Aside from landing new clients, recruiting is one of the biggest challenges a Realtor faces from day to day. Finding quality talent to join your team is even harder if you don’t have the resources to offer substantial commission rates and incentives.
Every great real estate team started small before achieving prestige, but it’s still true that your team is mostly only as good as your last hire. It’s smart to be highly selective and reach out only to applicants with an excellent track record.
If you’re serious about putting together a rock-solid team, here are some things you should do.
Create a Digital Recruiting System
Everything has turned digital today, especially recruiting. You’ll rarely find job postings in the newspaper; instead, they’re posted on Internet job sites. So your recruiting efforts should focus on the digital marketplace.
Targeting your clients where they’re most likely to be is vital. For example, if you want a younger crowd of Realtors at your agency, pursue talent where they’re more likely to spend their time, such as social media. Facebook, Twitter, Google+, and Pinterest can harbor top talent and be the places to post solicitations that attract their interest.
Also, post listings on multiple sites where Realtors hang out, like Zillow and Yelp. Make listings on these sites more noticeable with organic keyword optimization. Use words that real estate agents in the area are more likely to use when they search online, such as “realty companies in Houston” or “real estate jobs in Sacramento.”
Screen for Quality
In some cases, quantity is more desirable than quality, but when you’re building a strong reputation for your agency, that’s not likely. Quality should be the primary focus as you screen your tenants.
Scan resumes, look at agent portfolios, and gather information about potential hires; try to see through the fluff for agents with something of substance to offer. An example of substance is the age and experience they have in the real estate industry.
You might have a young hire who says he or she knows how to use all the technology to make real estate sales easier. As valuable as that may be, it’s not likely to replace decades in the field.
When you’re seeking experienced and quality agents, you can tell a lot from interviews. You might ask some of the following questions:
- How many years have you worked in real estate?
- Do you have accreditation, and can you provide proof?
- Are you working real estate part time or full time?
- Describe your ability to work in a team setting.
- Do you speak a foreign language?
- What are your preferred methods of communication?
The answer to such questions will reveal a great deal about the kind of agent you’re interviewing. Use it to weed out the unlikelies.
Mine from the Individual Realty Pool
Many Realtors start out on their own, but most look for opportunities with an established agency. An agency puts branding on their side, and helps them find clients more easily.
Search your area for individual Realtors who have made impressive strides on their own. Offer a position with whatever incentives you can. These prospects will have already proven themselves in the field, which shows how they’ll perform on your team.
Keep a close eye on potential talent in your community. Top talent goes quickly, and you don’t want to lose excellent prospects to agencies who monitor individual performers more closely than you.
Incentivize as Much As You Can
Resources are often limited in small agencies, but if you want top talent, incentives are essential. Traditionally, Realtors who join a team are awarded a signing bonus, but if that’s not an option, you’ll have to get creative.
Some ideas for incentives include:
- Increased earning potential
- Lower office fees
- A free personal real estate website
- Digital marketing assistance
- Emphasis on agency perks
- Better benefits
Creative incentives will attract top talent and beat your competitors. Most agents choose the best deal, and the better Realtors require more honey to catch.
Do the best you can with your resources, but don’t lose sight of top talent. If you’re patient and diligent, they will come, and you’ll build a stronger agency.