5 Pitfalls to Avoid When Recruiting Real Estate Agents
The real estate industry is highly competitive, with the success of each brokerage relying heavily on the efforts of its top agents. That’s why many brokerages are always on the lookout for the best real estate agents to join their teams. It’s also one of the reasons why real estate agent recruitment can be quite challenging.
When we hire agents for our homebuying company in Philadelphia, we aim to help sell your house fast and efficiently. But this wasn’t always the case.
Alongside knowing the best practices in real estate agent recruitment, it’s also beneficial to understand the common mistakes that recruiters make when searching for potential candidates.
1. Focusing Solely on a Certain Experience Level
When recruiting real estate agents, “cast a wide net and avoid singling out individuals with a specific level of experience.” Doing the latter will only limit the pool of agents you can recruit. It can also stunt the growth of your team if every member has a similar background.
Instead, be open to recruiting agents with varying experiences. Remember, the most effective agents aren’t only those who have years in the industry. “Many newly-licensed agents are just as competent.”
If you want an up-and-coming real estate professional to join your team, mention how your company has a positive corporate culture through support and mentorship. Offering help can also be very attractive to agents who are still starting in the real estate business.
On the other hand, you can impress an experienced real estate agent with your brokerage’s professional environment and give them access to the latest software. Offer office space that can accommodate their productivity and inspire a sense of pride for being a more seasoned agent.
2. Dismissing Passive Candidates
Similar to giving a diverse group of real estate agents a chance, you must also keep an open mind when reaching out to passive candidates. While they may not be currently looking for a new job, they may reconsider if they see your brokerage has better opportunities. It’s essential to stay open-minded. There are conditions that buyers and sellers can encounter when changing realtors. That’s why you want to surround yourself with a great team of colleagues as a realtor. You can all learn from each other and grow.
Also, taking the time to target passive candidates keeps your brokerage company at the top of their minds. This way, when they’re ready for a change, they’ll contact you first.
Create separate marketing content and campaigns specifically for passive candidates. Make it a point to cultivate a relationship both offline and online. Being open to non-commital conversations and answering questions they have can boost your chances of recruiting them in the long term.
3. Sending Generic Recruitment Messages
Many recruiters send emails when contacting potential candidates. If you’re like most recruiters, you have a templated message that’s ready to send. Such emails often include information about joining your brokerage and the potential benefits an agent can receive when they become part of your team.
So, it’s best to send personalized emails. Before you reach out to a candidate, do some research about the prospective agent. Then, make sure to include this in your message.
For example, our HR department undertakes research into where the applicant studied or a recent recognition they received. One of the agents who applied for a job at our homebuying company was so impressed by the insight she gained from her recent venture that she took the time to meet the entire team after the interview to express her appreciation. And guess what? We hired her.
4. Underutilizing Available Resources
As a real estate agent recruiter, you need to utilize various methods when finding effective agents. This means going beyond a website or word of mouth and exploring your social media connections to find potential candidates.
5. Failing to Send a Follow-Up
Just like real estate agents follow up with their clients to close a sale, you must follow up with potential candidates you want to hire. It’s possible that candidates simply forgot to reply, and your follow-up message can be just the reminder they need.
If you’ve previously communicated, you may want to pick up where you left off. If they haven’t responded to your previous message at all yet, kindly ask the candidate if they have received it.
How to Recruit Real Estate Agents: Summary
Recruiting real estate agents is an art, but when you’re vying for the top agent’s attention, the art becomes a challenge. By practicing the above methods, you can maximize your efforts and maintain a steady team of skilled agents.
