Recruiting can make you feel paralyzed when you lack a clear vision of how to help agents in your marketplace. Start by asking yourself: What do I do better than anyone else?<\/em><\/p>\n A business strategist would call this focusing on a niche, and the same principle applies to recruiting. For example, your niche might be: I help languishing agents who\u2019ve been in real estate less than two years transform themselves into full-time productive agents.<\/em><\/p>\n The real estate industry is too diverse and complex to be a generalist. The most effective hiring managers reduce the scope of who they\u2019re trying to recruit and focus their attention on those who they can help the most.<\/p>\n Identify Your Ideal Prospect<\/strong><\/p>\n Focusing on a specific niche is like choosing your sport; while identifying your ideal prospect is like selecting what type of players you want on your team. Recruiting is way too difficult, expensive, and time-consuming to skip this important step.<\/p>\n Start this process by inventorying the characteristics of your most successful agents. Consider things such as education, work history, track record as an agent, goals and aspirations, stage of career, character traits, and anything else that helps you categorize an individual who will thrive under your leadership.<\/p>\n Here is an example of an ideal recruiting prospect profile from a high-performing manager I coach:<\/p>\n My ideal recruiting prospect is an experienced agent doing 8-12 transactions\/year who wants to build a sustainable business, double their personal income, and maintain a healthy work-life balance.<\/em><\/p>\n I\u2019m best able to help agents who are goal-oriented, self-managed, and customer centric. Our systems and methodologies are best suited for those who have a collaborative, focused, and \u201cfarming\u201d mindset. I personally enjoy helping those who are curious, coachable, and hungry.<\/em><\/p>\n Once you get a definitive vision of who you want to hire, the recruiting process becomes more focused and picks up speed.<\/p>\n Develop Your Unique Value Proposition<\/strong><\/p>\n When a glove manufacturer makes a glove, they have a certain type of hand in mind. Recruiting should follow the same line of reasoning. Once you\u2019ve created your ideal recruiting prospect profile, ask yourself: What can I offer this prospect that is so compelling they\u2019d be foolish not to accept it?<\/em><\/p>\n At this juncture, it\u2019s tempting to talk about the features and benefits you provide compared to your competitors. But this approach will fail to engage your prospect\u2019s emotions or capture their imagination.<\/p>\n It\u2019s better to address specific problems your ideal prospect may be experiencing. Here is the unique value proposition relating to the ideal prospect profile highlighted earlier:<\/p>\n
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Ben Hess <\/a>is a serial entrepreneur, writer, and coach who has helped hundreds of real estate companies, teams, and managers excel at recruiting. He is the co-founded CoRecruit, a coaching company that helps real estate leaders build better recruiting systems and first level excel at experienced agent recruiting.<\/em><\/p>\n