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Everything starts at the beginning!! The hiring process is the most critical step, when creating a real estate office. The broker/owner has a mission statement, a business plan and goals in place. The next step is to hire the agents, and this step is the most important. It will affect the future success of the office, and who you hire will establish the reputation with which your office will be labeled. 
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20 Comments on The Agents You Hire Reflect The Flavor Of Your Office
Barbara, Very interesting post. So many leaders lose track of the fact that they are actually there to lead.
John...they should be hiring agents who are worth leading.....and who want to follow their lead!!!
Barbara - My big question is this: After all that awesome training, perhaps it may be time for the agent to move on. What would you say to that? This is a huge reason why I do not know if I want to "invest" the time and commitment.
Loreena....and that happens...it's expected....I've trained many, many agents.....three managers and one broker/owner.....they are all in my marketplace and I have a great relationship with all of them especially the broker/owner...she and I actually have helped each other several times....I take all of that as a great compliment.....it's natural for people to move on to another level of achievement.....they grew and you helped that happen but in return they made money for you....train them well and they will be forever be thankful to you for that training....the owner I trained tells everyone that I trained her and it's a great compliment.
Barbara I have not ventured into recruiting very heavily, but when I do, I plan to be selective. If it isn't a fit, it just isn't a fit and I won't force it. I would rather live the rest of days as an operation with a vision that to recruit someone who does not buy into the vision. No hard feelings. There is a place for everyone and everyone has to find where they fit.
Charita....you're right....you should be selective and only hire the personality that will blend with you and your company's goals and vision.....recruiting is a very important part of growth within an office but the selection needs to be right....
Most agencies are very selective, they only hire agents that are breathing.
Charles....some hire agents who are ONLY breathing.....
I have to say my new Broker is selective in whom he hires. Not everyone that meets with him is hired. If you think about it, a Broker hires someone blindly. Meaning, there are no reference checks like you would have if you work for someone else at 40 hours a week. And most non-real estate companies also do background and credit checks these days. I sat down with him for over 2 hours. In about 10 minutes into it I knew where I wanted to be. Next to having my son and marrying my husband, it's the best decision I've made.
Michael.....I've interviewed many who can walk and talk and that's where it end for their abilities.....I kindly and meaningfully direct them to our competition and hope they get hired there.
Jackie....I'd say that was a very good decision on your part to change offices.....I'm glad you did....take full advantage of whatever this offic offers its agents.
Happy Fourth of July Barbara! This is great stuff to remember. And I don't know that most brokerages get this. Supporting new agents in the first few years is so important and many older agents are not willing to share. It is up to the brokerage to set the stage that encourages and rewards mentorship.
Kathryn.....it's up to the broker/owner to establish a program to train newer agents and to mentor new and veteran agents.....once you have found this type of brokerage firm, you'll see a big difference in your income and the way you do business.....it's very important to evaluate where you work....just as the broker/owner may evaluate an agent at an interview, so too should an agent thoroughly evaluate the attitude of that broker/owner, his thoughts and vision of a smooth running, quality staffed office....
Barbara, I am on my way to Franklin for an interview. What a great post and I love the comments and your replies. I think that of all the things that have surprised me about the RE industry the training or more to point lack there of is at the top of the list. You are so right about the hiring process. The time to find out about problems is before they ever start. I must admit that in my time in the heavy truck industry I interviewed a lot and generally if the prospective employee did not pass my gut feeling test I did not hire them. My gut always proved to be right. The few times I let credentials override my gut, I always regretted it.
Tom....one's gut is a great tool for measuring and deciding on a yea or nay....finish packing and get your butt here quickly.....did you pick up some of the tone in the comments....broker/owners are hesitant about training and directing and producing a top quality producer because they are afraid they'll leave!!! THAT'S MY NEXT POST....I'm either going to hit a homer with that one or piss alot of broker/owners off!!!
I was thinking about this post today and waited until now to put in my response. Clearly you are talking to broker managers or broker owners, but I'm chiming in because I can't help myself.
I don't know where your next post is heading, but in my opinion, brokers have a tough job finding people who are not only a cultural fit, but also committed to doing the work it takes to have a sustainable career in real estate. The breadth and depth of the work is not suited to where it;s been: a cottage industry of millions of people with personal spheres who skim off a few transactions a year. The struggle away from this model will be interesting. What other industry makes people PAY to enter the business and PAY for the privilege of being at the brokerage for several years before they really have a sustainable business? Craziness...but I look forward to your next post, because the changing model of the successful real estate business is really interesting to me.
Leslie.....because of many of the comments, I did post one more blog.....the business continues to change....thirty years ago there was training if an agent was affiliated with a corporate organization like a c-21....today training is offered everywhere and by everyone.....mentoring programs are now very important to continue to reinforce the initial training exercises and to assist the agent with their own business plan, goals and finding a niche......not all broker/owners work in this fashion and there's a reason for it....my next post gives my opinion and the last of this subject that I've dwelled on.....and I apologize for that!!!
Found this post through Cindy Jones' reblog. This is a must read for any Broker in the business. A bad hire, or maintainig a producing agent gone ethically bad, can make or break an office.
Anne.....and breaking an office can happen VERY QUICKLY.....overnight!!!