

Here it is: “When did you get your first job?”

Why is that so powerful? Because it demonstrates the qualities you’re looking for. According to my surveys of thousands of real estate pros, the vast majority of successful real estate pros started working as kids! This shows their ingenuity, belief in themselves, and determination that they alone are in charge of their destinies. Imagine some of the answers you’ll get, and what those answers will tell you:

“I got my first job at age thirteen.”

or

“I just started looking for a job. I’ve been living with my parents. They support me, and I really want to find the right job for me (I’m 27 years old).

What do these answers tell me about the candidate’s likely success in a business that requires self-confidence, ingenuity, tenacity, and ability to do it themselves?

Keep Probing about that Answer

One of the big mistakes we interviewers make is that we jump from question to question before we find out what’s really going on. So, don’t do that! Stay on that same question/answer and probe. Imagine some of the probing questions you can ask about that first answer: “How did you happen to get the job?” “Why did you want a job?” How long did you keep the job?” What did having a job at age 13 teach you?” What will the answers tell you?

Sometimes Our First Job Tells us what We DON”T Want to Do the Rest of our Lives

The reason that I wrote this blog is that I just read an article about Fred Hassan, CEO of Warbug Pincus, a private-equity firm. He said his first job was a produce picker and cannery worker. He said he learned about getting up early and working hard. And, he said it convinced him that he was very lucky to get to go to college and escape manual labor. I had a similar experience. As a 6th grader, I started picking strawberries and beans in our little town of Lebanon, Oregon. It was back-breaking, hard, sweaty work, and I vowed I’d use my brains and my talent to make a living–instead of doing manual labor!

Let me know the answers and insights you get from asking the question, “When did you get your first job?” (Remember to stay on that question and probe, probe, probe!)

eBook Cover(2)Is Your Selection Process really Professional?

Quick. Write down the 9 steps you take through your selection process. Difficult, isn’t it? Most interviewers just wing it, spending most of their time selling the company. Wrong! Find out the 9 steps Carla shows you that keep you in control of the interview–and help you stand out as the exceptional manager that desired candidate wants to work with.

Your A�Blueprint for Selecting Winners is only $79,95, and it’s immediately downloadable. This resource will save you thousands of dollars of hiring mistakes!

Click here for a detailed description.

 

Beatles laterWhat in the world do the Beatles have to do with real estate pros success? A lot, I think. Wea��ve all heard of Paul, George, Ringo, and Johna��but, does the name a�?George Martina�? ring a bell? Maybe. Martin was the record producer who discovered and molded the Beatles, adding his classical musical background to the Beatlesa�� creativity to produce the Beatlesa�� unique and ever evolving sounds.

As a musician myself, Ia��ve always marveled at how the Beatles put classical musical aspects into their rock a�?n roll. Well, guess what? They didna��t do it by themselvesa��they melded their talents with Martin. George Martin just died at age 90, and many articles are being written about his collaboration with the Beatles. As I read these articles, I was thinking, a�?These life and performance lessons are absolutely applicable to us real estate professionals.a�? So, I culled five life and performance lessons we can learn from their association.A�I’ve put the firstA�two lessons in my previous blog, and here are the last three.

Take your presentation apart and rebuild it with new elements.

You know the great ballad Yesterday (see, youa��re humming it in your head!). But, did you know McCartney originally sang it with just acoustic guitar accompaniment? Martin added a string quartet, and thata��s how that mellow, full, ethereal sound was created.

Have you gone outside your comfort zone with your presentations? Have you gotten some coaching to polish and improve? Have you polished your recruiting presentation recently?

Think outside the boxa��for a change.

Martin took his classical music background and added Souza marches and a calliope to Sgt. Peppera��s. But, he didna��t just add thema��he cut the tapes in pieces, turned them upside down, and switched the phrases to provide a somewhat chaotic, yet captivating mosaic.

Are you thinking outside the box? What have you done for the first time this year? What have you done differently? How are you keeping your business fresh and exciting?

No one succeeds alone.

As you can see from these examples, Martina��s genius and the Beatlesa�� creativity resulted in something that had never been heard beforea��and will never be replicated again. But, what would they have been without each other? The Beatles would have been just another English rock a�?n roll group, and Martin would have been just another successful record producer. They melded their talents and were both flexible and adventuresome in trying new approaches.

Whoa��s your partner in success? Real estate agents like to think they do it all on their own. But, studies show that virtually no one succeeds alone. Yes, someone may be the a�?front mana�� (or woman), but therea��s a partner behind the scenes, making everything better.

Remember to thank that partner now and then. It could be your manager, the owner, a trainer, a coacha��or your family.

Now, take these five life lessons to make your real estate career even more spectacular!

LM CoverAre You Achieving What You Know You Can?

You encourage your agents to get coaching. Or, perhaps you coach them. You know how important having someone ‘see you from the outside’ is. But, how about you? Are you going it alone? I know, from managing so many years, it’s a lot lonelier world than being an agent. Who do you bounce ideas off? Who do you trust as your mentor? Check out Leadership Mastery coaching today.

Sign up for a Complimentary Consultation to see if Leadership Mastery would benefit you. What do you have to lose?

Bonus for new coaching clients this month: $1000+ of Carla Crossa��s recruiting, training, and coaching resources FREE ! Includes:

The Complete Recruiter, at $129.95 valuea��the strategies, planner, and dialogues you need to recruit winners

Your Blueprint for Selecting Winners, a complete interviewing guide, a $79.95 valuea��free.

Recruiting Objection Busters, scripts and dialogues to counter the toughest recruiting objections, a $40 value

Business Planning for the Owner, Manager, and Team Builder,a $100 value

Operations/Orientation Manuals and Checklists, a $30 value

Coaching Companions to coach new or experienced agents, a $200 value

Advantage 2.0 facilitator guide, a complete training program (a $500 value)

Click here to learn more about Leadership Mastery Coaching.

Click here to schedule a complimentary consultation to find out more about the program, ask questions, and see if ita��s a a�?matcha��. After your consultation, youa��ll receive a a�?thank youa�� of a 2-pack management audio CD series.

interview with clip boardIs your selection process ‘seat of the pants’? A�I think it’s a big problem today in the real estate industry. Do you? Let me know your feedback about the comments below.

Ia��ve already provided you one a�?whack up the side of the heada��. That a�?whacka�� was about recruiting. Herea��s another a�?whacka�� for managers. This ‘whack’ is about selection–or the lack thereof by the real estate industry today.

Before I start: Where does the a�?whacka�� come from?A� My dad used to say when my sister and I were behaving badly he thought we needed a a�?whack up the side of the heada��. Dona��t worry. He didna��t actually do it, but we did pay attention when he said it, because we knew it was time to stop, look, and listena��and change our behavior! Ita��s time, I think, for brokers to get that a�?whack up the side of the heada��, too.

Selection a�?Whacka��: A�That a�?Give Everyone a Chancea�� song is so played out.

Ita��s time for us brokers to get serious and re-vamp our selection process. Start thinking of your potential recruits as a�?candidatesa��. It helps us use a selection process to actually screen candidates, not just sell them on us. Other businesses have used stringent candidate screening processes for years. We are about the only industry left that doesna��t use a planned interview process. The a�?on firea�� market covered a multitude of sins. However, our less than skilled business practices dona��t work for us when we need real workers and when our clients expect a high level of service.

Recommendations:

Get and use a planned interview process.

Spend at least A? of the time you have with a candidate asking questions and listening.

Ask the right questions (questions about their pasts). Practice those questions and keep a list of them in front of you. Do you know what ‘past based questions’ are? They’re like a crystal ball. See Your Blueprint for Selecting Winners for exactly how to craft them–and lots of examples.

Use the hiring ratios great companies use: Hire only one out of five candidates at minimum and one out of ten to create a quality company. Do these ratios this frighten brokers? Sure. It means we must become skilled recruiters. Businesses hiring service people use hiring ratios of one to twenty.

Ask yourself: Would you hire a secretary with the interview-to-hire ratios you hire agents? Do your agents have as great an impact on the perception of your company from the public as do your staff?

Create a a�?mutual expectationsa�� dialogue to assure that agent sees the value in your training, coaching, and start-up plan. a�?You never have another chance to make a first impressiona�? is the truism here.

Bottom line question: Are the agents youa��re hiring tough and good enough to deal with the discriminating client of today?

Tell me: If you believe real estate managers aren’t being as selective as they need to be, why?

Have you Polished your Selection Process?

Blueprint_Ebook_DisplayFor an 8-step ‘sure-selection’ process, plus those fantastic ‘past based’ questions, see Your Blueprint for Selecting Winners, and update your selection process to find more winners with less effort. A�(all online, so you get immediate access, and can start using it with confidence today!)

Mar
01

Are You Gutless about Termination?

Posted by: | Comments (0)

man ponderingThis month, I’m featuring leadership. Part of leadership is to know who to hire–and when to fire.A�How to let someone go fairly–with grace–is a huge challenge for many managers. This challenge just came up again. I was just asked by an association of real estate companies to do a leadership webinar on standards. Before I do a ‘live’ presentation or a webinar for a particular group, I use my Pre-Conference Survey to find out exactly what their needs are.
(Note: If you do presentations for ‘outside groups’, consider making a pre-conference survey so you find out their exact needs, cultural specifics, and market differences. It makes a huge difference in your ability to deliver to their needs). This was the question that stood out most to me in the survey.

Question: How Do You Terminate Someone Fairly and Effectively?
Do you believe that the person who is failing knows he/she is failing? Of course they do. And, the longer they fail, the further down their self-esteem sinks, the further their confidence shrinks, and, finally,

the person simply quits working!

They still may be employed/contracted with you, but, they aren’t doing the things necessary to move their job forward. So, it’s not fair to simply let them continue failing. Nothing will change. You must step in.

The ‘One Last Chance’ Conversation and System
I’m a huge believer in game plans and systems for situations. That means you are fair with everyone. One of the reasons managers don’t want to fire is that they are afraid they will be unfair–or perceived as unfair. The way to take away those fears is to implement a system to give each person one last chance (this is after you have tried your normal coaching and training methods).

What’s in the One Last Chance’ Conversation
Here are the steps to terminate someone fairly and with grace.
1. Call the meeting. Do not engage in small talk. This is serious; it has no social aspect.
2. State that the person has not met your standards (minimum expectations). You DO have those in place, right?
3. Tell the person you will provide them one last chance.
4. Show them the performance system you will use (something like The On Track System to Success in 30 Days).
5. Get agreement that the person will use the system.

Make The Time Frame Short
I have been snookered by the best of them! I’ve learned to make the time frame no more than 30 days. You want that person to go right to work. You also must reserve the right to terminate at any time.

Good News: They Will Let Themselves Go 50% of the Time
You will find that many people are just waiting for you to provide that last chance, so they can face the fact they really don’t want to work. They will let themselves go.

When You Terminate
You have given them a fair chance. You have been straightforward. They have not gone to work. All you have to do in your termination conversation is to state just that. 95% of the time you will get no argument. In fact, they will thank you for being honest with them. Using these five pointers will allow you to let them go with grace, and relieve your mind that you are fair in your termination guidelines.

How do you terminate? Or, do you terminate or just let them fade into the sunset?

small LM CoverAre you Confident in your Leadership Skills?

We’re always urging agents to get a coach. But, what about you? Do you have a performance coach you trust? Just think what you could accomplish if you had the skills, technique, and confidence in what you thought was right–to manage effectively. Why not find out about Leadership Mastery Coaching? Just sign up for a complimentary consultation to match your needs to your coach, and find out if this unique performance-based program is for you. Click here to find out more. A�(And–this month, sign up for Leadership Mastery Coaching and receive $1000 worth of resources–systems and training to run your business).

 

Feb
23

More Recruiter Mistakes to Avoid

Posted by: | Comments (0)

man on groundIn an earlierA�post, we explored 5 of the 10 biggest mistakes I’ve seen real estate recruiters make–and, admittedly, I’ve made. After all, I started like most of you–here’s your desk, here’s your phone……you know the drill…

So, here’s the rest of my list. What did I leave out? Why are we selecting so many who fail to make it in real estate?

6. Recruiting agents without the necessary skills or motivation to be
successful

There are the agents that fall over at the first objection (and there are many, even though they tell us they’re tenacious!) We keep beating our heads against stone walls recruiting agents who are deficient in the two skill sets we say are most important to real state success: technical (computer) skills and sales skills. We hire them, and then we pour thousands of dollars down a black hole trying to train them to do the things they wona��t or cana��t do.

Why not hire agents who already have technical and sales skills? In my program, The Complete Recruiter, I ask managers to make a list of the skills and qualities they feel are critical in the agents they hire. Please do that. Then, create questions that bring out whether an agent has the skills and qualities you need.

7. Talking too much in the a�?interviewa�� process

Well, ita��s not really an interview process to most managers. Ita��s actually a talk marathon, where the manager talks to the would-be agent until the agent gets tired and agrees (or not) to join the company. Thata��s what dozens of agents have described as their a�?recruiting interviewsa��. Your first hour of the recruiting interview should be contoured like this: The interviewee talks A? of the time. You talk A?. What are you doing while the interviewee is talking? Asking questions and listening. What are you listening for? Whether or not that interviewee has the necessary amounts of the skills and qualities you want. How do you assure youa��ve got the complete story? Probe around that one idea until youa��re completely assured that the interviewee has sufficient strength of that trait or skill.A� The CompleteA�Recruiter has lots of tips on mastering sales skills for recruiting. This is just one of them.

8. Selling all the features and benefits of the company in the same way to each recruit

Thata��s simply because the manager didna��t ask good questions at the beginning of the process. If he had, he woulda��ve discovered what needs the agent wanted met. Then, he woulda��ve designed his presentation to meet those needs.

9. No recruiting plan

About three years ago I was the head writer for the CRB (Certified Real Estate Broker) People Management course. This course includes recruiting, selecting, training, and motivating agents for high productivity. I was excited to teach the course the first time, and was thrilled that there were about sixty managers in the course. I found that most of them had been in the business over ten years.

I wanted to create something where they could share recruiting experiences and a�?winsa��, so I decided to do a little contest for a�?best recruiting campaign.a�� I introduced the contest the first morning, and waited for the entries. There were none. At the beginning of the second day I asked the students if it was a dumb contest, or what seemed to be the barriers. They told me that none of them had a recruiting plan, much less a campaign!A� How could you implement your recruiting a�?movesa�� without a plan of action? We pound into our agents heads the idea of business plans. Yet, we dona��t have plans for the most important of all our activitiesa��recruiting. If youa��re among the 95% of managers who dona��t have a plan, Ia��ve provided a simple, straightforward method of planning in The Complete Recruiter.

10. A�No system for agent follow-up

Youa��ve interviewed the agent. The agent doesna��t join that day. Now, what happens? In most companiesa��nothing! You need a contact management system. You need a contact plan. You need materials, and you need strategy. Finally, you need someone to run that plan. Hire a competent assistant and let that assistant engage your plan. This agent follow-up is really a part of your overall recruiting plan. You expect your agents to do it, and you need to do this, too, with your potential recruits. Remember, follow up until they a�?buy or diea��!

It doesna��t take a masterful recruiter to win all the awards. All it really takes is determination and persistence. And, when you look at the few managers who actively recruit, you know that merely taking a stab at inA� a consistent manner will win you many recruits.A� Start now!

CompleteRecruiterHow is your Recruiting Plan Working?

Well, shall we be honest? You probably don’t have a plan. At least, that’s my experience in training and coaching thousands of owners and managers. If you don’t have a plan, how do you know what to do each day to find, select, and recruit those you really want? How do you measure how you’re doing? The Complete Recruiter has it all: the plan, the dialogues, the systems. Get it this month at a blazingly good price, too! Find out more here.

many peole standing recruitingThis month, I’m focusing on recruiting and selecting. And, I have some blazing ‘deals’ on my recruiting resources to help you get a great plan and implement it right away!

Isna��t it amazing the number of things a new manager is supposed to be able to doa��from day onea��even though he or she isna��t trained to do those tasks? Take recruiting, for example.A� As a new manager, I was expected to prospect, get appointments, ask great questions, and select agents who would be successful. But, did I have the skills to perform those tasks with competence? You can bet not!

Even though I was a top-producing agent, I didna��t take the time to think through, and didna��t know how to, apply the sales skills I had used to attain high sales volume to the recruiting tasks at hand. So, I, like thousands of other new managers, just did it a�?by eara��. Along the way, I had some a�?winsa�� and lots of a�?lossesa��. Through my observations of myself and others, Ia��ve created a list of ten top mistakes, so that you can avoid the pitfalls Ia��and others without traininga��have fallen into.

In this blog, we’ll look at the first five. Also, I’ll add some advice I learned from all those mistakes!

1. Charge ahead to hire

It should occur to us that we need to sit in a quiet place and think about the kind of people we want to hirea��before we dive in. But, we are so thrilled that someone is in front of us that it doesna��t occur to us that they bring with them their values and ethics. So, if we havena��t thought out our values, our beliefs, and our perspectives first, we run the risk of hiring people who will then dictate what the company values become. Before you start interviewing, decide what you will and what you wona��t stand for. Write out your values and your beliefs. Then, when you interview, check to be sure that agent carries those same values and beliefs into your office. Someonea��s got to be the leader, and it better be you!

2. Recruiting to old-style management strategies

I know, I know. Just go make those calls and you will get some recruits. Yes, thata��s true. But, wouldna��t it be better if you built a company that stood apart from the others because of its a�?attractorsa��? The greatest attractors today to a company are twofold:

a.A� Does the company have values and beliefs that the agent can live bya��and agree with?

b. Does the company focus its energy on the success of the agenta��or on itself/

If you are still trying to recruit to an old-style dictatorship, or, if youa��ve given up leadershipa��get a clue. Find out what participative management is all about. Find out how to build a team. Figure out how to help each agent reach his/her goals. Now, youa��re on the right track. Re-tool your business structure so youa��re attractive to the entrepreneur of today and tomorrow.

3. Trying to recruit on the company features

a�?Our company is the largest around.a�? Well, guess what? If youa��re a branch manager, and all your branch managers say the same thing, youa��re not going to differentiate yourself that way! You must make yourself a magnet. What about your background provides a benefit to a new agent? To an experienced agent? For example, I was a musical performer and teacher. That taught me performance skills, and how to teach others performance skills. You can see the benefits to agents. Ia��m able to help an agent reach his goals through greater skills.

4. Not differentiating the feature from all the other companies that have the same thing

a�?We have a great training program.a�? So says every company out there. Whata��s so great about your program? Youa��d better be able to tell a�?em and show a�?em. a�?Our training program has a 90% rate in our agents making a sale in the first thirty days theya��re with us.a�? No one else in the area has success figures like that. Herea��s the brochure about our program. It spells out the comprehensive five-step program for new agents. Do you want a program that assures you make money fast?a�?

5. Trying to attract agents through a�?price warsa��A�A�A�

We in the real estate industry just love to hire agents through the bidding wars. We either provide a lower desk fee, better commission splits, or more trinkets and trash. Guess what? Thata��s the chickena��s way out. In reality, price is never the best recruiter. But, if you dona��t have a great company organization, if you dona��t help agents meet their goals, youa��re going to have to compete on price. Ita��s all youa��ve got. Now, work hard to provide real value. After all, consumers pay 10% more for products and services they believe are of quality.

Recommendation: Read Drive–The Surprising Truth about What Motivates Us, by Daniel Pink. The motivators have changed, but no one has told real estate professionals!

So far, what have I left out?

Blazing ‘Deal’ On My Complete Recruiting Systems this Month

Howa��s your recruiting strategy? Have a complete system? Here it is, half pricea��A�at $120 off this month. Purchase The Complete Recruiter AND get Your Blueprint for Selecting Winnersa��a unique step-by-step interview processa��PLUS Recruiting Objection Bustersa��for $120 off (Regularly $250 now $129.95 ONLY this month). This is the cost of just The Complete Recruiter!

The Complete Recruiter provides you the scripts and dialogues you need, the recruiting planner you dona��t have (!), and dozens of tips to recruit the winners you want. Your Blueprint for Selecting Winners gives you an 11-step interview process to assure you interview those you wanta��without unpleasant surprises.A� Recruiting Objection Busters shows you scripts and dialogues to counter any recruiting objection with grace, logic, and attractiveness.

Click here for more information and to order.

small CompleteRecruiter

Blueprint_Ebook_Display