Interview
Q: How many agents do you currently have working one your team?
A: We currently have 264 agents in 10 locations. We just found out that
we
were ranked # 98 among the top 100 companies in the US based on number
of
closed units according to RIS Media's Power Broker report.
Q: What are your recruiting goals?
A: My goal is to recruit 240 agents per year - both new and experienced
agents. This would mean 2 new agents per month in each office.
Q: What have you implemented to help you reach these goals?
A: 1. Two full time recruiters
2. A continuous schedule of career seminars
3. A direct mail program to all individuals who are registered to take
the
state real estate exam
4. Regular mailings after 3, 6, and 9 months to all individuals who took
the license course and did not affiliate with our company
5. Monthly electronic newsletter to all existing agents in the county
to
give them a news update about our company - this helps us to show that
we
are a large, successful company in the market and technology driven.
6.Thank-you letters when our listings are shown by other agents.
Q: What is the key differentiator about your company that you present
to
candidates that you are interested in recruiting?
A: That we are a high-tech, yet high-touch company. We use the Real Estate
Simulator to prove it because the Real Estate Simulator allows us to utilize
technology to tailor our training and management program so that individual
needs are met in the most effective manner possible.
Q: What is your key selection criteria when looking to recruit an agent?
A: I look for an individual who is goal and service oriented and can
function effectively in a team environment.
Q: What would you recommend to a broker who is interested in recruiting,
selecting, and training stronger agents?
A: A regular, consistent recruiting program to increase the overall number
of potential recruits combined with a well defined screening program to
reduce the amount of unsuccessful recruits. There is nothing more
frustrating for a broker or a recruiter than invesing time and money in
hiring people who are either unable or unvilling to be successful. Once
those individuals who have been removed from your recruiting program,
the
synergies of the recruiter, the manager, and the trainer increase
significantly.
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