Six Proven Strategies to

Your Recruiting

Example: This is a webinar or ‘live’ presentation. It was used recently to promote Carla’s 3-day leadership series.

Specialties: business planning; ‘people development for management; training programs and ‘train the trainer’

Management: Took 2 real estate offices out of the red and into six figure profits quickly

Re-generated a region for the 3rd largest real estate co. in the world

National and Washington Realtor Educator of the Year

Performance coach for largest real estate companies in the world

Former master level CRB instructor

More of her published resources endorsed and recommended by CRB and CRS than any other trainer/coach

Writer: Up and Running in 30 Days

About your Presenter, Carla Cross, CRB, MA

www.carlacross.com

Recruit to

Bottom line: ‘on accident’ to ‘on purpose’ recruiting

•The five steps to a plan

•All gone: ‘fog the mirror’--create your standards

•Get clarity on your best recruits

•Demands of our recruits today

•The newest recruiting ‘magnets’

•Avoiding the 4 biggest mistakes

Bottom line: ‘on accident’ to ‘on purpose’ recruiting

•The five steps to a plan

•All gone: ‘fog the mirror’--create your standards

•Get clarity on your best recruits

•Demands of our recruits today

•The newest recruiting ‘magnets’

•Avoiding the 4 biggest mistakes

strategy

Get a plan

How many?

How soon?

Where?

What are you going to do each day/ how much?

How are you going to market to them/keep in touch?

How are you going to track your contacts and measure your results?

In your Recruiting Plan….

strategy

Get a plan

Use to create your

marketing plan for

each target market

Who

What

When

How $

Cross’s 5-Step Recruiter Planner

strategy

Get a plan

Use to create your

marketing plan for

each target market

Who

What

When

How $

Worksheets/coaching included in one-day seminar

Recruiting Mistake #1

Not Getting Back to Prospect Quickly Enough

• Write a note immediately after appointment

• Provide info. package; phone follow-up

• Have a pre-written note done by your assistant

• Set up next appointment in first appointment; remind

• Send information• Phone as follow-up

What’s your Rapid Response Plan?

strategy

Get Picky

Recruiting mistake #2

Hiring 1 of 1, or even 1 of 3

New rule:

Hire 1 of 5 or 1 of 10

What’s your ratio?

strategy

Get Picky

Truism: You can’t train or coach

your way out of a bad hire!

Recruiting Mistake #3: No Standards

Minimum production—when?

Training—what?

Full-time—or not?

Practices?

Coaching?

Develop minimum expectations

Guidelines in the one-day seminar

strategy

Envision your ideal agent

Skills

Talents

Qualities

Meet consumer needs

No matter how you total success in the coaching profession, it all comes down to a single factor—talent….no coach can win without it. John Wooden, famed UCLA basketball coach

A ‘Real Life’ Situation

Office in the red

Only 2 out of 30 producers

Most part-timers

Low self-esteem

The competitive environment:

Top agents left to start their own office 10 blocks away/same company

Largest office: Cheat to win mentality

Risk taking/pro-active Matched vision/values1-3 years in the businessEarly affiliatorsGrowth potential

Producers meet minimum production standards

Over 28 months, 40% of consumers did a real estate transaction (HouseValues study)

Most Home Technologies survey:9.3 months to sell a house16.7 months to buy a home

Recruits: Must have more commitment Willing to fail longer

2010+ Longer Consumer Decision Timeframe

strategy

‘Target’ your recruits

Best producers

Years in business?

Competitors’ weaknesses?

Principle: Target market. Go for the best recruits you can get in a market that will give you those recruits.

strategy

Develop New Magnets

Best magnets for your desired recruits?

Do you have those magnets now?

strategy

Develop New Magnets

What Gen X and Y Are Looking For•Community Involvement

•Flex space

•Education

•Belonging/significance

•An inclusive, participative environment

•Want to be listened to

•Not impressed with ‘vice- presidential’ status

•Value diversity

•Like entrepreneurship

•All-inclusive commissions not so important

Magnets developed in the 3-day series

strategy

Polish your Interview Process

Pre-First Visit Package

Interview process

Presentation process/materials

After-presentation package

Materials/skills in recruiting seminar

Recruiting Mistake #4: Sell and Tell “Interview”

Can’t discover motivationCan’t build on ‘pain’Can’t make ‘candidate’ feel importantCan’t differentiate yourself

Effective Interview ‘Flow’

From ‘sell and ‘tell’ to ask, probe—discover ‘pain’

Are your interview questions discovering your desired

Traits

Skills

Qualities?

Big ‘crystal ball’ question: Past-based

‘Test’ your Interview Questions

The major magnet is you.What’s your ‘talent’? What’s your major

magnet? Why should people join you?

1. Write your recruiting

plan

2. Schedule

calls/interviews.

3. Put a ‘rapid

response’ in place

after your interview

4. Quit ‘fog the mirror’

and start hiring 1 of

5.

5. Establish who you

won’t hire--standards

6. Decide on the 4

most important

talents/skills you need

today

7. ‘Target’ your

recruits; best, easiest;

match ‘magnets’

8. Package each part

of your interview

process

9. Quit ‘tell and sell’

and ask, ask, ask;

create an interview

process

It’s been a great pleasure to work with you. Here’s to exceptional recruiting!

. Carla Cross

See www.carlacross.com for resources for you.

Wouldn’t it be great to assist your leadership team to double profits? To book a presentation, series or webinar, complete the inquiry form in this website.