Due to the ongoing situation with Covid-19, we are offering 3 months free on the agent monthly membership with coupon code: COVID-19A
With an RE Technology membership you'll be able to view as many articles as you like, from any device that has a valid web browser.
Purchase AccountRE Technology lets you freely read 5 pieces of content a Month. If you don't want to purchase an account then you'll be able to read new content again once next month rolls around. In the meantime feel free to continue looking around at what type of content we do publish, you'll be able sign up at any time if you later decide you want to be a member.
Browse the siteDecember 14 2009
RISMEDIA, September 19, 2009 — Recruiting experienced agents is an easy way for brokers to bring excitement back into their office as well as impact their bottom line. While bringing in experienced agents is a great way to keep your office productive, many real estate professionals are relying on passive forms of advertising to bring in new agents. Here, Todd Shyiak, President, Cogent Step Recruiting discusses the formula for successful recruiting.
Recruiting experienced agents can bring immediate benefits to a broker — an immediate impact to the bottom line, increased market share and excitement in the office. Yet, most simply don’t have a strategy or the time to recruit experienced agents.
Of the brokers who do have a plan, many rely on “passive” forms of advertising — drip email campaigns, a website page and direct mail pieces touting the advantages of their brand and office. But passive ads are easy to dismiss and even ignore.
The best and perhaps only way to recruit experienced agents is to call them directly until you actually speak with them. When you speak directly to an agent, you can determine if they are perhaps unhappy where they are today and/or if they are interested in hearing more about your value proposition. The number of agents you end up speaking to and meeting with using the phone instead of ads will increase your chances of achieving your goals exponentially.
To successfully recruit experienced agents, a broker must first have a goal in mind then develop a plan and execute that plan daily. Assuming the broker has a solid value proposition (an established brand, technology tools, training, competitive rates and good market share, for example) and a commitment to grow their market share, the next step is working through the numbers. If, for example, a broker has set a goal of recruiting 10 experienced, producing agents this year and he or she has 600 agents in their market area with sufficient sales volume to warrant a call, break it down like this:
The right energy, scripting and objection handling on the initial call will identify a much higher percentage of interested agents in the first place. The critical needs analysis, both on the phone and during the face-to-face meeting is crucial to understanding agents’ current issues and future needs and wants. Broker training on consultative best practices will ensure a higher success rate for the face-to-face meetings.
Being committed to growing your market share may be a great goal, but you must also commit to train yourself (or your managers) on recruiting best practices. That’s where Cogent Step Recruiting can help. When a broker is overwhelmed with the sheer volume of calls they need to make, let alone understanding the other elements of successful recruiting, we offer an outsourced solution. Most agents are quite happy to get a call from an executive recruiter.
The ability to effectively identify and attract experienced agents is more than a tactical advantage—in a highly competitive market, it is a core capability that will drive the success of your business for the long term. Set a goal, develop a plan and execute.
Todd Shyiak
President
Cogent Step Recruiting
www.cogentstep.com
RISMedia welcomes your questions and comments. Send your e-mail to: [email protected].