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Real Estate Recruiting.....

One of the hardest parts of my job I think is recruiting. I hire alot of agents, I talk to alot of agents and I have trained quite a few agents that just did not make the cut. I know alot of people think that Real Estate is easy and it may be so for the agents who can "turn everything into 'Sold'". But there are agents out that that really -

A.) Should not be anywhere near Real Estate.
B.) Really, should not be anywhere Real Estate OR a moving vehicle and maybe perhaps should wear protective padding.

To be honest, I do think that the ability to connect with people is one of the key elements in being a good Realtor.

Since I started recruiting, I have hired some EXCELLENT agents and well - shamefully I hired some huge duds that the thought of them still make me cringe. I was learning. I have been learned and I am getting better at it and for the record, it is still not one of my favorite things to do but I am catching on.

Recruiting is an ongoing thing. I see that my 'regular' agents get upset when they see either my broker or I hiring agents, I can understand and totally relate to their fears but it is an ingredient that makes the brokerage continue to grow.

I am becoming more picky.

This is one thing that I lacked. In the beginning, if the agent could form a full sentence and they remembered how to match their socks and if the passed the NYS DOS Real Estate exam - I pretty much was impressed and hired them.

I was always quickly exhausted and extremely let down. Of course the agents career was very short lived but it still took time out of my day to go over what was expected of them.

Today things are different, I have requirements. REAL Requirements. If more than one or two are not met, sadly I can not hire that agent. (Every so often my broker tosses me a hiree to train - but that is for another post).

The ability to connect with people,
Believing what they are about to embark in is hard work.
Ability to run and run fast if needed.
Common Sense.
FULL TIME . (this is huge for me now a days )
Have bought or sold a house on their own. (can be a bit flexible on this)
Flexible in days worked.
THE DRIVE TO MAKE MONEY.
The knowledge that their success is not sitting on MINE or my brokers shoulders.
Knowledge that they have to network and advertise - for themselves.
Knowledge that they are self employed and their earnings are SOLELY dependent on HOW hard they want to work.
Ability to drive. (Don't roll your eyes - seen it).
Computer/Internet savvy.

Above and beyond anything else the ONE factor that I look for in an agent is trust. If they can trust me in what I am suggesting (notice how I did not say telling them) to do and if I can trust them to represent this company in a manner that won't bite me in the arse then I can work with that agent. I don't like sneaks, I don't like liars and I so don't like shady greedy people.

Young agents getting their start - Newsday

Are You an Effective Leader? How Brokers Contribute to Agent Success - RISMedia

The Real Deal - Upfront costs rise for agents

Posted by Christine Forgione - Associate Broker on 05/15/2007 03:19 PM

Comments (32)

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32 Comments on Real Estate Recruiting.....

MAY

2007

I like the list of standards that you've set for yourself. We've been rather lenient in ours, maybe that's why we've run into some poor recruits. But we're always recruiting as well. It's like prospecting in that it has to be ongoing! In fact, it is prospecting.

I think your list is a great setpoint for the industry. I don't have a brokerage (yet) but since the barriers to entry in this business are so low, I have worked with many terrible agents that should not be in real estate. As a professional, and a realtor who cares about the industry as a whole, I wish more brokers would follow your example and hire the best agents - or in the case of new agents, the ones with the most potential.

We all need to hold each other to higher standards. Poor business practices and unprofessional people damage all of us.

I like your criteria. Very nice.

Hi Christine- Great post! Many of the unprofessional agents out there should never had been hired, and had the broker spent a little more time with them, they would have seen it.

Absolutely to the point! I'm going to pass this onto my broker/manager. Thank you for the blog.

Great post. Brokers/Owners and even real estate agents who recruit should read this post.

As an LO I appreciate you "raising the standard" of the agents you are hiring.

Whats interesting is that some LO's also have a standard of agents they will work with exclusively. If I know I am going to be "connected" to an agent, then I expect them to handle themselves as a professional. In my early years I actually had a situation where the unprofessionalism of an agent was connected to my ability to do business. I was not very happy with this and did what was needed to clear my name and assure the borrower I was a complete professional.

Good post. I told my broker recently I knew how I could make some quick money since the market is slow. Get up an office pool and pick which new realtor out of the bunch would make it. Sorry but I see so many of them waiting on the phone to ring and they just don't make it.

No doubt a brokerage has to continually recruit to maintain and grow it's stature. But some people I see walk through the door make me want to shake my head. Sure, I could be proven wrong. It just hasn't happened, yet. On the other hand, some people that start in our office I know are going to be successful. And I'm right 3:1 on that. Great standards. Good post.

Beautiful! Could not have said it better..nice post as always Ms. Blogger/Recruiter! MAM YES MAM! :)

Thank you everyone. I was hoping to get a featured.. Geesh, its been a while. LOL

Seriously - thank you!

Hey Christine, Good to see you. I'm so glad I work alone and don't have to recruit. I just know I wouldn't have the patience for it. I give you a lot of credit.

As a Broker who is beginning to hire agents, it is a nice read. Hope to find the same successes in recruiting as you have realized.

Christine, excellent post. Wish I had read it last year when I was managing and recruiting in my office. Much harder than anyone thinks.

Hey NY Chic....

Got the mail and there you were. I'll get back to that shortly :)

First I want to thank you for the insightful post.

I agree with Blog Boy (Broker Bryant) we just do not have the patience for any of this. I would have to hire YOU to take care of this for me :)

If I couldn't hire you then I just wouldn't do any recruiting. LOL.

TLW...ROAR!

I recall the days when I blindly recruited agents only to be disappointed in 6 months. Quality over quantity is what's important. Nice post.

I could talk about this for hours. When you're in a position like this it is hard not to get a bad taste in your mouth for people's work ethic in general.

In a lot of ways I relate it to golf. I can go out and hit 9 bad shots in a row, but it's that one great shot you hit that keeps you coming back. The same thing happens when you are recruiting agents. There are times when you get quite a few less than desirable hires in a row, but it's that one great hire you get that makes it all worth while.

I like the list you have. Having them be FULL TIME agents was one that we really nailed down on recently.

Amen, sister!!! I can't add anything to this excellent post except that you and I are definitely on the same page with this one.

Christine - Thanks for the great perspective on your recruiting experiences and the pointers to the other posts.

Christine~ Very informative post about the rigors of beginning real estate...I give you all lots of kudos to do what you do, and obviously you do it well!

Christine,

This was forwarded to me by one of the agents that work with our Company and I must thank him. I hope you do not mind if I utilize your criteria. When you hire agents that do not meet these criteria, they just drain your time and effort. Great Post - will be looking for more.

hi christine!

great post.

many feel that the barrier to entry into real estate is too low. some suggestions include raising the education and continuing education requirements. i have felt this way too until i read your post and thought, hmmmmmm, we can't really control what happens on a state level but as brokers, we sure as heck can control who our agents are.

at the brokerage level, we can decide who makes the cut to represent the company brand and philosphy as well as our industry reputation. after the recruits are selected, mentoring and education are the keys to helping them succeed.

rudy.sellsius°

Hi Christine:

I am a new Owner/Broker and I have decided to use this post for our next manditory office meeting! (If it's all right with you). I have 12 years experience and I agree with most everything you have said. I USED TO think that you could teach anyone to sell as long as you could help them find their own individual style. Then I wasted a whole year trying to mentor someone who didn't have the desire or ability to sell, but wanted to make the money. That doesn't work either.

Now I think that you either have it or you don't. If you have a little of it...a good trainer can help you develop and become a better salesperson, but if you don't, no amount of training will make you a good salesperson. Relationship is everything.

A great measurement -- perhaps a useful self measurement for potential real estate agents. It is not a walk in the park.

Agents need to be prepared to live on some other resource while they build their business. It doesn't happen overnight.

The point that the agent is a new person in town and everybody will work with the people who have "lived there forever" is not a justified whine. I 'suggested' to agents that they go out to other businesses and get acquainted; become involved in ONE civic organization. The ones who did made headway in building a following as people became acquainted with them.

The tale that makes me sad is the man who was sidelined by a heart attack. Now, his health makes him disabled and at least eligible for counseling about a new career! You know the recommendationi already -- real estate. Good grief, the man had just had one heart attack and needed income yesterday!

Being a picky recruiter is being the merciful and compassionate recruiter. Why hire someone then have to 'beat' them toward production and let them go when they are purest losers. Not a good time/energy investment for the brokerage or the individual

You bet! Only-thing I might add ...look for a sense of humor...you need it in our profession.

MAY

2007

Hi Christine - it was refreshing to hear you say not everyone is cut out to be in Real Estate! It isn't about the number of agents in an office (even if there is residual income!) It's about helping people succeed in what they want to do. I'm of the more "timid" type, but I got my license because I wanted to, and knew I could overcome my own personal obstacles.

I think it is a shame to only promote the possible income without giving a dose of reality; it takes time and it takes money. It's advised all the time (in my area) that new agents need 4-6 months of income reserved - I think realistically that's unrealistic.

Thanks for being honest!

I like your list of qualities and think it is very accurate!

Hi Christine

As a former Native New Yorker I can relate. Since moving to Florida I thought I had seen it all in NYC-but it is different depending on where you live. You are right-those basic fundamental hiring components are the keys to a successful agent and successful brokerage. It is hard work and only the most determined candidates will have the drive to win. A competitive attitude seems to be inherit in most top producers. You have presented this well!

Great post, Christine. I went to a two day recruiting class last week and you had better info on the actual interview than I got in the class.

JUN

2007

It is awesome to find you in yet another place, dispensing yet more wisdom. Your no nonsense tone is a breath of fresh air.

If I ever move to New York, you had better hire me!

JUN

2007

In a heart beat April... In a heart beat!!

OCT

2008

Hi Christine,

I just joined the Leadership Development program at my firm (to eventually get my own branch after 6 months of training) and my primary function is recruitment. It is challenging for sure.

I agree with everything in your blog and do relate to the challenge. My specialty is cold calling. I'm learning and adapting cold calling strategies for recruiting.

Do you cold call agents? Or do you just recruit through networking?

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