Yesterday I was recognized by my company for recruiting. The calculation was not based on how many people I hired, but how successful those agents became after joining the office.
And I realized, for a while now people have been asking me where I find such great agents. So that got me thinking. Here's what I thunk:
Finding the right fit can be difficult when one is interviewing brokerages - regardless of the city you live in or where you do business. For many of us there is no bigger decision than making sure the choice is a good one, because when it is not the damage is often pretty devastating to short term contentment.
But that is from the agent's perspective.
Have you ever considered the Broker's psyche? I know what you are thinking, "Who cares about the Broker."But seriously, the hiring of an agent who is not the right fit can mean chaos to an office's culture and it's associates tranquility as well.
As leader and culture builder, I am faced with people who may want to join this office but who I must turn away. But how can I do this when so many of my brethren operate differently? Perhaps it's confidence; the same confidence that allows agents to decide not to take a listing because they know, deep down and regardless of market, that the listing will not be a good fit or a profitable use of their time.
SO, you Broker's out there, what do I look for in a person interviewing (yes, I said interviewing) who would like to be apart of my office? I am so glad you asked!
1: Innovators (or those willing to be) - nothing is more important to me than finding agents who want to be innovative in how they do their business. Why? Time is-a-changing and if you don't want to challenge yourself to do business in this new and innovative way than a candidate will most likely will hate my office and me. So, I ask up front, "what are they doing right now to propel their business through innovation?" If they can't answer that question well, then I have my answer.
2: Accountability anyone? - there is nothing more vital important to me than finding agents who are accountable, but it may be for reasons you do not expect. It’s not about finding those who will be accountable to me, it’s finding those who will be accountable to themselves, because it is those individuals who will strive to maximize their professional potential. It’s why we do this, isn’t it; to be better at something than we ever thought we could? So, if someone hasn’t shown me that they are willing to accountable than this office is most likely not the place for them.
3. Open mindedness - Let me be clear as a heart attack - I want open minded people. Why? Well, based on the kind of activities we do in this office if you don’t look at things in terms of “what can I learn next” you won’t last 10 minutes. The best judge of character used to be my age. If a candidate said, “I have shoes older than you,” than I don’t have much time for that kind of person, but, if someone can show me they want to embrace a different kind of perspective, one who will embrace the different kind of ideas someone like me might bring to them, than we have something and I welcome them with open arms.
So, that’s how I usually start. Now, there is a lot more to it than that but it shows you what my thought process is and as always if you need any help, I’m only a call away.