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Archive for selection process

graph going up sledgehammerThis month I’m spotlighting recruiting and selecting winners.

Selection. I think it’s a big problem today in the real estate industry. Do you? Why? Because we hire too many people who can’t or won’t sell real estate, and then hope they have a ‘happy accident.’ Let me know your feedback about the comments below.

A Whack on the Side of the Head

Before I start: Where does the a�?whacka�� come from?A� My dad used to say when my sister and I were behaving badly he thought we needed a a�?whack up the side of the heada��. Dona��t worry. He didna��t actually do it, but we did pay attention when he said it, because we knew it was time to stop, look, and listena��and change our behavior! Ita��s time, I think, for brokers to get that a�?whack up the side of the heada��, too.

Selection a�?Whacka��: A�That a�?Give Everyone a Chancea�� song is so played out.

Ita��s time for us brokers to get serious and re-vamp our selection process. Start thinking of your potential recruits as a�?candidatesa��. It helps us use a selection process to actually screen candidates, not just sell them on us. Other businesses have used stringent candidate screening processes for years. We are about the only industry left that doesna��t use a planned interview process. The a�?on firea�� market covered a multitude of sins. However, our less than skilled business practices dona��t work for us when we need real workers and when our clients expect a high level of service.

Recommendations:

Get and use a planned interview process.

Spend at least A? of the time you have with a candidate asking questions and listening.

Ask the right questions (questions about their pasts). Practice those questions and keep a list of them in front of you.

Use the hiring ratios great companies use: Hire only one out of five candidates at minimum and one out of ten to create a quality company. Do these ratios this frighten brokers? Sure. It means we must become skilled recruiters. Businesses hiring service people use hiring ratios of one to twenty.

Ask yourself: Would you hire a secretary with the interview-to-hire ratios you hire agents? Do your agents have as great an impact on the perception of your company from the public as do your staff?

What do you want to polish about your selection process this year to assure you’re choosing great people?

eBook Cover(2)Grab the Proven System to Select Winners

If you don’t have a proven selection process, you need the Blueprint! I’ve created dozens of tips on interviewing and selecting. In addition, I’m sharing my 8-step process to select a winner every time. Do you have a planned selection process that delivers every time? You will if you invest in this eBook! See it here.