As a recruiter working for a real estate broker, you’ll know by now how important it is to find promising and top-performing real estate agents who can join your team. Discovering agents who are already at the top of their game—or agents who have the potential to become highly successful later in their careers—can make all the difference in the world, especially if your firm is a small company that is currently struggling to make ends meet.
However, in order for you to continue attracting top talent, your firm needs to engage in creative and competitive real estate recruiting strategies. By doing so, you’ll be able to draw the best professionals, and your business will be able to benefit immensely from the skills they bring to the table.
If you’re been wondering what else could your recruitment strategy be missing, read on to find out more. In this short guide, we’ll help you determine the still-absent pieces of the puzzle that you could focus on the next time you recalibrate your recruitment action plan.
Your Company Culture
Time and again, you’ll hear industry thought leaders tell you about the importance of effectively spelling out your firm’s corporate culture to be able to recruit real estate agents. It can never be overstated how important creating a clear picture of your company culture is when developing your agent recruitment campaigns.
Studies have shown that more and more professionals today are listing “positive company culture” at the top of their list of priorities when searching for new employment, which means it’s also becoming more important to highlight it as your main selling point when creating an overarching recruitment strategy.
Make sure that your prospects have a clear understanding of what your company’s values and goals are, in addition to the sort of support that they can expect from you. Outlining the pathways for growth that you offer is essential to attracting the best candidates in the industry.
Your Personalized Approach to Employee Management
Some brokerage firms—particularly those that are small in size and have limited resources at their disposal—think that they would never be able to compete with big box brokerages that boast a national reach and possess all the financial and manpower resources recruiters could ever hope to have. However, smaller firms can actually leverage their more compact sizes to create a more personalized approach to employee management.
While big companies are simply too large to place considerable focus on each individual agent, smaller firms are in a better position to put every individual on the spotlight. Your ability to keep tabs on the strengths, weaknesses, goals, and expectations of your team members will allow you to make the most of their potential.
The Opportunities for Continuing Education That You Offer
Being a real estate agent is one of the most high-powered professions in the world of business, and as such, you can expect most of them to be very driven people. They are individuals who consistently aspire to become better at what they do not just for their own benefit but for the benefit of the firms they work for as well.
To feed this hunger for growth and development, you need to provide them with opportunities for continuing education, and you have to make sure that they know about these even before you hire them. Such opportunities can be as simple as an informal weekly meeting where colleagues can discuss industry trends and best practices, or it can be something as big as attending a convention that will be presided over by thought leaders in the real estate industry. You can even look into formal continuing education opportunities afforded by traditional educational institutions.
The Mentoring Opportunities Available to Agents
Another strong selling point for any real estate broker is their ability to afford mentoring to new recruits. Like continuing education opportunities, mentoring is a major pathway to growth and skill set development, which is why you should definitely underscore this during the hiring process.
Mentoring can be approached in a lot of different ways. For example, you could come up with an agent pairing program, where more experienced agents can take on the responsibility of offering in-person and real-time guidance to newer agents who are still in the early stages of their careers. While it is true that young or new agents lack experience, many of them more than make up for this inexperience by being driven and motivated about improving their capabilities and contributing to the firm’s bottom line.
The Technological Tools You Use
Technophobes and luddites may tell you otherwise, but these days, technology is truly becoming the foundation upon which the modern world of business is being built. In the real estate industry, for example, there are numerous software and tech platforms available that make everyday work in a real estate brokerage firm more efficient and streamlined.
Your ability to provide such technologies can also be used as a selling point when recruiting agents. After all, knowing that they will have access to a wealth of customer relationship management tools will highlight to your prospective recruits that your firm is more than prepared to help them stay organized, consistently find leads, and keep being productive on a daily basis.
Being able to effectively communicate your company’s value proposition is essential if you want to attract top talents in the real estate industry. Highlighting the five items above in your recruitment strategy can provide you with a good starting point toward achieving this goal.