Your brokerage is only as good as the people who work for it. That’s why recruiting the right real estate professionals is so important for your business.
When you’re searching for new employees, you need to not only evaluate candidates’ experience, but also their ability to work well with your team and drive long-term value for your business.
To find the best employees for your real estate business, ask yourself these five questions when going through the recruiting process.
1) Have you clearly defined your value proposition and market for candidates?
In many ways, appealing to a specific group of new agent talent is similar to nurturing your real estate leads into clients: You must highlight the unique aspects of your brokerage compared to others in your market and explain why you’re the best fit for their needs.
Be sure to share your needs and values – and understand what your candidate is looking for in a team – so you can determine if they align with your business mission, goals and culture.
Steps you can take to determine if a candidate would be a good fit:
1. Clearly define your values, how you want the brand to be perceived in the marketplace, and how your agents can help you achieve these goals.
2. Explain your inbound marketing strategy and how your team can adopt modern, inbound tactics that elevate their digital profiles and grow their businesses.
3. Educate candidates on your team’s culture, and get to know them as a person so you can determine if they would get along with your staff.
2) How does technology support your business — and is it integrated into your day-to-day tasks?
Learning available real estate tech apps and platforms is essential for the success of your firm. When your recruiting tactics are targeting toward new (and oftentimes younger) agents, you need to see tech from their perspective.
Take the data from this Inman News special report on real estate brokerage technology, for instance:
-62% of agents at franchised brokerages expect to pay a fee to their broker to receive a bundle of tech tools and products.
-91% of agents and associate brokers use tech products provided by their brokerages daily or a few times a week
-On average, 70% of agents are satisfied with the technology they receive from their brokerage.
It’s evident that today’s real estate professional — new or otherwise — is looking for their brokers to supply the best types of tech to help them convert more prospects into new business.
Obtaining and using essential real estate tech such as an IDX website and an intuitive CRM is crucial for appealing to recruits. Be sure to let your your new employees know they will have the advanced resources they need to thrive on the job.
3) Do you understand your agency’s culture to attract ideal agent talent?
Like it or not, culture is a massively important component of engaging and retaining new agent hires.
Across industries, data shows those in happier, more supportive workplace environments lead to more satisfied and productive workers than those who are employed in more demanding offices. Therefore, it’s more important than ever that you take the time to consider the appealing cultural aspects of your office.
For example, do you regularly recognize and celebrate meeting individual and brokerage sales goals? How about open communication and team building?
It’s vital that brokers communicate to their prospective and seasoned agents how integral they are to the functioning and success of the brokerage. Doing so will inspire action and increase engagement.
4) Would you and your support staff be able to help new real estate agents grow into their roles?
Be honest: Is your management style as a broker on the rigid side, or are you more open to hearing and considering new ideas?
Younger agents gravitate toward bosses who are less demanding and more supportive. Millennial agents, in particular, value collaborative workplace environments and feeling like they’ve been able to contribute ideas and energy to a shared cause.
No matter the age of the new real estate agents you add to your brokerage, inexperienced individuals will require a more dedicated amount of time to learn the ropes of the business and build their brand. It’s up to you to set the tone for the type of team structure you want.
5) Do you provide continuing education, training programs, and mentorship for beginner real estate agents?
Along with the desire to be supported by their broker, novice agents want and need continuing education opportunities and hands-on training. If you’ve been in the business for the last decade or more, it may be more difficult to remember what it was like on your first day as an agent. However, that empathy is necessary to help your new hires thrive.
Offering up your firsthand experience, knowledge, and positive energy to new agents as their mentor is invaluable for the both of you. They’ll be able to learn more quickly with an available resource to answer their questions, and you’ll have the opportunity to mold them into the type of agents you need to help your business succeed.
This blog article provided by Placester.