Recruiting is an ongoing process with every real estate office. I always considered it the opportunity to filter out the dead weight. Unless one has a well-oiled machine of real estate agents in the office, recruiting will be ongoing. Broker/Owner/Manager/Recruiters each have a style of their own and that style is a reflection of their attitude and game plan for the office.
There’s a right way and a not so right way to do every task. Recruiting can be frustrating to the recruiter because it doesn’t happen quickly, and if it does happen quickly, beware!!! We all want to recruit the “cream of the crop” and the “pick of the litter.” How does one find that person?
When I was actively working deals in real estate, I would always have recruiting in the back of my mind. The only way I was able to recruit and continue to work in the business was to use my “co-broke agents as the pool of recruits.” It was a great plan because 99% of my listings were co-broke deals.
I was able to experience first-hand how that agent worked his/her deals; how that agent communicated with all of the parties involved; how that agent presented him/herself; and how quickly that agent could think on her/his feet and respond to me. All of those qualities were very important to me as a manager looking for new agents to hire. Every transaction was an impromptu interview!!
Production is not the number one factor. If all of the other qualities were above average, I would make a decision to “invite” that agent to meet with me and discuss the future. It never resulted in an immediate hire, but most of the time, I would hear from that agent in the future. It was an invitation to join our sales force, and the door was always opened to that person.
There was no pressure. There was no coaxing. It was a standing “invitation.” Agents appreciate the fact that they are wanted now and in the future. That agent is considered a player who made the cut. That agent was a winner in the eyes of another manager outside of his/her office. The agent never forgets that invitation, and it only needs to be presented ONCE. That was my method, and it always worked well for me.
I think it was called “multi-tasking” rather than recruiting. I would "Observe, Assess and Invite" to interview. I never did follow up phone calls; never emailed to get their current thoughts; and there was never any type of pressure. I didn’t need bodies. I needed quality agents who wanted to be with us. That makes a big difference in how one recruits.
Just another thought for the moment……