Need Recruiting Ideas. Any suggestions welcome..

Yes Bob I would be looking for the location and your philosophy first and second and then the pay structure.

Bob, I find alot of the new agents want training, and the experienced agents pretty much look at the split. Any of the experienced agents I wouldn't think would be too concerned with location , as long as you are not way off the beaten path. Just my two cents

Wish you the best.  Offering a connection, a way to consult with someone that has a proven track record of sales results and a way to continue the connection.  Our team leader, a position dedicated to our growth, is great at that role.

Hi Bob... I think I have more questions than answers on this topic, but I definitely believe that there is a difference between what newer and experienced agents look for.  Do you have a target demographic?  I think targeted marketing is always far more effective than general "all call" marketing.  I think for many agents location is less of an issue than it once was since many agents these days work primarily from home.

I think that the ad seems to be targeted to junior sales associates who are somewhere in the first 2 years of sales experience.   The ad seemed to address some of the needs of these agents such as mentoring, personal support, etc. that I think leads to a high drop-out rate.

If you're looking to pull top-performers from the big brokerages, I think it needs to be different and probably on a much more targeted basis and specific to the individual.  I think that you need to acknowledge their success (be specific) and then be able to appeal to them in a way that your company specifically can address.  Perhaps that is a unique culture that you can somehow convey or a competitive location (if that is still important).  But I definitely think that a personal approach will be much more effective for top performers.

Aloha Bob!

Good luck finding five! 

Heck, I would settle for just two more agents in my small high tech company.  Like you I come from a highly technical back ground. (I once managed a multi million dollar research and teaching facility and I hold a degree in engineering.) 

We offer more than what any Broker here offers: 1000 new business cards designed by a graphics artist, 20 new For Sale Signs with just their phone number on them,  a new photo of them taken by a professional photographer so they can include it in their advertisements, 15 sq ft of desk space, a new computer (with a 20 inch monitor), high speed internet, MS Office, photo editing software, on line file system, digital signatures, digital forms, free color printing, free paper, free envelopes, free E&O insurance, on line Policy and Procedures Manual, 3 location specific web sites that will place in the top 10 of the major search engines within 6 weeks and free mediation training.  Lastly, I do not compete with my agents for business.  I am there 24/7 to enable their success.

This is a tough business!  In retrospect it was easy to teach in a University.  The students I worked with and interfaced with on a daily basis were there because they wanted to be there and they wanted to learn.  The university staff I had were highly trained and very capable and enjoyed their jobs.  The faculty was awesome. 

Because of my past experience at the university, I value education and skills. Consequently the commission we offer after an agent's first 6 six mentored deals is based on a sales person's designations - not their sales volume.  In other words the more they learn the more they earn - the better my company gets over time, and the less risk we have.

Some Brokerages continuously recruit so they can benefit by the new agent's sphere of influence.  I don't.  Too much time out of my life and too much risk in today's litigious atmosphere.

Michael has a good point about your ad.  It seems to be geared towards new or entry level agents. Getting new agents to perform at a professional level takes about 2 or 3 years.  But may be well worth it for you.

Attracting experienced agents is tough.  Experienced agents seem to change Brokers only when they become uncomfortable with that Broker. 

Here on the Big Island of Hawaii, I know of several top producers who would make up to 20% more with my company.  The ones I have approached turn me down because they are comfortable.  They like the routine they have and they like the people they interface with on a daily basis.  They also seem to be fearful of change.  New software and tools that will enable them to do a better job for their clients dose not seem to matter much.  

I would recommend getting out and interfacing with some of the experienced agents you want to hire. Be indirect at first, ask them if they know anyone who would like to join your Brokerage.  Ask them what it would take to hire them. 

Should you find any agents from your office who want to live and practice Real Estate on the Big Island of Hawaii please give them my name and number!

Stop by, visit and talk story at our office on the Big Island of Hawaii!

John Petrella, REALTOR®
ABR®, GRI, SFR, Broker/Owner

Direct: 808.640.3953
Local@LocalHawaiiRealEstate.com

Local Hawaii Real Estate
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159 Keawe St., Suite 1
Hilo, HI  96720

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