Six Proven Strategies to Recruit Winners in Today's Challenging Real Estate Climate


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Recruiting winners is the lifeblood of any business. Here's how to recruit in today's challenging climate. Carla Cross, CRB, MA, created this specific webinar as a promotional tool to show managers the value in her three-day, live Excellence in Management Series. This presentation can be done 'live' for companies and conventions, and in webinar format.

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Six Proven Strategies to Recruit Winners in Today's Challenging Real Estate Climate

  1. 1. Supercharge Six Proven Strategies to Your Recruiting Example: This is a webinar or ‘live’ presentation. It was used recently to promote Carla’s 3-day leadership series.
  2. 2. Specialties: business planning; ‘people development for management; training programs and ‘train the trainer’ Management: Took 2 real estate offices out of the red and into six figure profits quickly Re-generated a region for the 3 rd largest real estate co. in the world National and Washington Realtor Educator of the Year Performance coach for largest real estate companies in the world Former master level CRB instructor More of her published resources endorsed and recommended by CRB and CRS than any other trainer/coach Writer: Up and Running in 30 Days About your Presenter, Carla Cross, CRB, MA
  3. 3. Recruit to <ul><li>Bottom line: ‘on accident’ to ‘on purpose’ recruiting </li></ul><ul><li>The five steps to a plan </li></ul><ul><li>All gone: ‘fog the mirror’--create your standards </li></ul><ul><li>Get clarity on your best recruits </li></ul><ul><li>Demands of our recruits today </li></ul><ul><li>The newest recruiting ‘magnets’ </li></ul><ul><li>Avoiding the 4 biggest mistakes </li></ul>
  4. 4. strategy Get a plan How many? How soon? Where? What are you going to do each day/ how much? How are you going to market to them/keep in touch? How are you going to track your contacts and measure your results? 1 In your Recruiting Plan….
  5. 5. strategy Get a plan Use to create your marketing plan for each target market Who What When How $ Cross’s 5-Step Recruiter Planner 1
  6. 6. strategy Get a plan Use to create your marketing plan for each target market Who What When How $ 1 Worksheets/coaching included in one-day seminar
  7. 7. Recruiting Mistake #1 Not Getting Back to Prospect Quickly Enough
  8. 8. <ul><li>Write a note immediately after appointment </li></ul><ul><li>Provide info. package; phone follow-up </li></ul><ul><li>Have a pre-written note done by your assistant </li></ul><ul><li>Set up next appointment in first appointment; remind </li></ul><ul><li>Send information </li></ul><ul><li>Phone as follow-up </li></ul>What’s your Rapid Response Plan?
  9. 9. strategy Get Picky Recruiting mistake #2 Hiring 1 of 1, or even 1 of 3 New rule: Hire 1 of 5 or 1 of 10 Fog the Mirror..... 2 What’s your ratio?
  10. 10. strategy Get Picky Truism: You can’t train or coach your way out of a bad hire! 2
  11. 11. Recruiting Mistake #3: No Standards Minimum production—when? Training—what? Full-time—or not? Practices? Coaching? Develop minimum expectations Guidelines in the one-day seminar
  12. 12. strategy Envision your ideal agent 3 Skills Talents Qualities Meet consumer needs No matter how you total success in the coaching profession, it all comes down to a single factor—talent….no coach can win without it. John Wooden, famed UCLA basketball coach
  13. 13. A ‘Real Life’ Situation Office in the red Only 2 out of 30 producers Most part-timers Low self-esteem The competitive environment: Top agents left to start their own office 10 blocks away/same company Largest office: Cheat to win mentality
  14. 14. <ul><li>Risk taking/pro-active </li></ul><ul><li>Matched vision/values </li></ul><ul><li>1-3 years in the </li></ul><ul><li>business </li></ul><ul><li>Early affiliators </li></ul><ul><li>Growth potential </li></ul>My A Team <ul><li>Producers meet minimum production standards </li></ul>
  15. 15. Over 28 months, 40% of consumers did a real estate transaction (HouseValues study) Most Home Technologies survey: 9.3 months to sell a house 16.7 months to buy a home Recruits: Must have more commitment Willing to fail longer 2010+ Longer Consumer Decision Timeframe
  16. 16. strategy ‘ Target’ your recruits 4 Best producers Years in business? Competitors’ weaknesses? Principle: Target market. Go for the best recruits you can get in a market that will give you those recruits.
  17. 17. strategy Develop New Magnets 5 Best magnets for your desired recruits? Do you have those magnets now?
  18. 18. strategy Develop New Magnets 5 What Gen X and Y Are Looking For <ul><li>Community Involvement </li></ul><ul><li>Flex space </li></ul><ul><li>Education </li></ul><ul><li>Belonging/significance </li></ul><ul><li>An inclusive, participative </li></ul><ul><li>environment </li></ul><ul><li>Want to be listened to </li></ul><ul><li>Not impressed with ‘vice- </li></ul><ul><li>presidential’ status </li></ul><ul><li>Value diversity </li></ul><ul><li>Like entrepreneurship </li></ul><ul><li>All-inclusive commissions not so </li></ul><ul><li>important </li></ul>Magnets developed in the 3-day series
  19. 19. strategy Polish your Interview Process 6 Pre-First Visit Package Interview process Presentation process/materials After-presentation package Materials/skills in recruiting seminar
  20. 20. Recruiting Mistake #4: Sell and Tell “Interview” Can’t discover motivation Can’t build on ‘pain’ Can’t make ‘candidate’ feel important Can’t differentiate yourself
  21. 21. Effective Interview ‘Flow’ From ‘sell and ‘tell’ to ask, probe—discover ‘pain’
  22. 22. Are your interview questions discovering your desired Traits Skills Qualities? Big ‘crystal ball’ question: Past-based ‘ Test’ your Interview Questions
  23. 23. The major magnet is you. What’s your ‘talent’? What’s your major magnet? Why should people join you?
  24. 24. <ul><li>Write your recruiting plan </li></ul><ul><li>2. Schedule calls/interviews. </li></ul><ul><li>3. Put a ‘rapid response’ in place after your interview </li></ul><ul><li>4. Quit ‘fog the mirror’ and start hiring 1 of 5. </li></ul><ul><li>5. Establish who you won’t hire--standards </li></ul>
  25. 25. 6. Decide on the 4 most important talents/skills you need today 7. ‘Target’ your recruits; best, easiest; match ‘magnets’ 8. Package each part of your interview process 9. Quit ‘tell and sell’ and ask, ask, ask; create an interview process
  26. 26. It’s been a great pleasure to work with you. Here’s to exceptional recruiting! . Carla Cross <ul><ul><li>See for resources for you . </li></ul></ul>Wouldn’t it be great to assist your leadership team to double profits? To book a presentation, series or webinar, complete the inquiry form in this website .