We all want to like the people we work with. We want to make sure they’ll show up on time, fit in nicely with the culture, and include deodorant as a staple in their daily routine. But here’s the thing – recruiting solely based on likability and surface-level metrics while putting the data-driven side of things on the back burner won’t take your business to new heights, especially when it comes to the ultra-unique industry we call real estate. You need specific, tailored data – a piece of this industry’s recruiting puzzle that often gets misplaced or overlooked.
Here are a few tips for connecting the dots between knowing that you need to bring on new agents in order to reach your lofty goals, and using data to successfully recruit the right prospective agents to your brokerage. Use these tips to tailor your brokerage recruiting strategy:
Use real estate-specific recruiting technology.
Recruiting in real estate isn’t as simple as browsing through the endless names and grey faces on LinkedIn and sliding into a few prospects’ DMs. In fact, a survey by Capterra Talent Management states that only 36% of candidates are active on LinkedIn, meaning that using LinkedIn to recruit could actually limit your ability you find the right agents. This makes it that much more important that you use an industry-specific system that not only knows where top-producing agents can be found, but also what metrics should be used to gauge whether or not they’re a good fit for your unique brokerage.
Using real estate specific recruiting technology gives recruiters the ability to be more efficient and targeted in their recruiting efforts. It cuts straight to the chase, evaluating only the types of data that matters the most to your brokerage throughout the recruiting process.
Actually use a brokerage recruiting strategy.
It’s not enough to simply have real estate technology in your tech stack. In order to reap the benefits of this technology it must be deeply implemented into your brokerage’s recruiting systems and workflow. The managers using it must understand the expectations associated with it, and receive the training required to use it correctly.
Set your goals.
Each and every one of your recruiting goals should map to your business and revenue goals, period. That means that every agent you bring on board at your brokerage should be a step – no, a leap – towards reaching those goals.
In order for your technology to assist you in reaching your goals, you have to set them in the first place. Be sure to input the specific revenue goals your brokerage has set for itself into your recruiting system before doing anything else. This will ensure accuracy and make sure that you’re able to leverage its features to their full potential.
Use data to identify top producers.
Now that you’ve imputed your goals, it’s time to use data to find the agents you need to reach them. Use the sales data provided by your real estate recruiting tech to evaluate how agents are trending. You’re looking to grow your brokerage, and it’s important to recruit agents who hold that same hunger for growth and success, too.
Use a recruiting flow.
Once you discover the candidates you should be recruiting in order to reach your goals, drop them into a data-backed recruiting flow. Competition for top-producing agents is hot and having these insights into how you should take action can be the determining factor in being able to successfully get them on your team.
This flow should include things like:
- Prioritized tasks, so you know exactly who you should be putting your effort into first.
- Prompted actions, so you know exactly what kinds of things you should be doing.
- Guidance on timing, so you know exactly when you should be making moves.
If your brokerage recruiting strategy and efforts aren’t taking you where you want to go, make sure you’ve checked these boxes off your list of to-dos. The more you leverage real estate recruiting technology, the more seamless and effective your recruiting process will be, and the harder it will become to picture life without it.