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?
Your good agents–they don’t want to work with non-producers
Your staff–they burn out trying to help those who won’t go to work
Your bottom line–your expenses go up, without profit coming in
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
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.