This is one of the most fun and exciting programs out there for several different reasons. The number one reason being is that an agent at this level of production is much more likely to move to another office than one who is doing 10-15 million dollars. The bigger the producer the harder it is to get them to move their entire office, assistant and all their business. If you can recruit 40 agents in your market doing only 1 million per year you have just increased your market share by 80 million dollars. I say this because you have increased your office production by 40 million and decreased the competition by 40 million thus leaving an impact on the market of 80 million dollars.
Most agents at this production level are in their first year and have probably done those numbers without assistance from their broker. They will more than likely continue at that level or exceed that very quickly. An Agent that has had even one closed transaction in the first 60 days is 73% more likely to become a Top Producer than someone who does not close a transaction until their 90 days is up. With even a little help from you in the way of coaching and mentoring, they will undoubtedly succeed and move to that next level of production.
Finally these agents are typically not very familiar with the recruiting process and are very flattered that you have an interest in them. Most agents when they are fairly new are still in the mind set of having to do a resume, search the want ads, send out letters of interest and wait for someone to hopefully return their calls to gain employment you looking for them is a new concept and gives them the recognition they so desperately crave in this early stage of their career. Most agents make their 1st move after they have completed one year with the company who first hired them. However 80% of agents don't make their 2nd move for another 7 years. This is why this group is a wonderful one to focus on.
Following is a description of the letters and the purpose. We recommend you use the whole series for the program to work effectively.
•1. The first thing you will need to do in this series is to either purchase the program "Data Doorway" or a another program like it. You should be able to find this information at your local Association of Realtors or your local Metrolist office. This will allow you to pull up other agent's production quickly and with little effort. It can take days to gather enough information for this system to work effectively if you are trying to search by office and then agent production.
•2. This recruiting system is going to be a series of letters and follow up phone calls below you will find the schedule that you need to send the letters on and the time line for making the follow up calls to the prospective candidates. Please follow this schedule carefully as you will receive the best results by following it to the letter.
•3. Depending on your market you will want to have 200-600 in your database to work with.
•4. Keep in mind that this production level is probably the easiest target group to recruit from so you will want to focus a lot of your energy here. Build a relationships with these candidates and let them know from the start that you are interested in recruiting them to your firm. Most agents at this level of production are flattered that you would want them in your office. Very rarely will you find an agent that is not polite and friendly to you on the phone when you finally get a chance to speak with them.
The following will give you a brief description of each letter in this system:
Letter 1 Introduction Letter - Announces that you are interested in them as a possible candidate for your office.
Letter 2 Company Introduction Letter - The purpose of this letter is to share some details on why the company (your company or the "corporation") is beneficial to the candidate's long-term success in the business. Information about how many agents are joining the company nationwide.
Letter 3 Manager/Broker/Owner Introduction Letter - Introduces the person who manages the office and speaks about the benefits they bring to the mix.
Letter 4 Have You Ever Wondered? Letter - A list of thought provoking questions the potential candidate may be asking about their current company.
Letter 5 Still Haven't Heard Letter - A letter saying that you've described the benefits of working with your team, with you as a manager and even asked some thought provoking questions. Perhaps they're concerned about confidentiality?
Agent Recruiting System
Review Of Schedule
For Calls And Letters
Schedule of letters and calls by candidate type:
Newly Licensed Agents, 1-3 Million in Yearly Production Any amount of years in the Business
Day One - Letter 1
Day Five - Call 1 & Send Letter 2
Day Nine - Call 2 & Send Letter 3
Day Thirteen - Call 3 & Send Letter 4
Day Seventeen - Call 4 & Send Letter 5
Day Twenty-One - Call 5
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