The Interview

We recommend you read these tips before you formulate your questions.
To jump to the Interview Questions click here.

Use a two-part interview:
The first part is for questioning and information gathering. The second part is to go over company benefits, how you can help them in their career and detail compensation package, a

Where should interview take place
If a new agent: in your office.
If experienced agent, at a neutral and private location to protect their confidentiality.

Developing Rapport
In order to gain an accurate impression of the candidate, the broker must create a non-threatening atmosphere. People act differently under stress, thus creating a false impression.

Have enough time
Glancing at your watch or rushing the candidate can make the candidate feel as though you are not interested.

Set the example
Dressing professionally for the interview shows the candidate what you expect them to dress like for work. Your professional appearance also tells them volumes about you.

Greeting
Keep your introduction businesslike but friendly. Give a warm handshake and smile. Ask the receptionist to “HOLD ALL MY CALLS” as this will make them feel important and show that interviewing candidates is serious business for you.

Speaking Time
One measure of a successful interview is the ratio of your speaking time as compared to the candidate’s. The more the candidate speaks, the better. The only way to accomplish this is through proper questioning, rather than making statements. Maintain good eye contact throughout the interview to show your interest in them. This also tends to put the candidate at ease and allows for better communications.

Remain Objective
One of the toughest tasks for a broker because often a first impression can make us pre-judge a candidate wrongly, in either a positive or negative manner.

Avoid the “Halo” effect
This is where we become so impressed or distracted by one area of a candidate’s background that other areas become overlooked or assumed.

Avoid giving your personal opinions or experience
The purpose is to discover THEIR opinions, feelings and behavior. This to avoid setting boundaries of what is okay or not okay, or otherwise the candidate tries to answer questions in terms of what YOU WANT TO HEAR.

Do not lead the candidate
Do not word questions in such a way to suggest an answer. Such as, “Do you think it is important to like people in order to succeed in this business?” Instead ask, ‘What attitudes do you think you should have to ward people in order to succeed in this business?”

Open and closed ended questioning
Closed ended questions (those answered yes or no) should only be used to when you want specific information or to clarify a point Open ended questioning asks the who, what, where, when, why and how.

Wrong question: “Do you think you have the qualities to succeed in real estate?

Right question: “What qualities do you have that will help You to succeed in real estate?”

Layering questions
To be used when you want a candidate to clarify or elaborate on a subject These are very effective for the shy or nervous candidate.

Examples:
· “Please elaborate.”
· “That’s interesting. Tell me more.”
· “Why do you say that?”
· “Uh huh”
· “And then what”

Your body language can also serve the purpose. Leaning forward, tilting the head slightly and giving a quizzical look can also elicit additional information.

One question at a time and keep them simple

A common error of many interviewers is to ask multiple questions with the same sentence. This can be confusing and often results in a poor and inaccurate picture of the candidate. Also avoid very long questions. Keep them simple.

Written applications
Many brokers don’t use a formal, written application, however it can be a lifesaver for you. It should be filled out with all new salespeople applications prior to the interview. It gives you a guide for questioning, provides information that might not come up during the interview, shows written communications skills and can also protect you legally.

Sample Interview Questions

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EDUCATION HISTORY

· “I’d like to know more about you, so please put your modesty away for a while and starting with High School, tell me about some of your accomplishments in school that you are most proud of.”
· “What did you like most and least about your education?”
· “How have you applied your education to your career at all?”
· “Why did (or didn’t) you go to college?
· “What were some of your extracurricular activities in school?”

EMPLOYMENT HISTORY

· “Tell me a little about your present (or most recent) job?”
· “Why did you (or plan to) leave this job?”
· “What skills or knowledge do you develop on that job that you think are applicable to this position?’
· “How do you feel about your present (or most previous) company? Why?”
· “How do you feel about your present (or most previous) boss?”
· “What do (or did) you enjoy most about that job? And Least?”
· “What accomplishments are you most proud of with that job?”

PERCEPTIONS OF THE REAL ESTATE INDUSTRY

· “Why do you want a career in real estate?”
· “What are your perceptions of the real estate business?”
· “What do you think it takes to succeed?”
· “What would be your major barrier to success in real estate?”
· “Do you know anyone in the real estate industry? (If Yes) What have they told you about a real estate career?”
· “What is your income goal in this business?
· “What do you think will be the most important factors in determining whether or not you reach your income goals?”
· “Where do you think most of your business will be generated?”
· “How do you think you will generate some of your initial sales?”

POSSIBLE KNOCKOUT FACTORS
· Unwilling to accept training.
· Too frequent change of jobs or addresses.
· Recent failure in own business.
· Deeply in debt.
· Abnormal fear of selling.
· Poor attitude toward selling as a profession.
· Retired, with a retiring attitude.
· A person who could not explain discrepancies in application.
· A person who is too tied to family responsibilities.
· A person whose family is not supportive of their real estate career.
· A person with very limited goals.
· A person with poor self-esteem.
· A person who conveys poor communications skills., i.e.- not listening, constantly interrupting, someone who talks too much or too little, uses off-color remarks, or conveys poor body language like slumping down in their chair.
· A person who appears to be indifferent as to whether they are hired or not
· Someone who shows little tolerance for stress.
· Someone who shows little energy in the interview

IF YOU DECIDE TO HIRE THEM
This is where you want to start selling them on your firm. Here are some ways to make the transition into your presentation:

· “Well, I’ve been asking you a lot of questions up to now and have learned quite a bit about you. Now I’d like to share some information with you about myself and my firm.”
· “In our company we have a strong desire to see you, the individual, succeed. We cannot guarantee success in that you are accountable for your own performance, but we can provide the necessary tools to help you accomplish your goals. I’d like to share with you some of those tools and how we use them to help you.
· “A number of years ago I was sitting in the same position as you and deciding whether I wanted to join a certain company. Let me tell you about some of the reasons why I think you would benefit by joining our company.”

Selling Your Company
Presentation aids in recruiting can be just as effective as in listing. Put together a recruiting presentation with visuals and examples. Advertising, testimonial letters from past customers and clients, press releases and photos of community involvement, award presentations, training programs, company brochures, technology equipment and software, etc.

Have The Candidate Leave With Something
After hiring the candidate and having them accept your offer, give them a “WELCOME ABOARD” packet. Customize two different ones for the experienced and the new salesperson. The new salesperson will be proud and display it to family, friends, etc. and the experienced salesperson may just show it to some of their co-workers who also might be thinking of a career change.

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