Every time a National Association of Realtor survey comes out, I eagerly get it. Why? It gives us clues into the trends and directions of our industry.A� There are two major reports that come out yearly or every two years: The Member Profile and the Profile of Buyers and Sellers. I highly recommend you get these reports* and use them to educate buyers and sellers. Youa��ll find you become much more credible when youa��re using statistics from a third party source, instead of trying to convince buyers and sellers youa��re righta��because you know youa��re right!
Before you read this, take my true-false a�?exama�� to test what you know about Realtor trends. Click here to get it.
How did you do on the true-false a�?exama��? I didna��t create it to a�?testa�� you. I created it to crush some old assumptions. And, I want to point out what some of these trends mean to you and what we need to do about them.
Note: These reports are available at Realtor.org at a discount for Realtors:
http://www.realtor.org/research-and-statistics/research-reports
In the next few blogs, I’ll discuss some of theseA�true-false statements and show how theya��re important to you and your agents. Ia��ve put the number of the statement before my comments. Let’s tackle #11 first, since it’s time to review your business for last year (2016) and help your agents put together their business plans for 2017.
- According to the survey, a total of 32% of a Realtor’s business came from past clients and referrals. Doesna��t that seem like very low numbers to you? In fact, 29% of Realtors said they got NO repeat business! That means, as a real estate owner once told me, a�?That agent is in the business one year twenty times.a�? And, even more shocking: 21% of Realtors said they got NO business through referrals! And, the median was only 18%.
Do you know what your agents’ sources of business numbers are? If youa��re a committed real estate agent, you should be getting 70%+ of your business fromA� past clients and referrals. Measure your sources of business right now, and make a plan to capture ____% of your business from these best sources for 2017. Join me in my complimentary business planning webinar on Nov. 8 and I’ll tell you what I think a ‘safe’ number would be as a goal.
Complimentary Business Planning Webinar Coming Up Nov. 8–Grab your Seat NOW!
If youa��re like most real estate professionals, you create some type of a business plan this year. But, maybe it didna��t work for you. Or, maybea��you just didna��t work it! Join us Nov. 8 at 3 PM Pacific time) to get the answers you needa��and the inspirationa��to make a bullet-proof plan for next year.
During this fast-paced webinar youa��ll see:
- Why your plan probably didna��t work for youa��and what to do about it
- How to definitely find out what will work for YOU (not someone elsea��s plan!)
- How to anticipate market shifts (!)
- What to STOP doing in 2017
- What one thing will assure your business plan works
- Bonus: 10 Creative Marketing Ideas for your plan
Included handouts:
- The strategic planning process created exclusively for real estate professionals by Carla Cross
- Review: Your best sources of business (so you know what to keep doing and where to stop spending marketing $$$$$)
Managers: Youa��ll get tips on how to help your agents create great plans!
Click here for more information on the webinar and to register.
How to Motivate the “Tough Case” Agent
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It’s getting toward the end of the year. It’s time to coach again, so I’m featuring coaching tips this month.
Here’s how to motivate the ‘tough case’ agent.
Do you have any seasoned agents in your office who have lost their fire? Therea��s probably no challenge for a manager today greater than that of rejuvenating your experienced, valued agents. Even though your market is better than it was, these seasoned agents just dona��t seem to be able to re-light those fires of desire. Youa��ve tried being supportive and empathetic. Youa��ve even given them leads. Nothing has seemed to work. What are you going to do to retain these agents, motivate these agents, and get them back into the fray?
Before We Start: What Doesna��t Work
As a coach, Ia��ve been working with management teams to save and re-generate the careers of experienced agents. One of the biggest mistakes Ia��ve seen managers make is to try to help these seasoned agents through support and empathy. Thata��s just not enough. And, ita��s actually demeaning. Yes, some empathy is needed. But, my observation is that it too often drifts into sympathy. Instead of motivating these seasoned agents to get back at it, these well-meaning but misguided managers are sympathizing the agents into a deeper
Motivating in an On Fire Market
Do agents actually slump in a great market? Of course. They sit around and watch others’ success and wonder what’s wrong with them. But, in my experience, few have the ability to analyze what’s going on and actually make a plan for effective change. As a manager, you have the ability to not only provide an atmosphere, along with a platform, to motivate that agent back into the business, you can go much further than that, to a�?inspirationa�?.
Just think what would happen if you could get that seasoned, slumping, a�?stucka�� agent back into the business with fervor. The whole attitude of your office would improve. Your coaching would work. Your training would be well attended. Your bottom line would look much healthier.
Two Steps to Create an Awesome Motivational Office
Ia��ve created a two-step approach to re-ignite your seasoned agents. In the next few blogs, Ia��ll show you exactly how to not only motivate those agents, but go way beyond motivation to inspiration.
Before I give you my approach, let me ask you to think about what motivates you. What re-lights your fires of desire? How have you noticed your seasoned agents ‘checking out’? Do some observation and research before you read my next blog post.
Our Coaching Helps You Motivate
Carla Cross’s extensive background and study into effective motivation is an extra benefit to you in her Leadership Mastery coaching program. Click here for a complimentary consultation.
If You’re Coaching: Are You Really Motivating?
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If you’re coaching: Are you really motivating? This month, I’m focusing on coaching. Why? Because we have one more quarter to reach our goals. Coaching is proven to help all of us stay focused and get what we really want!
Are your motivating methods working? If you’re using the methods most managers use, they aren’t working like they used to. Why? Because today’s agents just aren’t motivated by the things ‘workers’ used to respond to. Today, it’s very important that we motivate effectively, because we have to get our agents into the market with confidence–and tenacity!
Motivational Methods Must Change
In his revealing and surprising book, Drive: The Surprising Truth About What Motivates Us, Daniel Pink lays out a persuasive case, backed by extensive scientific studies, about why the traditional a�?carrot and sticka�� motivational methods just dona��t work for us today. Ita��s especially true with real estate professionals. Why? Because we in effect work for ourselves. We have to be self-starters, initiators, and tenacious in our pursuit of our goals. That means we have to be motivated by things other than promises of material things.
Why Money Doesna��t Work as a Motivator
First, as Pink points out, money and/or material things are good short-term motivators. (Read Herzberga��s studies on short and long-term motivation). In fact, just take a look at the number of real estate agents who are motivated to visit an open house when therea��s food! But, as Herzberg and others have pointed out, money is a lousy long-term motivator. You know that if youa��ve tried motivating your kids with moneya��or threats (the carrot and stick).
I know. The agents all say they need to make more sales. But, what have you noticed they are willing to do to make those sales? Lead generate more regularly? Make more sales calls? We all know that lead generating is the answer to that money problem. Yet, the vast majority of agents avoid lead generating as if it gave us some chronic disease! So, money is just not an effective long-term motivator.
Best Motivators to Motivate Others
Pink shows, via extensive studies, that there are three driving motivators which we should put to work today to fire ourselves up, keep those fires lit, and achieve what we want to achieve. They are:
- Autonomy
- Mastery
- Purpose
Questions to Ask Your Agents to Get Them Excited Again
AboutA� Autonomy
- Are you in charge of your own business, or are you waiting for someone else to tell you what to do?
- Do you expect your manager to make you go to work, or are you self-directed and self-starting?
- Are you disciplined in your business, so you can enjoy that autonomy?
Seth Godin, author of Tribes,A� says about autonomy: The art of the art {of autonomy} is picking your limits. Thata��s the autonomy I must cherish. The freedom to pick my boundaries.
My question to you: Do you have agents that you believe will never operate in autonomy? Don’t you need to invite them to another profession?
AboutA� Mastery
- Are you working just to get by, or are you consistently working to get better? What do you want to excel at? How does that translate into your business?
About Purpose
- What excites you so much you cana��t sleep at night?
- Is there a way to translate that to your real estate business?
The desire to do something because you find it deeply satisfying and personally challenging inspires the highest levels of creativity, whether ita��s in the arts, sciences, or business. A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A�A� Teresa Amabile, Professor, Harvard University
More about effective motivation today:A�I’ve taken these new motivational techniques straight to the real estate industry with my new speaking presentation,A�Light ‘Em on Fire: Newest Motivators to Inspire your Team. Email me for information on bringing this inspiring presentation to you.
Our Coaching Helps You Motivate
Carla Cross’s extensive background and study into effective motivation is an extra benefit to you in her Leadership Mastery coaching program. Click here for a complimentary consultation.
Is Your Highest Producer REALLY Your Best Producer?
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Is your highest producer really your best producer? Not necessarily. We managers are frequently asked to ‘quartile’ our team, or evaluate our team members–to somehow rate the salespeople with us. Usually, we just start with the highest producer and work downward. But, is your highest producer your best producer?
‘Weigh’ Your Team Members Using your Values
When I was teaching CRB (Council of Real Estate Brokerage Management) courses nationally, I frequently heard the comment, “My top agent is not a team player.” Brokers complained their top agent didn’t represent the best in the company. So, the question is, “Is that really your top agent? Maybe not–and not, for sure, if you value team play!
Your mission should define your rating system. Bring out your vision or your mission statement. What values do you hold dear? Do you say that your salespeople are ‘team players’? Do they provide exceptional customer service? Have they committed to a long-term career? Is one of your values that each member is contributive?
Develop a Weight System for Accurate Evaluation
Let’s say that your five top values are:
Production
Team player
Customer Service
Longevity
Company contribution
Assign a range of 1 to 4 points to each value (4 is the highest score). Finally, score each agent in each of the five areas. Now, list your agents, starting with the highest cumulative score.
Why Values-Based Ratings are Important
Your values define you and your company, both within and with your clients. When you tout the ‘highest producer’ you are inadvertently endorsing that set of values as the values most important to you. Unfortunately, what we wish for we frequently get! In this day in age where the consumer is wary of ‘salespeople’, it’s time to define, rate, and reward your salespeople with the values you treasure. You’ll change the culture of your company for the better, and start hiring to the profile you really want.
What did you find when you developed a ‘weight’ system? What did you use as areas? What can you add to this discussion?
Tip: If you have an assistant manager, designated broker, or coach, ask them to also rate your agents. What do you see as differences between yours and their ratings?
A�Why Not Get Further Faster?
You have great ideas. But, you’re not sure if they’ll work. How about bouncing those ideas off a seasoned, successful coach? You have lots of systems you want to get in place. But, you know it would take years of ‘test marketing’ and design to get them finished–and you don’t have years. Sign up for a complimentary consultation with Carla Cross and see if Leadership Mastery Coaching would benefit you.
Tips To Put some Pep into Your Career Nights
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Are your career nights frankly boring? Here are some tips to put some pep into them.A�A�Are they dazzling, informative, and truthful? Or, do you just plow through the material and hope, at the end, you’ve ‘covered the material’? Career Nights are one of the 11 methods of finding recruits. Why not optimize your chances of finding more winners?
See the bonus for your Career Nights, too, at the end of this blog.
Here are three ways to assure your Career Nights involve, provoke, and capture the attention and imagination of your audience.
1. Help them discover their own business attributes
Are you using some analytical tools that help the attendees discover if they would be a ‘fit’ for real estate sales? In my new eBook, What They Don’t Teach You in Pre-License School, I provide some analytical questionnaires for would-be agents so they can discovered whether they would love real estate sales.
Point: It’s much more interesting talking about yourself than hearing others talk!
2. Provide them a solid job description
But, don’t just hand it out. Instead, work with them in listing business-producing or business supporting activities. Help them prioritize the activities that make them money–and cost them time. What They Don’t Teach You in Pre-License School has a job description for a successful real estate agent. Do you provide a job description at least–during your interview?
Point: Most agents never get a job description, and end up doing many things that don’t make a difference in their careers.
3. Help them discover their ideal job
In the pre-licenseA�ebook, I haveA�attendeesA�answer a questionnaire that helps them discover their ideal job. The truth is that some people will love selling real estate, and many won’t. Wouldn’t it be better for everyone involved to figure that out prior to making the decision to go sell real estate?
Point: We don’t need more licensees. We need more people who will love selling real estate and be compelled to do it well!
What do you include in your Career Nights that makes it exciting, involving, and truthful? Is it helping you choose winners?
This month, when you order my eBook below, I’ll include the documents from the eBook ready to use in your Career Nights.
Save Time and Make your Interviews Work for You
See more about that eBook here. There are dozens of ideas you can incorporate into Career Nights, your interviews, and your recruiting packages.
You’ll save hundreds of hours in time, too, so you won’t have to do ‘informational sessions and can concentrate on those invaluable screening interviews.
Managers: Why aren’t you training for sales during pre-licensing? You hire them–then you just wait until they have their licenses to start training.
Give Them a Head Start Instead
Have you thought about a ‘head start’ program for your newbies? If you’re like 98% of managers, you wait to start training your agents until AFTER they join your office as newbies. 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?A� 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 (In Pre-License School) Now to Hit the Ground Running. (from my informative eBook, What They Don’t Teach You in Pre-License School).
We Lose Lots of Time Because They are Not Prepared to Start the Business
You know the drill. We hire that new agent. We spend the first 1-2 weeks with them getting the ‘orientated’. We 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.A� Ha!
When Do Your New Agents Start Lead Generating?
My studies show that new agents want to make a sale their first month in the business. But, when do you think they start lead generating? Do you know? (Better track that so you know who’s going to work). I believe they put off the inevitable as long as possible, hoping ‘there’s another way!’ In fact, the more ‘get ready to get ready’ work you have them doing as licensees, the worse their habits become and the less money they make!
A Different Method to Get Them a Check Fast
Instead of waiting until they are licensed, why not get them prepared to sell real estate while they are in pre-license school? They can do things like
- Decide on the database/CRM they want to use and learn how to use it
- Populate their databases with 100-300 potential clients
- Prepare an email/hard copy note/letter to all those in their database saying they’ve joined_____________ real estate company
30 Things to Do While in Pre-License School
In fact, as I was writing my eBook, What They Don’t Teach You in Pre-License School, I started thinking about how we could really prepare agents to sell real estate–lots of real estate. That’s how I came up with this checklist. Click here to get it.
How to Recruit with the Checklist
This list is not only helpful to those you know you’re hiring, it’s a very effective recruiting tool. It proves to your potential recruits that you care about their career success–even before you hire them!
Here are a few suggestions:
- Offer this checklist to all your new licensee candidates
- Offer this checklist for your Career Nights
- Offer this checklist in your ads (newspaper, Craig’s List, Facebook, etc.)
Take It a Step Further
Why not create a 4-6 module course based on this checklist. Do it evenings, with assignments for the attendees. You’ll be able to see who is willing to go to work. Now, you’ll be able to hire the best!
Save Time! Prepare Your New Agents to Sell Real Estate Fast and Well
This 280+ page eBook is packed with questionnaires, advice, processes, and systems to prepare that pre-licensee for the real world of real estate. You’ll save precious interview time and help winners choose you. See What They Don’t Teach You in Pre-License School. Only $14.95, and immediately downloadable. Now, a Kindle version, too.
P. S. This book will save you hours if interview time because it will weed out the ‘hang my license’ bothersome ones…..unless you want non-producers, of course!
Recruiting: The System You Need for your Interviews
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We’ve discussed the importance of systematizing your recruiting. I’ve given you information about the contents of a pre-first visit folder. Now, let’s take a look at the folder you need to create for that all-important interview process. First: Do you have a firm system for your process? What percent of interviewers do you think use a planned method? What percent ‘wing it’?
Note: Although we know recruits are the lifeblood of our offices, it’s amazing how we continue to try to ‘wing it’ during the interview process. Assembling these materials will assure that you never are flying by the seat of your pants–or look like it to the candidate!
Keeping Track of Candidates is Tougher than it Seems When You’re in the Recruit ModeA�
How are you going to keep track of each candidate? If youa��re interviewing five to ten candidates per week (the number necessary to build your office at a rate of 4-5 people per month), you will need a method to keep these candidates in mind. (Ita��s really embarrassing to wrong recall something about a candidate in an interviewa��and find out you have the wrong a�?Barrya��a��.)
Herea��s what should go in the candidate selection folder:
- A�A�A�A�A�A� Phone interview questions and candidate notes from phone interview
- Candidate needs assessment questions
- Candidatea��s application (be sure your attorney reviews this for legalities)
- Candidate behavioral predicting questions See The Complete RecruiterA�and Your Blueprint for Selecting Winners–information on these resources is below)
- Post-interview checklist
Of course, prior to the interview, youa��ll want to gather your presentation and a notepad to keep notes.
Armed with these tools, you’ll not only appear to be organized, you WILL be organized. Your good candidates will appreciate your professionalism, and will be drawn to you. The poor candidates probably won’t care (and neither should you…).
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�
Here’s the only comprehensive interviewing process I’ve ever seen in real estate. Why not be better than those other interviewers with the best professional system you can use?
Check out Your Blueprint for Selecting Winners.A�
Recruiting: What You Need in Your Pre-Interview Package
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Recruiting: 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� 
Recruiting: Do You Have Systems or do you ‘Wing It’?
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Recruiting: 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�
Start 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.
Recruiting 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?
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