A lot depends on your real estate agency’s recruitment process. On the one hand, you need good agents to achieve your goals. This means that if you hire the wrong person, your productivity will suffer. It will also cost your brokerage time and money to hire and train a replacement. If this happens often enough, it can lead to a decline in employee morale. It also makes a bad impression among your clients and even potential future hires.
The problem is that the recruitment process involves many steps, leaving a lot of room for error. As such, it is in your best interest to always review and simplify your hiring methods. This way, you can minimize recruiting errors, maximize your resources, and ensure quality hires.
To help with this aspect of managing your brokerage, here are some tips on how to elevate your real estate agent recruitment process:
Use a recruiting service
As mentioned, there are many things involved in the recruitment process. From creating the right job ad to reviewing applications to interviewing and screening, recruiting just one good agent can take weeks.
This is where a recruitment service can come in handy. A good example is Wizehire, which you can integrate with getbrokerkit. com and other useful apps. Having a recruiting service makes it easier to create high-performing job postings, evaluate candidates, and evaluate candidates. You can also access interview guides to ask the right questions and determine if a person is a good fit for your company.
Pay attention to your font
Sourcing – the proactive search for qualified candidates for current and future roles – is a crucial part of recruiting. The problem is that not all recruiters and human resources professionals are as good at hiring as they are at hiring. Fortunately, there are many ways to more efficiently source candidates to find the next real estate star.
One of them is through social networks. Study how hashtags and trending topics work so you can perform hyper-targeted searches. Follow and participate in the conversations, and don't forget to stop by the niche platforms and forums. Learning how to use Boolean search strings can also help you find social media profiles that best suit your needs.
Attending industry events and getting referrals are also good ways to find candidates. The latter is particularly useful if you develop a referral program for your own employees. Encouraging those who bring in good hires can ensure quality references. You will also almost certainly hire someone who will “fit” into the company culture. This can influence how long an employee stays, which can affect productivity, growth, and company pride.
Hire for attitude, train for skills
If you tend to have low candidate participation, it might be time to hire for attitude. Placing an emphasis on work ethic and other “soft” skills over technical knowledge (which can be taught) can give you access to a wider talent pool. Those with the right attitude are easier to teach and are likely to be better employees.
Furthermore, for real estate agents, being flexible and patient is infinitely better than having local knowledge or perhaps software certification. At the end of the day, the goal in real estate is to sell, and selling successfully requires having a positive attitude.
Let candidates interview you too
The interview phase of the recruitment process allows you to get to know the candidate better – to see if they are really the best person for the position. However, the interview must be a two-way street. Don't think that just because you're the one doing the hiring means only you can ask the questions.
It is important to give candidates the opportunity to ask their questions as well. This way, you will discover even more things about them. The questions they ask can reveal aspects of their personality, their communication skills and even the things they value most. What's more, as long as you answer truthfully, allowing yourself to be interviewed can help candidates determine for themselves whether your brokerage is “the one.”
Review your reviews
Brand perception is very important, especially in the age of social media and instant gratification. That's why you need to pay attention to what people are saying about your company. What are former employees saying about you? What about previous candidates who didn't get a job? Did they enjoy the sign-up experience?
Reports show that job seekers will not accept a job, let alone apply, to a company with a negative reputation. If you do, then things need to be resolved. Conduct an assessment and resolve pain points before looking for new people to join your brokerage. This way, you can attract quality candidates while improving your retention rates.
Taking your brokerage recruiting process to the next level takes a little work, but it's definitely worth the effort. Investing in this aspect can improve several facets of your company, from the job satisfaction of current employees to the way the public perceives your business.
