Goal:  

To provide attendees with the most effective strategies and best practices for recruiting new and experienced Realtors including how to create a Unique Recruiting Proposition that will attract high integrity, customer-focused agents who are the right cultural fit for their office.

Description:

The recruiting battle for agents today is fiercer than ever. To win, you must have a Unique Recruiting Proposition, an office culture that supports both consumers and agents, have effective prospecting and lead conversion strategies, plus be able to conduct an effective interview. This session shows you how with the secrets, best practices, and video clips from ten top women brokers and managers who have jointly recruited over 3,000 agents in the last five years. 

Three takeaways. Attendees will learn how to:

• Create a customized “ideal recruit list” based upon the production profile of their office, proven factors predictive of agent success, the strengths and weaknesses of their current team, plus the best opportunities for their office to increase market share.
• Implement best practices for prospecting, lead generation, and lead conversion drawn from ten top female brokers and managers (including video clips) who have jointly recruited over 2,000 agents in the last five years.
• Conduct a successful recruiting interview including key questions to ask, how to overcome the most common objections, and how to avoid asking questions that may break federal, state, or local laws and that could expose them to issues with the Equal Employment Opportunity Commission (EEOC).

Recruit the Successful Realtors of Tomorrow guides broker/owners and managers through the process of customizing their personal Unique Recruiting Proposition (URP) to fit how they conduct their business. In this comprehensive course, they will learn how to:

• Create a recruiting success mindset, including how to handle rejection.
• Recognize the two strongest predictors of long-term agent success (be sure to recruit to these!)
• Develop a hiring profile based upon the strengths and weaknesses of their current team including their customized “ideal recruit list.”
• Expand the “spokes” of their business based upon the niches their agents serve and to identify growth opportunities that they can fill through recruiting.
• Uncover the factors that have attracted their current agent team to their brokerage as well as the nine primary reasons that agents change offices.
• Use a “SWOT” analysis to evaluate their own business as well as that of their competitors.
• Design their personal Unique Recruiting Proposition (URP).
• Recruit to the “profitable middle” and why this approach can represent a major increase in their bottom line.
• Conduct a successful recruiting interview including questions they can customize to fit their office and the individual agent you are interviewing.
• Research the social media and other sources to gain a better understanding of anyone they’re attempting to recruit.
• Avoid asking questions that may break federal, state, or local laws and that could expose them you to issues with the Equal Employment Opportunity Commission (EEOC).
• Overcome the most common agent interview objections including recruiting against both traditional and 95-100 percent commission split models.
• Hire to the “profile” of real estate sales success including ten simple interview questions to determine how well an agent fits that profile.
• Recruit new agents from careers that will have the greatest probability of being successful in real estate sales.
• Help new agents understand why they must be adequately capitalized, set realistic expectations about how they will generate business, as well as how they will be compensated.

Length: 60-150 minutes