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Archive for interviewing

These questions will lead you to think you have a winner. You would be wrong….

Interviewing: Throw out these over-used questions and select better team members.

Three Dumb Questions You Should Not Be Asking in the Interview

We all have our favorite interview questions. Yet, most of the time, those favorite questions don’t give us insights into our candidate (think of them as candidates). They give us the answers we want to hear–and the candidate wants to give us!

Before I tell you the three dumb questions, write down your favorite interview question.

Now, the three dumb questions:

1. How much money do you want to make? (or any question to which they are going to give a wild guess, yet interviewer-pleasing answer)

Dumb because: If the agent is new, they have no clue of what it takes to make that money. They are just throwing a number at you.

Rule: Avoid ‘future-based’ questions. They fail to give you real information about that person. Why? Because they are ‘reading you’ and giving you the answers they think you want to hear. They are just guessing about a rosy future.

2. Are you honest? Are you tenacious? Are you ethical?

Dumb because: Any of the ‘value questions’ are dumb because no one is going to tell you ‘no’ to them! Almost everyone thinks they are ethical. Just listen to any agent describing any other agent as unethical….. 

There’s a much better way to find out the person’s ethics and values, and that’s to ask ‘behavioral predictor’ questions. Those are questions based on someone’s past.

3. Will you take part in our ____________? (meetings, trainings, etc.)

Dumb because: They will usually say ‘yes’–and then not appear. Instead, you need a ‘mutual expectations’ dialogue at the end of your interview, where you lay out expectations and get agreement–in writing.

Big principle in interviewing: People behave in the future like they behaved in the past.

Find out about their past.

In my new book, Launching Right: What They Won’t Teach You in Pre-License School, I reveal best interview practices that the would-be agent should recognize. These include asking behavioral-based questions. 

What questions have you been snookered on? How did you change those questions?

What’s your Blueprint for Selection Look Like?

Do you ask the right questions? For an 8-step ‘sure-selection’ process, best questions to ask, and what to put in your selection packages, see Your Blueprint for Selecting Winners. This unique resource is all online, so you get instant access. Isn’t it time to polish your selection process so you don’t have to work so hard and get better results?

Grab my new analysis tool to help would-be agents make best decisions for them–and you.

Do you interview would-be agents? It’s demoralizing to find out about half the agents that go into the business fail in their first year. Why? They hear how wonderful the business is, how they will make so much money…..but they don’t hear the downslide. So, they jump in–whether they should or not! 

In this video, Carla shares a new tool to help would-be agents predict whether they will like real estate–and will be successful. This is from her new book, Launching Right in Real Estate: What They Won’t Teach You in Pre-License School.

Grab Carla’s short analyzer here. (Great for interviewers to use, too. And, it’s a fresh approach to your Career Nights.)

Find Launching Right in Real Estate at carlacross.com.  Here’s to a wonderful career that your recruits will love! (And, if they won’t love it, they’ll find out from the unique analysis tools and descriptions here).

Would-be agents hear all the wonderful things about real estate as a career. Here’s a better way to help them make the best choice for them.

Here’s an interview time-saver: An ‘ideal job’ analysis. 

As a manager or recruiter, you can spend thousands of hours of time educating would-be agents. That’s admirable, but that’s a huge drain on your time. At the same time, those same would-be agents frequently have a very rosy picture of real estate sales. Some of it is factual, but a lot of it can kindly be referred to as a ‘sales presentation’. 

Let The Candidate Do Some Self-Analysis

I’ve interviewed thousands of would-be agents. I’ve found, like you, that much of that ‘interview’ wasn’t an interview. It was an educational session. Finally, I got tired of going over the same things, and put the information in a book. Now, I’ve just published a book: Launching Right in Real Estate: What They Won’t Teach You in Pre-License School.

In it, I attempt to balance the wonderful benefits of a real estate career with the hard facts. One of those facts is that it’s not for everyone. But, how would that candidate know? 

The Self-Analysis Tool

One of the things that sets this book apart is that I provide several self-analysis tools–tools for the would-be agent to use to clarify whether she is a ‘fit’ with the career, and whether she will love selling real estate. The tool below is one of these self-analyses: Your Ideal Job. 

Figure_1.1_Your_Ideal_Job-with-reference

How to Use The Self-Analysis

You can:

  1. Email the analysis with a short note after a first inquiry
  2. Provide the analysis after the first interview
  3. Use the analysis in Career Nights

I love that last suggestion, because most Career Nights are just sales presentations. The savvy candidate will appreciate your handling the interview and the career night as any other profession would. And, that doesn’t start with a sales job!

Let me know how you use these self-analysis tools.  I know they will save you time, and help candidates self-select, so you hire more winners.

Save time. Educate would-be agents to the facts. Prepare your interview process. See what agents are asking–and prepare your presentations. Great for Career Nights, too. Launching Right in Real Estate–available in paperback and eBook now.

The opposite of talking isn’t listening. The opposite of talking is waiting.                   Fran Leibowitz

Ok. Let’s be real. We’ve all been listening in a conversation and just couldn’t wait to get a word in edgewise. To be truthful, we weren’t really listening, we were preparing in our head what we wanted to say. It happens in everyday conversation and it happens when we’re interviewing potential real estate agents–candidates.

We Get Interviewing Backwards

I asked a manager about his interviewing methods. He said, “I just keep talking to them and tell them all the great things about our company and office until I convince them to join. Woops……that’s not an interview. That’s the sales job.

Questions First

Every sales course and every recruiting/selecting course I’ve ever attended–or written–has taught the correct method of interviewing. Here it is:

 

The Sales and Interview Process, in the Right Order

Whether you’re interviewing sales candidates, clients, or team members, creating great interview questions and follow-ups is key to choosing those who fit your team. 

Who Asks the Questions?

The interviewer should have specific, unique questions to ask–and should lead the interview. In Launching Right in Real Estate: What They Won’t Teach You in Pre-License School, I provide this process. In addition, I provide the best questions managers should be asking, and the 5 important questions the candidate should ask.

Your Candidate is Judging Your Expertise

A savvy candidate will have insightful questions ready, and he/she will make judgments about a manager’s capabilities based on the manager’s questions and responses. Up your game by having best questions and having the best answers for your candidate.

Find questions for manager and candidate in Launching Right in Real Estate. 

Here’s a unique self-analysis tool to save interview time and let the candidate choose–or not

Are you spending hours ‘interviewing’–well, not interviewing, but educating would-be agents? Here’s one way to save many hours of time. And, help the candidate choose real estate as a career if it is right for that person.

Does The Candidate Have the Attributes of a Successful Real Estate Salesperson?

Having interviewed thousands of would-be agents, I know the questions they ask. I also know the assumptions they bring into the interview. One of these assumptions is that they can just work whenever they want. As a seasoned professional, you know that’s not true—that is, if you want to make money! These wrong assumptions cause people to fail in the business. I want to help avoid that.

Avoid the Pain of Getting into the Wrong Job

In my new book, Launching Right in Real Estate: What They Won’t Teach You in Pre-License School, I describe real estate sales as factually as possible. One of the things that sets this book apart (besides the facts), is that I created several self-analysis tools. The would-be agent can assess whether he will love real estate—or not–before he leaps into the business, spends his savings–and possibly fails. And, it will help the person who is unsure about entering the business gain confidence that she has the attributes to succeed.

Here’s one of the self-assessment questionnaires in the book:

Figure_1.2_Self-Analysis_Attributes_for_Success-Cross

Provide the Candidate this Self-Assessment Before your Interview or Use in Career Night

You will find that using the analysis tools and information in Launching Right in Real Estate will save you many thousands of hours with would-be agents, and help them make the best choices for them as real estate salespeople–or not.

How does this questionnaire work for you?

If you’re interviewing would-be agents, you can use some help in educating them. This book is a ‘must’. Hot of the presses now as an eBook or paperback, you can see it here.
Managers and Interviewers: Are you prepared to answer these 5 questions?

Here are the five questions you need to be prepared to answer. They probably aren’t the questions you’ve anticipated.

I’ve just finished my new book, Launching Right in Real Estate: What They Won’t Teach You in Pre-License School. It addresses every question I’ve been asked by the hundreds of would-be agents I’ve interviewed. 

Agents Get Many Misperceptions about the Business 

I know. As an interviewer, you want to sell your company, your office, and yourself. That’s fine. But, many would-be agents draw the wrong conclusions from those sales pitches. They get the idea that real estate is easy. They hear they are special. They assume they will make gazillions of bucks–just like they see in those reality TV shows.  Plus, they get information from other sources: Their agent friends, their other friends, etc. The result is that they go into the business with rose-colored glasses. That’s why it’s estimated that over half of all agents who enter the business in any given year are out of the business by the end of that year.  

Agents Need to Look Behind the Curtain

Besides the sales presentations, would-be agents need a full picture of the business, so they can make good decisions. In my Launching book, I give would-be agents the facts about real estate sales. I provide them self-analysis tools so they can find out if they are good candidates for this business. In addition, I give them the five most important questions they should ask their interviewer. Here they are:

 

Figure_9.6_The_Five_Critical_Questions_to_Ask_cropped

Are you asking these questions? How can you prepare for these questions?

Get Ready to Provide the Proof

Throughout the book, I advise these candidates to ask for proof of claims. They hear:

“Our training program is great.” 

“You can make lots of money here.”

“We provide leads.”

“Our new agents make money fast.”

Instead of accepting these statements, I advise interviewees to ask to see outlines, schedules, and statistics. You will stand out if you can verify your sales statements with the facts. 

Grab your copy of this new book to save time and educate your would-be agents. You’ll find it easier to choose winners. eBook is $9.95. Find out more here.

Recruiting: Gain relationships and help great potential recruits hit the ground running!!!!

Try this recruiting tool and hire more winners.

Successful recruiting and selection depends on your forming a trusting relationship with your candidate. Here’s one way to do that. Plus, the bonus: You’ll prepare those great potential agents to sell fast, because they will hit the ground running. 

Managers: Your new agents wait to start training until AFTER they join an office. Why? Think how much faster they could go if they had lots of the organization and training under their belts prior to their first day in the business? Okay. I know. Until they are licensed, they can’t do the things licensed agents can do. But, they can do many things. And all those things get them ready to hit the ground running. At the end of this blog, I’m providing you my checklist, 30 Things to Do Right Now to Hit the Ground Running, from my new eBook, Launching Right in Real Estate: What They Won’t Teach You in Pre-License School.

New Agents Lose Lots of Time Because They are Not Prepared to Start the Business

New agents generally spend the first 1-2 weeks or more getting ‘oriented’. Brokers have checklists to assure they get their keys, join the Realtor association, etc., etc., etc. How long do you estimate it takes the new agent just to get those orientation checklists finished? 2-4 weeks? In some cases, they never finish them!!!!! Not only that, they probably think that finishing those checklists assures they are going to be successful agents. Ha!

When Do New Agents Plan to Start Lead Generating?

My studies show that the majority of new agents want to make a sale their first month in the business. That means they will need to start lead generating their first WEEK in the business! From hiring and training hundreds of new agents, I’ve observed they put off the inevitable (lead generation) as long as possible, hoping ‘there’s another way!’ In fact, the more ‘get ready to get ready’ work new agents doing, the worse their habits become and the less money they make.

A Better Method to Get a Check Fast

Instead of waiting until new agents are are licensed, why not get them prepared to sell real estate while they are in pre-license school? These eager beavers can do things like

  • Decide on the database/CRM they want to use and learn how to use it–with your guidance
  • Populate their databases with 100-300 potential clients
  • Prepare an email/hard copy note/letter/social media announcement to all those in their databases saying they’ve joined_____________ real estate company

How this Helps You Recruit

You will

  1. Form unbreakable relationships from helping great candidates through this checklist
  2. Be able to see if your candidate goes to work and is serious about a career in real estate
  3. Develop a great program to prove to would-be agents you are the best choice (keep the statistics and show how much faster these agents make a sale after licensing) 

30 Things to Do While in Pre-License School

Even though I call this a ‘checklist’, it’s much more than that. It’s really a mini-training program. You can use my eBook, Launching Right in Real Estate as a reference to help agents through the program.

Proof

How do I know this program achieves the three goals I stated above? I used it as a manager. I saw how some people went to work. These same people literally ‘hit the ground running’ and made sales faster than those who waited until they got their licenses.

Click here to gain my checklist. Let me know how it works for you.

 

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!
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.