5 Ideas for Fine-Tuning Your Real Estate Agent Recruitment
Here are a few suggestions:
Recruiting real estate agents into your brokerage can be quite a challenge. Indeed, real estate is a highly competitive industry and other brokerages and agencies are all looking for the best people. As such, the formula that you have been using for years to acquire new talent may not be as effective as before.
The good news is that you don’t have to completely scrap everything you’re currently doing. After all, you may already be getting results with tried-and-tested methods such as periodic email blasts. This is especially true if you stick to conventional practices such as those you can read here:
Here are a few suggestions:
Does your real estate brokerage or agency conduct boot camps or other similar activities? Try experimenting with schedules to find the best hours. Consider that there are real estate agents who do the job part-time. Thus, holding activities in the morning might not have that good of a turnout. Try rescheduling in the afternoons or evenings and see if the attendance improves. It’s also a good idea to conduct a survey when most people are available; you can use built-in features on social media platforms or use third-party survey apps to record responses.
Get in Touch with Colleagues
In the world of real estate, agents know fellow agents. Thus, it’s best to set aside time from your busy recruitment schedule to get in touch with your colleagues. This is an especially rewarding activity during the off-season, when agents are more actively looking for opportunities. You can use social media for initial contact, and then schedule a meeting for later. Remember that not everyone will respond. Still, simply sending a message will keep you top of mind in the future.
Don’t forget to also bring in your staff in this recruitment effort. Indeed, your current agents are one of the best resources you have in
building your team. Ask your people to share job listings on social media and offer incentives to those who bring in exceptional talent (and a bigger bonus if the new hire stays on). You should also keep an eye out on rising stars when you attend professional meetings, conferences, and the like.
Adjust Strategies Based on Properties and Target Hires
You can’t have a one-size-fits-all approach when it comes to recruitment. Why? It’s because you need a diverse team to sell a diverse list of assets. Simply put, if your marketing is targeted toward young, part-time agents, you won’t be able to attract more experienced people who can sell million-dollar mansions.
A good way to tackle this is to look at your portfolio of properties and the target market of these properties. Are you looking at young professionals or empty nesters? Is the neighborhood being gentrified and more middle-class families are moving in?
Once you determine the target market, it’s easier to “match” them with real estate agents and start looking for the right people. Remember to use the appropriate platform for reaching out. For example, millennial and Gen Z real estate agents are digital natives; thus, you need to make sure that you have a solid presence online.
Use Social Media and Digital Tools
Speaking of digital, social media is a valuable tool for recruitment. However, make sure you’re on the right platforms. LinkedIn is a great way to get in touch with professionals; on the other hand, Facebook and Twitter are also viable avenues for promoting your company values and culture. Make sure to use the built-in targeting tools in each platform to ensure that the message will reach the intended recipients.
There are also plenty of recruitment tools, digital event managers, and other applications that can help identify talent and organize activities. There are plenty of free trial versions you can avail to see which ones work best for you. Then, invest in the paid options to access a robust suite of features.
Recruitment activities shouldn’t be confined to your marketing materials. Get involved. In fact, remove your recruitment hat for a while and spend time outside the office. Attend workshops, either as a speaker or a participant. These are perfect venues to not just learn but also to expand your network. When people in more senior positions get seen out in the field, it sends a strong message. It shows that you care enough to get to know people and invest in their well-being and professional development.
Remember that growing your brokerage through real estate agent recruitment is more like a marathon rather than a sprint. It takes longer to reach the finish line and you need to plan and adapt carefully to make steady progress.
You also have to think about recovery. Don’t push and push. Allow yourself and your team to take a break from recruitment and focus on other aspects of your brokerage. Indeed, taking a step back from your recruitment efforts will give you a clearer picture of what’s truly happening. Then, you can apply these ideas or think and even come up with other ways to refine your hiring process to attract more outstanding agents.