Tag Archives: Recruiting Real Estate Agents

Recruiting Your Team – Finding the Right Fit.


All brokers know that bringing talented and energetic real estate associates into your team is the key to long term success. But for many, sustaining and increasing headcount growth is both a quantity and a quality issue. It turns out that not every sales associate may be a good fit for the culture and the kind of team you are trying to build and with limited space and energy to give to your staff, choosing carefully is well advised.

Here are some thoughts from the experts at Weichert on what to ask and what to look for to see if the fit is truly right.

Personal Connection

Building a cohesive brand and company culture is dependent upon your ability to hand select new members that will be able to form a strong personal connection to you, the rest of the team, and the type of clientele that you are targeting. Even if an agent is talented, you should not invite them to join your team if they will become a disruption or point of conflict because of their personality. In addition to their professional appearance on paper, it is wise to take your time measuring your connection with each prospective agent. You should do this each time you meet and introduce them to other members of the team to see if they jive with your company culture. Trust your instincts.

Level of Experience

Depending on what type of brokerage you strive to run, you may want agents with different levels of experience. For example, if you thrive as a real estate mentor and want to be very involved in training, you may be better suited for recruiting new agents. However, if you are targeting sophisticated luxury clients, you need to recruit agents that have the maturity to cater to those demands and needs. You also want to take into consideration, their level of experience in business at all. For example, a former teacher versus a former mortgage lender will have very different preexisting knowledge about running a real estate business. . Keep in mind, too, the cost to your brokerage for experienced vs. new agents. It is often good to have a mix of both to optimize brokerage profitability.

Level of Commitment

As you already know, recruiting and agent turnover are one of the highest operating costs for any real estate brokerage. Therefore, it is imperative that you stay focused on quality agents that will be motivated to stay with you after they benefit from your training. When trying to understand what the commitment level of a new hire might be, asking about the future is always a good idea. Don’t hesitate to ask agents about their five or ten year plans. Folks with a serious commitment to being a professional agent will have thought about how they want their career to evolve, and may even have set revenue goals. This is a sure sign that you are dealing with a more committed agent with long term potential.

Spend Your Time on Recruiting – It’s Worth it

There is no question that recruiting, training, and molding a real estate team is much easier said than done. The amount of time needed to generate recruiting and training materials, host events, and provide support can be significant. A partner like Weichert provides real proven processes that also offer the busy broker relief.  Relief in the knowledge that an experienced partner with real support, proven processes and tools is there for them and their agents 24/7.

For more information about how a partnership with Weichert can help you grow your brokerage go to www.weichertfranchise.com.

‘Tis the Season for Agent Recruiting

Recruiting Real Estate Agents

For many people, the end of the year is all about the holiday season, but as a real estate broker, it is all about recruiting season. This is the time of year when many agents might be thinking about a move or when people start thinking about a career change for the coming year. Do you have a plan to capitalize on that? Since there is often steep competition to find the best agents in your local market, you will need to have a clear and consistent strategy in place. Here are a few tips on how to set yourself up for success:

Did You Set Clear Recruitment Goals for the Year?

At Weichert, one of our broker mantra’s is to “know your numbers.” One of those important numbers is your recruitment headcount goal for the year. Your choice of a goal here should be realistic yet push the limit of what you think you may be capable of. Some brokers make these goals even more specific, specifying how many new agents they will recruit as well as how many experienced agents they will target. Once you set these goals for yourself, keep them visible and track your progress against them. You should also define smaller goals that support this objective like how many recruiting events will you run each month? How many calls, emails or direct outreaches will you conduct? How much of your online content will be dedicated to recruiting each month? Setting and achieving these smaller goals will not only make you feel good, but if defined right, they should lead to the headcount growth you are looking for. If you didn’t set a recruiting goal for this year, not to worry! You can still set monthly goals from here on out. It’s also a great time to start determining what your goal needs to be for next year.

Decide To Make Recruiting A Priority

One of the major hurdles that brokers encounter is allowing their recruiting activities to be derailed by “higher priority” tasks. Fixing this is really a matter of adjusting one’s mindset around recruiting and understanding that there really aren’t many more important tasks for your long-term success than recruiting. It is crucial that you decide what methods you plan to use at the beginning of the recruiting season and stick to them, such as holding regular career events or engaging with your local real estate school. Only by being consistent in your approach will you achieve results. Weichert brokers for example, are coached to execute a simple, but effective, recruiting plan on a weekly basis. Initially it may seem like a large time commitment, but the effectiveness of regular focus on recruiting soon makes new affiliates into converts and produces the brokerage growth that may have been missing.

Leverage The Power Of Your Brand

When it comes to recruiting, one of the best tools any broker has in their arsenal is their brokerage’s brand. For agents, a recognized, an established brand can mean more leads, training opportunities, mentoring opportunities and better tools to market with.  Weichert brokers, for instance, often tell us that many of their recruiting and retention headaches were solved the day they hung the Weichert sign on the door. As an independent broker, your ability to create that buzz around your brand, is key to your success recruiting. That buzz comes from a combination of many things including your visibility in your market, the satisfaction of the agents already there, and your ability to help deliver leads, training and support to your team.

Make Sure You Have the “Stuff”

Training. Sales Materials. Marketing Templates. Listing Presentation. CRM. In order to attract agents, you need to have the tools and resources available to help them succeed and keep them. Agents want to sell and they want to be efficient in their follow up. They don’t want to have to spend time creating brochures and postcards or manually tracking leads. Weichert offers everything from new agent and existing agent training, to a powerful Listing Presentation, customizable marketing templates and personal branding support. In addition, agents are provided CRM technology to help them be as efficient as possible with their follow up.

Recruiting Tools You Don’t Have to Grow Yourself

If you’ve ever considered affiliating with a national brand, you’d expect that they would provide you with the support you need for recruiting and retention. The reality is many well-known real estate brands offer you little more than their logo to recruit.

In addition to a well-recognized and well-respected national brand, Weichert offers a full suite of recruiting tools to attract and sell your value story, such as presentations, videos, brochures and flyers. In addition, you can work with your business consultant to help you map out your recruiting goals and strategy.

You don’t have to go it alone. Like everything Weichert, it starts with “We”.

For more information about how the power of WE can help you with your recruiting strategy to attract agents to your real estate team, go to www.weichertfranchise.com.