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Archive for red flags in interview

Do you know the major red flags that can pop up in your interview process?

For the last few blogs, I’ve been blogging about that all-important interview process. We’ve talked about the dangers of ignoring the red flags. We’ve investigated how to discover those red flags.

I just want to hang my license (usually stated over the phone; my response is that I want to hang them…)

What are your commissions? If stated in the first five minutes of the interview (I’ve never interviewed an agent I hired who started the interview that way)

I want a special deal. –also usually stated in the first five minutes of the interview, or even over the phone (what makes them so ‘special’?)

Personally, I have never interviewed a candidate who was a a fit with one of my offices when they led with these questions.

Are these red flags to you? If not, why not?

Other Red Flags

The candidate won’t fill out any paperwork (pre-appointment questionnaire or application)

They drop in and expect me to drop everything to meet with them (they must think we managers just sit around waiting for Their Excellencies to show up)

They’re late to the interview just don’t show up!

They obviously didn’t make an effort to dress in business attire for the interview (I realize this varies greatly by area, but you can tell if the person made an effort).

Specific Red Flags To Notice in the Interview Itself

They won’t answer my questions, or, when they answer, they answer as though it was a question for me to acknowledge

They won’t let me set the structure and tone of the interview (they immediately want to know what I will do for them)

They say they don’t know their production for the past year with any metrics (or, if they do, they won’t share it)

They defend their low production and/or are accepting of a few transactions a year.

They don’t have an idea of how they will change their production for the better.

They seem enamored with the companies that have already hired them in a 15-minute a interview (low self-esteem, anyone?)

They have been sold on the companies that tell them they will provide them leads.

They want to be hired on the spot. They’re not willing to do a 2-interview process, even when I explain the benefits to them.

As you can tell from my red flags, my values and vision drive my judgement about these candidates.

What are your Red Flags?

One broker’s red flags may be another broker’s acceptable standards. What are yours? List five red flags or knock-out factors. What process or system do you have to discover them? Decide whether you would absolutely not hire an agent who demonstrated that behavior, or whether it was a minor flag. Finally, how many of those minor red flags do you need to identify before you rule that candidate not suitable for your team?

Want to streamline your selection process and recruit more winners? Check out Your Blueprint to Selecting Winners. I’ll give you great questions to ask. But, better than that, I’ll show you how to craft questions to discover exactly what YOU”RE looking for.

red flagDo you use a planned, consistent interview process? If you do, you will easily discover those a�?red flaga�� areas–those areas you must double-check to assure that candidate is qualified to work with you. If you dona��t use a consistent interview process–when every interview is a a�?wing-ita�� experiencea��youa��re constantly thinking about what to do next. We cana��t pay attention to those red flags which pop up and wave themselves in our faces. Wea��re seduced, too, by what we perceive as the candidatea��s attractiveness for us, and we tend to ignore those red flags. If you’ve ever hired someone, and then discovered, that person had a ‘secret’ he kept from you in the interview, you know what I mean!

Methods to Discover those Very Important ‘Red Flags’

Here are some methods you can build into your interview process to avoid those costly hiring mistakes:

  1. Use an application consistently, or at least ask the candidate to answer some questions in writing (have all questionnaires approved by an attorney to assure they consist of legal questions)
  2. Ask the prospective candidate to complete some tasks prior to the interview, so you know if the are willing to make you a�?leadera�� and learn from you
  3. Create a professional interview process you follow consistently*
  4. Create a�?behavioral predictora�� questions (questions based on their past) and practice those questions until you are a master at them
  5. Use a behavioral profile (like the DISC) to check your observations and learn more about the candidate. Learn how to a�?validatea�� the behavioral profile with the candidate.
  6. Quit being in a hurry to hire every candidate, and choose those candidates more carefully. After all, they reflect your vision and values.

(Remember, if you do it for one, you must do it for all!)

How many of these points do you take advantage of?

For a copy of my 8-step interview process, click here.

What a Systematized Interview Process Does for YouA�

You will not only hire better candidates, you will avoid those awful a�?surprisesa�� after committing to that agent (and Ia��ve had some doozies, as you probably have had, too). You will gain the respect of your team, because you arena��t giving them a problem, but a solution. You will find hiring winners easier, because that candidate is judging your competency as an interviewer and leader at the same time you are judging that candidatea��s appropriateness for your team.

blueprint_ebook_cover4

Quit ‘Winging it’ And Get Systematized!

How do you think the candidate regards you? Are you organized, systematic, and professional in your interview process? Or, do you ‘sell’ the candidate instead of asking lots of questions first? Do you have a method to capture candidates’ answers to your critical questions? Do you even have a list of questions you always ask? If you know you could polish that all-important process and hire more of those great agents you want, grab the most proven, effective interview process around: Your Blueprint for Selecting Winners. All digital so you can use it immediately!

Click here to see more.