by Julie Escobar, Director of Corporate Marketing, ProspectsPLUS!
Trying to do everything possible to build your team of real estate professionals in today’s ever-changing market? You’re not alone! Recruiting is definitely the name of the game as we fall into the fourth quarter and savvy brokers and managers are pulling out all the stops to gain ground before the new year rolls around.
Tapping into the online buzz on the subject, I thought it would be fun to enlist the help of one of my new Facebook friends, Real Estate Coach Bob Corcoran to get his spin! Here’s an excerpt from our interview:
Q. Hey Bob, thanks for sharing with our readers today! Certainly the topic of recruiting is the talk of the town these days. Can you tell us why you believe it’s more important than ever?
A: Sure, Julie and I’m happy to be here. You know, recruiting is not just about filling a desk. More and more brokers are taking the time to really find the right people and the right fit for their office long term. They’re using tools such as personality tests, special interview questions, and even exploring their social networking sites to gain a sense of the agents they are hiring. We coach a lot of teams who are recruiting and one of the top tips we share is how important it is to not only put the money and energy into the hiring of new agents, but the training and RETAINING of those agents. After all, great splits may get people in the door but it is how they are treated after they’re part of the team that causes them to stay.
Q: What are you seeing manager/brokers doing right in today’s market?
A. Taking the time to hire right and focusing more on the training. It’s important to see them investing more into their agents and frankly, taking away the reasons they feel they “can’t” sell real estate. We’re seeing a phenomenal uptick in training – from companies that never provided training, and companies that had steered away from it when the economy got tight. Smart brokers understand that agents really do want to be held accountable.
For example, you’re seeing more Accountability Partnerships. Brokers are even making them mandatory in some offices or with agents at a certain experience level. today’s agents do want to be held accountability Another powerful tool is to survey your agents. Ask them how you can help them, what they want or what they feel they need. You might be surprised to learn that the number one answer given by agents who are asked what they want most from their broker/company? More one-on-one time. They’re looking for help to sell more in less time and be more effective. What do I recommend to brokers? If the agents are asking for it – give it to them.
Q: What kind of help do you find agents are looking for most, Bob?
A: Honestly, accountability is a big one. Time management, business planning and skill building are right up there as well. You see a lot of corporate downsizing in this economy, so there are a lot of new agents who are motivated by money and are more business minded, which is good. As real estate agents, your agents own small businesses, and they should run them as such. I work with a client in Lawton, Oklahoma who is going to close 90 million in sales this year. Agents like that are CEOs of their corporations in their communities. They look at numbers, conversion rates, necessary business tools and prospecting methods. Your agents need to do the same.
Q: Agreed! So, what do you think are some of the biggest missteps managers are making today?
A: Frankly, not giving agents the tools they need. If any of these characteristics sound like you, now is a good time to re-think your management strategies:
- Not surveying the agents to find out how you can improve service
- Not listening or ignoring your agents
- Having a dictatorship culture in the office
- Not “walking the talk”
- Poor follow through
- Trying to be everyone’s friend
After all, you don’t need them to love you, but you do need them to respect you. Make sure you are walking the talk which means say what you mean, mean what you say and follow through.
Q: Good advice, Bob. Let’s talk a little about how managers should build their “hit list” of recruiting prospects.
A: Sure. I think the first thing you have to do is identify the ideal agent for your office. A good place to start is to ensure you’ve clearly spelled out your company’s core values and mission. The companies that have clarity here have no trouble attracting and keeping agents.
Next, look at the demographics of your market place – if your demographics of your market places are 53 year olds with 3.5 kids, a 20 year old is going to have a tough time.
Next, obviously look at those agents who your associates have had good co-broke experiences with. Be organized and specific in your approach. One of the things that we’ve found successful as well is to host a prospecting night for managers at the same time as the agents are making their prospecting calls. We just did that with a recent client, and helped seven managers generate 28 recruiting appointment in two hours. How? They were organized, knew who their target was, they were not using a blind list and they had prepared in advance. That’s always great advice. Plan your work, work your plan.
Q: Great strategies, Bob. Any last advice?
A: Absolutely! Lead by example.
Thanks Bob for your time and your insight! If you’re looking for great team solutions or recruiting know-how, be sure to look Bob up at www.corcorancoaching.com! He’s a terrific resource for fresh, timely tools!
Ready to grow your team of associates and dramatically increase your production? Visit us today at www.prospectsplus.com/recruiting. We’re helping savvy brokers across North America implement smart, effective, results-producing systems for recruiting, training and retaining their family of agents. Call Julie at 1.866.405.3641 today to learn more!