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.

Do you feel like you need a crystal ball when you’re interviewing? We may think we’re good at picking winners, but, the statistics say we….well, I’m going to say it–we suck.

How do I know? I see the retention statistics in real estate offices. I just spoke with an agent who told me they were hiring lots of people. That was true. However, out of the 150 people they hired last year, only 40 are still with them. Sounds like a lot of work for little reward.

Three Ways to Predict if They will Succeed

  1. They let you lead the interview

Don’t you love it when that would-be agent wants in, and immediately tries to grab the conversation? Usually that person opens with, “What are you going to give me?” Or, I want a special deal.”  There are two problems here. The first problem is that they asked for a special deal and you don’t even know who they are. After having interviewed thousands of would-be agents, I’ve concluded that the ‘importance posturing’ is just that. The second problem is that they aren’t letting me lead the interview process. If they won’t let me lead now, are they trainable? My experience is that they are not trainable. They know what they know and they defend it to the death. 

2. They demonstrate the qualities you want with ‘past-behavior’ questions

Frequently, interviewers ask ‘future-based’ questions, like, “If you were ever in a situation where you had to lie, would you?” Well, of course, the candidate has the ‘right’ answer ready for you. Avoiding any future-based questions is one of the keys to choosing the right interview questions to review what you want to learn. Instead of those future-based questions, learn to ask ‘past-based behavioral predictors’. In the next blog, I’ll explain these questions. In short, these questions revealed how the candidate acted in the past. The truism is 

we behave in the future as we behaved in the past.

3. They demonstrate, through their actions, they possess the qualities and skills you want.

Few interviewers decide in advance the qualities and skills they want in an agent. If you haven’t done that, do it now. Rate them in order of importance. Now, create questions (past-based), that will reveal to you whether the candidate has the qualities and skills you want.

In my new book, Launching Right in Real Estate: What They don’t Teach You in Pre-License School, I give would-be agents the qualities will-be successful agents possess. I also provide them some questionnaires to help them determine whether they have those qualities.

Here’s my list:  

 

What’s your list? What questions do you have that indicate whether the candidate has the qualities you’ve observed show they will make in the real estate business?

Check out this new eBook. It will save you hundreds of hours of interview time, and help would-be agents self-select.
Rather than spending hours educating that would-be agent, use the self-analysis tool here.

Interview time saver: Use this self-analysis tool. 

Having interviewed at least hundreds of would-be agents, I know that they really don’t want to be interviewed. They want information. So, I used to spend hours educating them. That is, until I figured out that shouldn’t be my job. But, somebody has to, right? That’s why I wrote Launching Right in Real Estate: What They Won’t Teach You in Pre-License School. 

Pre-qualifying Tools for You

When I wrote the book, I was thinking of those hundreds–or thousands–or hours I spent, and how futile that was. Why? Because the majority of those people either wouldn’t go into real estate or weren’t serious about making it a career. Was I naive? Sure. Did I do a poor job of screening? Yes.  But, that’s how I learned to provide the information would-be agents need, and the self-screening tools to help them make the best decisions for them.

Help Them Choose the Best Job for Them

One of the pre-qualifying tools I created for the Launch book is called ‘What’s Your Ideal Job’? This helps people clarify what they really want. It also opens the door for you to probe further to find out what’s really on their minds.

Make your Career Night Stand Out

Most career nights are simply sales jobs. The speaker tries to convince everyone to join the company. And, these speakers are good salespeople! So, many people go into real estate sales who really shouldn’t be there. That’s one of the reasons we have those high turnover rates. Using the self-analysis tools in the Launch eBook for your Career Nights will help you screen people properly–and will help them separate the myths from the truths about selling real estate.

The Self-Analysis Tool: What’s Your Ideal Job?

Use this in your Information Package and/or Career Nights. Let me know how it works for you. Here’s to an effective, time-saving process for pre-screening your candidates.

Figure_1.1_Your_Ideal_Job-with-reference

Check out my new eBook, 1/2 price at $12.95 pre-publication. Will be out in a couple of weeks!
Are your new agents struggling with time management? Here’s an easy way to help them.

A simple way to help your agents manage time.

We all have the same amount of time. Yet, some agents start their careers like rockets, launching fast. Others just can’t seem to get a foothold. 

I’m just finishing my new book, Launching Right in Real Estate: What They Won’t Teach You in Pre-License School (out in about 3 weeks). Although the book is written for the person thinking about real estate as a career, or is in pre-license, this book actually is a treasure trove for any agent. Why? It

  1. Lays out a simple, effective business start-up plan
  2. It exposes the mistakes agents make in launch, that costs them time and money–and sometimes a whole career
  3. It helps agent budget–both personally and professionally

Time Allocations for Newer Agents

New agents attend training school. They learn lots of interesting–and sometimes valuable-information. But, they seldom learn how to organize their businesses, prioritize their time, and measure their advancement. One of the basic premises to success is to allocate their time to the right activities. Here’s my list, from Launching Right in Real Estate:

Figure_3.6_Time_Commitments__How_To_Allocate_Your_Time

Common Time Management Mistakes

The new agent: We go into real estate with lots of confidence. We love houses. We like people. We want to help people. Then, we find out there’s a whole lot to learn. So, we spend most of our time ‘getting ready’. I’ve watched new agents spend many months learning–and avoiding jumping on what I term the sales path--talking to, working with, and selling homes to real people. 

Compare Your Agent’s Time Management to My Allocations

Use my time management allocations to coach your agents. What do you see as differences? What are the activities leading to a sale? What are the activities that actually protect you from working with those challenging people–those potential clients? What adjustments do you want to make to create a faster career launch for yourself? 

Want to save time and inform your would-be agents? Use my book, Launching Right in Real Estate: What They Don’t Teach You In Pre-License School. I’ve addressed the hundreds of questions and concerns would-be agents have. See what I’m advising them! Order now at half price: $12.95. Publish date: July 15.
Do you do career nights? Here’s a great way to get your attendees involved.

Holding career nights is one of the lead generating methods recruiters use to find great recruiters. But, too many career nights sound the same: Sales spiels of the company and how great the company is. After while, it’s not believable. Instead, why not use some methods to involve attendees and help them self-select for real estate. 

Hiring Someone Who Won’t Contribute Doesn’t Help You

First, before I show you my  quick questionnaire of self-analysis, let me ask you: Do you want to hire anybody, just to have a body? I know. Managers tell me they are careful who they hire. Yet, 50-75% of their hires fail in the first year. How does that compare with retention rates of other businesses? Not so good–in fact, it’s pathetic…..

What Do You Gain with High Turnover?

Well, you do gain bodies and momentum for a short time. You gain bragging rights. Maybe you even gain market share–at least agent market share. And, it takes some time to see what you are losing. So, what do you lose?

  1. Your good agents–they don’t want to work with non-producers
  2. Your staff–they burn out trying to help those who won’t go to work
  3. Your bottom line–your expenses go up, without profit coming in  
  4. Your position in the market–you become the place to go where people don’t work

Help Them Screen Themselves Before they Enter Real Estate

I’m just finishing my book, Launching Right in Real Estate: What They Don’t Teach You in Pre-License School. In it, I’ve put several self-analysis tools to help those interested people decide whether they will love real estate, are willing to do the work, and what it takes to succeed. Here’s one of those analysis tools: 

Figure_1.2_Self-Analysis_Attributes_for_Success

Make Your Career Night Stand Out: Be the Counselor, not the Salesperson

Most people who hold career nights act like super salespeople, and they may be. But, just selling someone on something without interviewing them is against all the sales principles we use today. Why not follow the guidelines of principles sales, and inform, educate, and counsel. You’ll stand out as a quality company who upholds its values and chooses wisely. Great recruits will appreciate your approach.

Let me know how this self-analysis works for you.

Save time in your interview. Be sure your interviewees are informed so you can do a real interview, asking in-depth questions. Launching Right has the answers to would-be agents’ questions. Order it now at 1/2 price–$12.95 Published July 15.
Here’s why your agents aren’t achieving their potential–and what you can do about it

Here’s why your agents aren’t achieving to their potential, and what you can do about it. 

Each week, I do a live Zoom coaching call with all those agents and coaches in my Up and Running in Real Estate program. This week, we talked about why many agents don’t make it in real estate–or fail to achieve their goals. 

We’re New: How Would We Know what Good Performance Looks Like?

I surveyed 400 agents under three months in the business to find out their expectations for income–and when they expected to make their first sale. (See Launching Right in Real Estate: What They Won’t Teach You in Pre-License School). The majority of these agents said they expected (not wanted, but expected) to make their first sale in 30 days. What does that mean? They must go to work lead generating their first week in the office. But, most agents feel they just can’t go talk to people. They need training. Lots of training. So, they sit in the classroom for weeks, soaking up the expertise of the instructors. Then, unfortunately, their money runs out before they really get started. Their self-esteem goes in the dumper. They don’t know what good performance looks like.

Coaches provide the Framework for Good Performance

Let’s say you want to learn to play the piano. So, you come to me for piano lessons (I taught piano for several years). We have our first lesson, and I give you the assignment: Practice the lesson a half hour a day.  That is the expectation. You are accountable to play for me next week–and to play up to an acceptable standard. I’m serious that this is the way you’ll learn to play. But, you don’t practice that week. When you come to your lesson, guess what? I’ll have to fire myself as your teacher. Why? Because my reputation depends on your being able to play. Not only that, you told me you wanted to learn to play the piano. 

Accountability in the Real Estate Office: Coaches Have Three Jobs

Your new agent just doesn’t know what’s expected of her. She doesn’t know what it takes to succeed.

  1. Your first job as her coach is to lay out a program that will get her the sales she desires in the time frame she desires. That’s the ‘music’.
  2. Your second job is to provide expectations. 
  3. Your third job is to hold her accountable to the actions she agreed to do. 

Anything Goes…

In many real estate offices today, there are no expectations. There isn’t any accountability. Even though we provide training and good advice, agents get the idea they can take it or leave it. When they leave it, they fail. Because we don’t carry through, agents think they don’t have to do certain activities to achieve. 

How do you use the laws of achievement (a plan, expectations, and accountability) to help your agents succeed?

 

I’ve put the plan, expectations, and accountability all in my online program, Up And Running in Real Estate . Check it out here.

We’re training more but are we getting more results? Watch this quick video to see how you can increase your training results dramatically–just by thinking differently.

Struggling to create or refine that course? Join our Trainers’ Masterminds, where we work on presentation skills and polish your course. This includes live and online deliveries. We meet via Zoom once a week for 8 weeks. This is a small, participative work group that gets results. Carla is your coach.

Call 425-392-6914 or email carla at carla@carlacross.com to learn more. 

Jun
10

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Be prepared for these questions in your interview.

Here are the questions I think are most important for a would-be or transferring agent should ask their interviewers. 

Unfortunately, the interview process is not as practiced or prepared by either party as it could be. So, the interviewer doesn’t find out critical information from the candidate, and the candidate asks a few general questions. I hate to say this, but some interviewers spend most of the time selling the candidate on the benefits of that particular company. Candidates get excited and join–and then find out there’s more to the story.

Any Surprises Should be Good Ones

It’s very dis-enheartening when the agent new to an office finds out that something he heard–or assumed–was not exactly  what he found after being hired. Guard against that by fully informing that would-be agent prior to hiring. The only surprises the agent should get are good ones! 

It’s a Retention Issue

 I don’t think we in real estate appreciate how important our approach to interviewing and onboarding is to retention. According to a recent business onboarding survey, the majority of those new to companies (all companies, not just real estate), decide in the first 30 days whether they want to stay with the company. It pays to be fully transparent and consistent, from that first interview, through onboarding, and into training.

Those Questions Candidates Should Ask

Here are the questions, excerpted from my new eBook, Launching Right in Real Estate: What They Won’t Teach You in Pre-LIcense School.

Figure_9.6_The_Five_Critical_Questions_to_Ask_cropped

What do you think I’ve missed with this critical list of questions?

P. S. Launching Right in Real Estate has 77 questions or categories for candidates to choose from, to assure they get the information they need to make the right choices for them.

 

Save time. This eBook will educate those would-be agents, so you don’t have to. And, you want to know what they’re being told. Hot off the presses at the end of June, pre-order at half price–$12.95 (regularly $24.95). Lots of information, too, that’s great for Career Nights.

Launching Right in Real Estate: What They Won’t Teach You in Pre-License School.

Have great would-be agents studying for their real estate license exam? Pass on these proven tips to pass the first time.

You’ve interviewed that would-be agent with great potential. Here’s a method to not only stay in touch, and support them like no other manager will.

Launching Right in Real Estate, What They Won’t Teach You in Pre-License school, tells would-be agents everything they need to know to choose real estate as a career, how to prepare for the license exam, the secrets of a great interview, choosing the best company, office, and manager for each individual–every question a would-be agent has! Here’s an excerpt from the chapter on real estate exams: What to expect and how to pass that exam the first time.

Tip #1: Before each in-class session, or when you start your next online chapter, skim the new chapter for highlights. Then, read the chapter carefully. You need to get the “big picture” before you grasp the details. This is “the forest and the trees” study truism: “You can’t see the forest for the trees.” When you use this study tip, you will see both when you need to.

Learning Fact: Experts tell us we “learn what we already know.” In other words, you must have a context for what you are learning. By seeing the big picture first, you have context. Then, you fill in the blanks with the details. Works every time… I promise.

Tip #2: Right after class, review your class subjects and notes. Why? We remember only ten percent of what we’ve heard three days after we heard it.

Learning Fact: We learn through repetition. You will need to revisit each concept at least six times to commit it to memory.

Tip #3: Make a notebook (hard copy or online) with all the definitions you covered in each class session. Create test questions to match words and definitions.

Learning Fact: It takes time and repetition to make that learning stick long-term. Now you are making your learning go deeper. You are rearranging it so you really grasp it.

Tip #4: If you learn through listening, and you can’t listen to audio only, record yourself saying the definitions. Play these in your car as you drive.

Learning Fact: Use all the senses to learn. Seeing, hearing, and using the material increases your retention to 65 percent three days later.

Tip #5: Keep up with the class work. Faithfully attend every session and study every chapter. Study regularly between sessions. If you have ever gotten behind on your work in school, you know why this is important!

Take every practice exam until you are comfortable with the process and format.

Learning Fact: When you are successful doing something, your fear goes away, and you look forward to doing that again. Train yourself to win!

Taking the Test

Face it. We have all had exam anxiety at some time. Here are five pointers that will help you relax, control your emotions, and pass the test the first time you take it:

  • Read each question slowly; then, read all the possible answers. Do not jump to conclusions to mark the “right” answer. Instead, tell yourself why each answer is wrong. By the process of elimination, find the only answer you think is correct. If you find two out of four that may be correct, leave that question and come back to it.
  • Remember, the point of the exam is to limit the number of agents coming into the field. One of the ways to do this is to write exams where exam takers jump to the “right” answer. Do not fall for it!
  • Do not answer any questions unless you are absolutely sure of the answer. Skip questions for which you are unsure and come back to them. You will either remember the answer later as you “warm up,” or the remaining questions will give you some hints as to the other answers.
  • Take your time. You will have plenty of time to answer each question on the exam.
  • Build your self-confidence as you start by skimming the exam. Find some questions you are certain you can correctly answer and answer them first. Amazingly, when your mind gets warmed up, you will find you can think through questions that baffled you when you tried to attack them at the beginning of the testing period.
  • Let the test give you the answers. By reading through the complete test first, answering only the questions you are sure of, you will find hints of other answers. Your confidence will soar, and you will find you are answering more questions as the test period continues.

These tips are excerpted from my new eBook for anyone interested in real estate as a career. Carla Cross, CRB, MA, has interviewed thousands of would-be agents. As a successful real estate agent, manager, owner, regional director, and international trainer, Cross knows the questions you have—and what you may not be told—and should know. Order her new eBook here. 

Managers: Use this to inform those great potential agents while you save time so you don’t have to answer the same questions again and again. Helps the best candidates choose real estate as a career and take it seriously.

 

Here’s something to put new energy and interest into your Career Nights.

In my new book, Launching Right in Real Estate: What They Won’t Teach You in Pre-License School, I provide several self-analysis tools so people can make the decision that’s right for them. Unfortunately, often would-be agents are not informed. Instead, they’re sold. They get excited about real estate as a career, see the ‘easy money’, and think it’s for them. Not so fast. Selling real estate can be a wonderful career for the right person. And, it’s the wrong career for some people, too. 

Put the Selling Aside and Let Attendees Discover

Unfortunately, Career Nights can dissolve into sales pitches. Instead, give some time to helping attendees discover whether they are right for real estate.

Use this quick questionnaire help attendees rate themselves in the qualities that make agents successful.

Take the Questionnaire Yourself. How Many Threes Did You Give Yourself? 

You can rate yourself from “3”, which means you rate yourself as having lots of that quality, to a “1”, meaning you have not so much. 

Congratulations! Every ‘3’ represents a quality that successful agents exhibit. Here’s what I mean.

#1. Successful agents get up in the morning and start their day in a productive way. They have a great deal of self-discipline. No one has to kick them out of bed or tell them to get to work.

#2. Successful agents finish the job, even if it takes them 12 hours that day. Unsuccessful agents great selling real estate like a 9-5 job. Doesn’t work with clients!

#3. Successful agents don’t shy away from challenges. They’re always learning and striving.

#4. Successful agents don’t wait for someone to invite them. They organize, motivate, and inspire!

#5. Successful agents have a great belief in their abilities to succeed, even when others don’t.

#6. Successful agents always keep their promises; clients can count on them.

#7. Successful agents are ‘learning based’. They don’t believe their training is over after that initial office training!

#8. Successful agents love accomplishing things. That’s their motivation–not just the money.

#9. Successful agents learn to handle the great deal of rejection we get in this business. They’re very tough-minded.

#10. Successful agents are willing to jump off the high diving board without gathering every bit of information available anytime. 

What’s a Trait of Successful Agents I didn’t mention?

Let me know what I missed. There are a myriad of qualities and traits successful agents exhibit each day.  Also, let me know how this energizes and changes your Career Nights so they stand out from the others.

 

Save time. Prepare would-be agents for your great interview and for a successful career. Purchase now in pre-release for 1/2 price. Now $12.95. Release is June 1. Great for managers to use for Career Nights or information for would-be agents.