By Maddie Jostol, Marketing Manager
Agents are being recruited constantly. The experience that you show an agent throughout the agent recruiting process must stand out. Not in a kitschy way, though… they already get bombarded with brokerages showing off their latest, shiny reasons to sign a contract. As we all know, recruiting a new agent is all about building a relationship with that person, gaining their trust, and illustrating what your brokerage has to offer them and their real estate career. The trick to winning over new talent is to take care in that process, using a tool that will support the efforts of recruiters and managers from the time they first contact a new recruit all the way through until they’re an active agent, and beyond.
Recruit great agents, offer them the training and tools they need to be successful, retain those agents, grow your business, rinse and repeat.
We’ve compiled a list of ways to get the most out of Moxi Talent, our new recruiting tool (haven’t heard about it? Check it out here). The tool was designed with recruiters and office managers in mind, enabling them to successfully meet business growth goals with a simple, easy-to-use system.
1. Let the technology do the heavy lifting, then add a personal touch.
Like with any tech tool, allow it to relieve you of the tedious tasks so you can develop your business in the important ways. Rely on the technology to keep track of your notes, notify you of tasks, and hold the information for all of your recruits. Meanwhile, you’ve opened up time to focus on building those relationships. It gives you the ability to get out of the weeds, relieving you of the day-to-day, tedious tasks, and focus on the important stuff: the people.
For example, the system will remind you of important dates. When you see that reminder pop up, you can make a personal phone call to the candidate, showing them a little extra care. Similarly, the system might remind you to send a ‘thank you’ note or welcome gift. Use the system to process this, but add a personal note, adding a human touch.
2. Use the data to drive your business forward.
Brokerages don’t always realize how much valuable data they already have. Moxi Talent enables your managers to leverage that data to gain valuable insights and progress your business. The more you know about an agent, the more successful you’ll be at winning that agent over. You have the data – use it internally to help guide the recruiting process.
First, when you hit a lull, with few new prospects in your recruiting pipeline, Moxi Talent will use data to help you identify agents to recruit. Lean on this information to help build a healthy pipeline. Second, when using Moxi Talent, you’ll have visibility into the sales volume history of your recruits. This gives you the opportunity to understand an agent’s sales style and how they might fit into your business.
3. Look for agents who are a strong culture fit.
Think about it in terms of longevity – building an organization with a strong culture creates loyalty. When people share values with their company and love working with their peers, it makes it that much harder to leave. It’s in every brokerage’s best interest to hire individuals who not only contribute to the bottom line, but fit their organization culturally as well.
Moxi Talent will identify agents in your brokerage who have a similar sales pattern as a recruit. Send the two of them out to coffee or lunch. It will give your recruit an opportunity to connect with a like-minded agent. Plus, you’ll be able to get a second opinion from the agent regarding if they think the person would be a good cultural fit. If hired, that new agent already has a familiar peer to lean on, making their transition into your brokerage an easy one.
4. Nurture your relationships for better agent recruiting.
People aren’t going to switch firms overnight. Change takes time. Switching brokerages likely means lifestyle change, change in compensation, and adjusting to an entire organization of new people. It’s your job to nurture your relationship with candidates through the recruiting process, building trust and respect along the way.
Move recruits all the way through the flow. In reality, recruiting is a multi-step process. We’ve broken it down for you into phases, so you can move recruits through your pipeline as you nurture those relationships, suggesting actions along the way.
5. Always know where you left off with a recruit.
Managers and recruiters typically have a lot of balls in the air. Keeping track of every new recruit and every growing relationship can be tough when you’re entrenched in the day-to-day. A tool like Moxi Talent serves as a CRM in a way, so you always know where you left off with a recruit.
Use it as a digital to-do list. Moxi Talent will tell you what to do every day in order to crush your recruiting goals. Use that to your advantage and save yourself some time and frustration. All of your tasks will be clear prioritized, ensuring you don’t miss a beat.
These are just a handful of ways you can rely on your agent recruiting tool to guide your rockstar recruiters to meet their goals. When they’re armed with the right data and the right system, they’re able to blow agents away, winning them over and ensuring they stay.
By Tiana Baur, Content Marketing Manager
In their latest round of funding, OpenDoor scored $325 million in funding. Late last year, SoftBank invested $450 million into Compass. VC money is alive and well, and it’s found a home in real estate tech, pouring into the industry. And as we all saw at Inman Connect last week, the competition is as hot as five-star Thai food. It literally hurts to digest.
In a sea of change…
As all of us in the real estate world are saying, the industry is evolving quicker than most can keep up. It’s a treadmill that only seems to be getting faster and faster with no pause button in sight. What was super cool last quarter is the status quo today. There’s no room for lags and fear. What do these higher monetary stakes and complex competition mean for traditional brokerages? The value prop of your brokerage and its brand is key.
Question: Why should your agents stay at your brokerage?
Staying relevant and valuable to agents will continue to gain in difficulty. Without the money to offer six figure signing bonuses, your brokerage value proposition has to be hard as rock. If I were sitting across from you and asked, “Why do you think your agents should stay at your brokerage versus going somewhere else?” What would your answer be? Do you have a sophisticated tech stack? Do you train your agents on it or just hand it off and hope for the best? Do you continuously stay in contact with your agents or do you forget about them until they tell you they’re going to a different brokerage?
The magic of an open-door policy
There’s a top brokerage in Virginia – that will go unnamed – that is taking a very logical approach: They have an open-door policy. They’ll answer any and all questions – even about Compass. If an agent has concerns, they feel empowered enough to walk into the Managing Broker’s office and ask them, knowing they’ll get an honest answer. Because of that, their retention numbers are insane. They’ve invested in tech, and they’re investing time into their most precious asset: their people, their real estate agents.
- Don’t lose your current agents because you’re only focused on recruiting new ones.
- Don’t let any agent feel like they’re being left in the dark (including on the topic of Compass).
- Build on your existing relationships.
- Let your agents know you care and want them there.
- Implement an open-door policy if you haven’t already. It’ll be the best decision you’ve made all year.
- You can even try hanging a sign on the wall by your office, letting your agents know that they’re always welcome to come in.
- Have a proper recruiting system in place. This will focus your time on top talent inside and outside of your brokerage, making sure you’re getting the full picture and avoiding agents slipping through the cracks.
Brokerages today are worried about losing top producers, concerning themselves over the revenue and sales volume that those top producers take with them if they leave. It makes perfect sense. Losing one agent isn’t going to have a dramatic shift on market share, but it will impact a brokerage’s sales volume. This whole storm is why we created our Moxi Talent recruiting system in the first place. Too often, Managing Brokers don’t pay attention to agents until they threaten to walk. Moxi Talent helps you build relationships with the right people at the right time.
If the grass is greener on the other side, what side are you on?
By Nick Van Valkenberg, Director of Business Development
Growing your brokerage is an ambitious endeavor, especially in the ever-competitive real estate landscape. Two lingering questions are: how do you find the right talent for your brokerage and how can you make the process easier for your recruiting team? I plan to answer both of these questions but first you need to define what you are looking for: is it the “fresh to the industry” agent, an agent early in their career, or a more senior agent?
As the busy season winds down the “low hanging fruit” would be the agent that, well didn’t have a busy season and is looking for help or better yet, a place where they can thrive. If this is who you focus on recruiting, then do you have the systems in place that are statistically proven to increase an agent’s number of sides? Have you made it easy for them to run their business? How about an open platform? Single sign-on doesn’t sound like a whole lot but to the new agent that doesn’t know all of the technologies offered in your brokerage it could mean the world. Open platforms and single sign-on is a whole other conversation but if you don’t have the technology in place for today’s agent you may want to look around because your competitor down the street has this in place creating a very compelling recruiting and retention tool.
The harder agent to recruit is the successful agent. They say the grass is greener on the other side but what happens when their grass looks like the a fútbol field during the World Cup? Do you know your elevator pitch, differentiator, your WHY statement? If you answered NO to any of these three mission critical pieces to the puzzle, then step one is to clarify your message. May I suggest you take a look at the book Story Brand? The premise of Building a StoryBrand by Donald Miller is how to clarify your message, your WHY statement. The idea of a WHY statement sounds easy but really you need to have a smooth couple sentences that clearly state why an agent at any level in their career would benefit from joining your brokerage especially a successful agent. Let that sink in and think about this for a minute. Sure, you can offer a more competitive split but how does that help you the broker out? REAL Trends recently published that the average brokerages margin has been compressed to 14.8%. Talk to us about how you can recruit a top performing agent not because you will take less money but because you have what they need to become even more successful.
Through conversations with your fellow brokers I have found that the structure of a recruiter tends to be the broker themselves or the manager of an individual office. Time is of the essence, with an already full plate how do you add the time to recruit? In a perfect world a “recruiter” should be spending an hour a day dedicated to finding new talent. At this point you may have guessed that I am going to talk about technology, and you guessed right. Honestly to achieve the desired outcome you need to have a solid system in place. Does your recruiting technology incorporate your goals? Is it easy to ingest MLS data so you have insights on your prospects? Does your technology offer next steps and coach you for each individual recruit? Does your technology offer public records data on your prospects? Could you imagine hosting an annual golf tournament and knowing the subset of your pipeline that has golf as an interest? I’m not a gambling man but I would venture to say that you could easily win over some new agents on the links, remember that greener grass metaphor from earlier? Do your “recruiters” have the ability to easily boast about what your brokerage can offer, maybe in the form of a dynamic presentation imbedded with video testimonials, live links, and your WHY statement?
Your Agent Recruiting System
You may have been seeing the recent industry hype around Moxi Talent. The hype is because we have answered all the above questions. Take the time and let us show you not only how Moxi Talent can increase your productivity recruiting the correct agents but how you can actively recruit your current agent. We can even show you statistics on how the Moxi Suite of products can increase the business for your agents, but don’t take it from us, ask around. To quote the legendary football coach and now inspirational speaker Lou Holtz “In this world you’re either growing or you’re dying so get in motion and grow.” Now more than ever things are changing at a rapid pace, there is a time to sit and watch and there is a time to act, now is the time to act. Take a moment this week and reach out to our team, learn why top brokerages are leveraging our platform to outperform their competition.
By Maddie Jostol, Marketing Manager
The industry is buzzing about recruiting strategies due to the competitive market. Equally important, however, is a brokerages’ retention strategy. You not only need to win agents over, but you have to keep them happy as well. According to NAR, a real estate agent’s median tenure at their current firm is only four years. That gives you a fairly tight window to make them want to stay for the long-run.
With competitors entering the market with loads of cash and aggressive recruiting tactics, it’s imperative that brokerages focus on how they’re going to retain their existing agents. This is particularly important for new agents as their first year in the business can be discouraging, causing a large portion of new agents to leave the industry. Focus on your people and your people will remain loyal to you.
Here are four tips for continuing to win over and retain those superstar agents:
Celebrate the wins
Don’t forget to celebrate the wins. Find a way to celebrate an agent’s success every time they close a sale. This could be done with office-wide recognition, an office celebration of some sort, or a gift (flowers or lunch are always appreciated). It’s important for agents to know that you’re invested in their success and that you appreciate all of the hard work that goes into each sale.
Provide ongoing training and support
We understand this is likely already a focus, but do your agents really know what’s available to them? Make sure they’re continually reminded of the outstanding training and support your brokerages is offering. Weekly sales meetings are the perfect platform for this. They’re already in the routine of looking forward to and attending these meetings. It’s where they go for insights and resources to help them run their real estate business. Work with your Office Managers to ensure this time is used to offer agents the tools and support that will make them want to stay.
Celebrate their success at your brokerage with a work-aversary gift on the anniversary of them joining your team. It will remind them of why they joined the team, how appreciated they are in your community, and what they’ve achieved since they started with your brokerage. Don’t just do this on year one, though, do this every year to create a culture of long-term recognition and encourage retention in the long run.
Pair them up
Set them up for success by putting them in contact with agents like them. What’s that mean? Leverage data to identify which agents have similar selling history and patterns and pair them up. This will create an encouraging community, where agents working at similar speeds can support each other’s success. If another brokerage comes along, having a close network of colleagues will make it that much more difficult for them to leave their current gig.
Thinking about taking your recruiting and retention strategy to the next level? Be sure to check out Moxi Talent.
June 5, 2018 – Seattle, WA – MoxiWorks, the Seattle-based real estate technology startup, has recently launched a data-driven recruiting system for brokerages. Named Moxi Talent, it uniquely combines agent performance data, highly automated and intelligent CRM capability, and a proven recruiting process co-developed with some of the industry’s most successful brokerages. The combination allows any manager or recruiter to increase their effectiveness in recruiting and retaining agents.
Having done a soft launch at the beginning of 2018, they already had clients pining for Moxi Talent before the product was finished. With a total of eight brokerages on their beta version – representing the top regional brokerages in the nation – they now have released the full version of Moxi Talent, available to all brokerages.
When asked what inspired the company to create such a comprehensive system, York Baur, CEO of MoxiWorks said, “Brokers wake up every day thinking about how to attract and retain the most talented agents, and the competition out there is fierce, particularly with all the disruptors throwing cash around. Brokers told us that they need a better tool to help their managers find the agents that best fit their needs, the culture of the brokerage, and then give the manager a system for successfully recruiting them.” Moxi Talent differs from other recruiting tools because it not only focuses on attracting new agents, but agents already at the brokerage as well. “The brokers we talked to also said that they needed to help their managers re-recruit their existing agents every day, since turnover is one of the most expensive things in a brokerage,” said Baur.
Moxi Talent shows powerful data of an agent’s ability to perform. Once a candidate has been identified, they are then added to the recruiter or office manager’s pipeline as recommendations. From there, recruiters and managers can see the agent’s performance, and even compare them to the successful agents in their organization. Moxi Talent provides detailed action plans, making sense of complex performance data, helping the recruiting team take the right steps to connect and win in the recruiting game.
Georgia Perez, VP of Business Development and Product Evangelism at MoxiWorks said, “In my more than 10 years as a Real Estate Agent and Manager, I haven’t seen a system that takes the guesswork out of massive amounts of data on performance and productivity, and provides an easy-to-follow plan to recruit and retain the top talent.” Perez still holds her real estate license and played an active role in the development of the Moxi Talent system. “Before Moxi Talent, I would have been staring at a spreadsheet full of data and trying to figure out what to take actions on. Now, I simply tell Moxi Talent how I want to increase sides, sales volume, and geographic market coverage, and it does the heavy lifting to point me in the right direction.”
Moxi Talent provides daily to-do’s, allowing recruiters and managers to efficiently and effectively reach the agents they need to and quickly narrows search criteria for highly-valued recruits. All of this saves time and energy, keeping them on task, and guiding them through the pipeline, resulting in more hires. Which, in turn maintains focus on business goals for the brokerage and provides better productivity, resulting in better ROI.
Baur added, “When it comes to profitability, three things matter to brokerages: agent recruiting, retention and productivity. We’ve always had great product for retention and productivity, and now we have a great answer for brokers’ recruiting needs too.”
MoxiWorks is a comprehensive open platform system for large residential real estate brokerages that serves over 110,00 agents and 55 brokerages nationwide. MoxiWorks’ integrated tools are centered on sphere methodology that drastically increases agents’ repeat and referral business by 40%, while lowering overall technology, training, and support costs for the brokerage. Named one of the 10 Best Cloud Solution Providers of 2018 by Industry Era, the open platform known as the Moxi Cloud has tools from more than 40 partners that plug and play to create unique brokerage solutions. More information at moxiworks.com.
For more information on this topic and other press inquiries, please contact Tiana Baur at firstname.lastname@example.org.
By Tiana Baur, Content Marketing Manager
Recruiting new agents is the main thing every broker and real estate manager thinks of every hour of the day. It’s the constant, never ending job that is only getting more challenging. I like to think of it as a treadmill that gets progressively faster and faster, forcing some people to step off and others to find the will to keep going within. It’s intense. It’s why we created an entire recruiting system to make it easier on managers and recruiters alike. But while the technology drastically helps, there’s still the interviews and the interactions that are human-based and can still be butchered if one forgets to be on their best behavior.
So, with that in mind, we put together a short list of things you should never, EVER do when recruiting new agents. If you do, it’ll surely come back to bite you.
1. Never bad mouth your existing or past agents.
You’re recruiting new agents for a reason. You have numbers to hit and you’re trying to grow your office. It goes without saying that you need to pump some steroids in to get things done because what is currently going on at your brokerage isn’t cutting it. It’s implied. You don’t need to trash talk your current agents or even past agents.
Putting down your existing and/or past agents not only makes you look bad as the hiring manager, chances are, the top talent you’re trying to recruit will sense an unhealthy work culture and the possibility of being one of those agents you’re currently belittling.
Your agents and the relationships with them are your most valuable source not only for your existing business, but for recruiting new talent as well. Whether it’s talent from their personal connections or them having represented your brand in a great light in the community, they are your golden ticket to finding solid agents. Don’t make enemies out of them.
2. Never promise what you don’t have.
Every agent is looking for the brokerage that will provide them with the tools and technology they need to succeed. With companies like Compass and new initiatives like the Keller Cloud floating around, everyone else needs a solid technology offering, not just some shiny objects to throw about. However, don’t let the pressure of technology offerings cause you to lie and over-promise what you have to give them.
Doing this might get them signed and through the door, but you can bet they won’t last long and your retention stats will take a nosedive. Getting agents to join your brokerage is one thing, keeping them there is another. Help them help you by giving them reasons to trust your business. No one likes having a revolving door.
3. Never bring up politics, controversial topics, flirt, or otherwise cross the PC boundary.
The eighties might as well be a century ago because the times we’re living in are drastically different. For better or worse, we all have to be on our best behavior. People get offended. Others cross the line by a mile. What was once flattering, is now uncomfortable and sometimes even a CLM (a career limiting move). Some topics are also very much illegal, but that’s another issue.
When you’ve only just met someone, you have no way to know their background, things that have happened in their life, how they feel about certain issues, etc. Typically, all you know is who they are on paper. What their sales volume is, when they got their license, their real estate accomplishments and history, and what they put publicly on their websites and social media. Stick to the task at hand and focus on the real estate subjects.
Real estate is a weird industry that sometimes feels like it’s stuck in a time capsule and everything else going on in other industries barely touches it. Behaving yourself is not one of those things. Don’t say something you think is witty about the way someone looks or call someone “sweetie” that you’ve only just met. For the love of everything sacred about real estate, just don’t do it!
By Maddie Jostol, Marketing Manager
With new brokerages entering the market with aggressive recruiting strategies, brokerages are universally placing a lot more weight on the importance of recruiting.
It’s easy to spend a lot of cash winning over agents, but we believe the key is to focus on what really matters. What do agents actually want? As you review this list, you’ll notice we don’t talk about commission splits. You already know commission splits are important to agents and we’re sure you’re doing what you can to offer competitive compensation. Here are some other things that agents are looking for when comparing brokerages.
Agents want to join an organization that values technology. A robust, established tech stack shows agents that your brokerage is forward-thinking and supportive of its team. We think you’ll find that tech-savvy agents who embrace the systems you’ve hand-selected for them will likely be some of your most successful. It also fosters a culture of efficiency – technology-focused agents will push each other to streamline their businesses
Coming into a brokerage with a leading tech stack means they don’t need to research and train themselves on their own set of tools. You already have a stack up and running, ready for them to utilize.
Training, support, and resources will prove to your agents that you care about their success and professional development. On top of that, helping them to improve themselves as real estate professionals makes a difference on your bottom line, which is always a win. Agents are looking to work for an organization that offers meaningful training and useful, manageable resources.
Before you get overwhelmed, remember that you don’t have to do all of this yourself. Look at your tech tools and vendors – many of them already offer free training regularly. Just promote those to your agents. Make training resources known and easily available to them so they can get themselves training on exactly what they need, when they need it.
Access to meaningful data can make all the difference. Agents want data that shows how their business is performing. Look through your existing tech tools to see if your agents have a snapshot of their business anywhere. What tools are encouraging their annual goal-setting? Which ones are giving them necessary visibility into their business’ performance to ensure they hold themselves accountable and meet these goals?
The agents looking for this is typically focused on optimization, always looking to improve their business. These are the agents you want on your team.
Even as independent contractors, agents see the value in having a team, which means building a strong community holds a good deal of weight. Focus on building a community that is unique to the people in your office. Valuing diversity and inclusion is vital in ensuring agents feel safe and respected in your community.
When agents feel like they’re a part of a community, they have people who they can trust, rely on, get encouragement from, and learn from. This leads to higher collaboration in closing more sales, as well as higher adoption of technology tools, and more recruiting referrals for new agents.
Tip: When a new agent starts, pair them with someone in the office who has a similar sales history or sales style as them. Send them out to coffee or lunch together so they can begin to build rapport and trust. Having a go-to team member could make all the difference as they settle into your community.
Make core values part of your recruiting process. Outline what values your brokerage and office have. Look for those values in new agents and be transparent about them. Agents who resonate with them will be attracted, and even better, they’ll stick around.
A Warm Welcome
Don’t underestimate the importance of an agent’s first two weeks with your brokerage. It’s all about the little things. If an agent feels welcome when they first join your team, they’ll start off on the right foot. You just recruited them, now start the retention process right away. Make them feel like they’re part of the team and they’ll settle in for the long run.
Everything on this list is about the agent and their success. If your brokerage brand is well-recognized and well-regarded, that box will be checked and agents will start looking at what their day-to-day life will be like at your brokerage. According to NAR, the average agent stays at their current brokerage for just four years. This means you have relatively little time to win an agent over and keep them on your team. Make sure you’re taking actions that truly matter.
Effective recruiting practices and impactful retention strategies are important for the culture of your brokerage, its reputation, and of course, your bottom line.
Need to improve and automate the recruiting process at your brokerage? Learn more about Moxi Talent here.
By Nick Van Valkenberg, Director of Business Development, MoxiWorks
When lost, a compass is used to help you find your way, but what is a compass used for when you are already on the path to success? Could a compass force you to look in the wrong direction? Is there a need for a compass when you already know the terrain and have the map? While in the field I have been having a number of conversations about the “lion coming over the hill” that is Compass. Massively funded, technology forward, and making waves. It is hard not to look in their direction and wonder if the moat you have built around your brokerage will last.
Circle of Concern vs. Circle of Influence
To summarize Stephen Covey’s The 7 Habits of Highly Effective People, habit one says to be proactive. A great way to becoming self-aware is to separate your Circle of Concern and your Circle of Influence.
You do not have control over your Circle of Concern – it’s filled with topics like: what Compass is doing in regard to raising capital, building technology, or whether they move to your market or not. You can worry about these until your face turns blue, but you cannot control the outcomes.
Your Circle of Influence you can control, and this is where you should be spending your time and energy. Topics include: educating your agents on not only the negatives, but also the positives of Compass (you would be naive to portray all as negative), finding technology to compete with what they are building, recruiting new agents, and actively recruiting your current team members to raise retention within your brokerage.
Now that we have cleared the air, know where to focus and what can be controlled, let me tell you our (MoxiWorks) take on the situation. Technology is a big topic and a key point to Compass’ recruiting efforts. To compete with the technology that Compass is building you may need an upgrade. Now I’m not suggesting that you go and build your own, I’m suggesting that you look at a platform that is already being used by some of the nation’s top brokerages.
Compass says that their technology will: have a CRM that combines listing information, client information, and transaction information. Compass’ technology is said to be in “one place,” combining all tools, giving power of integration, offering insights, and easy to launch digital social marketing. At MoxiWorks we would recommend researching our open platform that encompasses (pun intended) these aspects and more.
Recruiting is another part of your Circle of Influence that you can control. The discussion of recruiting generally invokes the thought of trying to increase your agent count or better yet, maintain your agent count as attrition is part of the business. In the fourth quarter of 2017, MoxiWorks built an agent recruiting tool called Moxi Talent. Moxi Talent uses a two-pronged approach: recruiting new agents to your brokerage and recruiting your current agents. Trust me when I say if you are not congratulating your current agents, someone else is and that style of interaction will win them over.
In summary, the only thing that stays the same is change and those that do not adapt to the times will be left behind. The best option is to partner with a technology company known for innovating to future-proof brokerages. If any of this has resonated with you I suggest that you reach out to our team and at least do yourself the service to learn how we are paving the way. I, or one of my colleagues, would be more than happy to look at your current technology stack to show you how we can connect your current systems and upgrade others. Do yourself a favor and be proactive; now is not the time to take a reactive approach.
By Tiana Baur
We recently announced the launch of Moxi Talent, our new tool for managers and recruiters, to help them do their jobs more efficiently, providing them with much more information right at their fingertips. It’s designed to execute based on goal-setting, automation, and a consistent methodology to attract and hire agents.
Built on Moxi Engage
Moxi Talent guides recruiters and managers through the recruiting process not unlike a CRM. In fact, Moxi Talent was built on the core of Moxi Engage, our CRM and productivity tool. Moxi Talent requires managers and recruiters to set their goals before taking any other action. The goals are used by the system to keep managers focused on a disciplined methodology, despite the noise of daily office life, especially for those with an open-door policy.
Engage, it’s foundation, increases agent production by an average of 38%, so the outlook for Moxi Talent is extremely promising. The task manager helps managers and recruiters take the correct action at the correct time. The tasks include anything from posting to the target agent’s LinkedIn profile or taking the time to attend a few more broker’s opens each month. For users that also have Moxi Present, it might suggest sending the agent an interactive CMA to show them the power of the tools your agents have access to, to do their jobs more efficiently and effectively.
Identify who to recruit
Not only does Talent walk you through successfully getting an all-star agent into your office, but it also tells you who these agents are, and which ones will help you reach your goals. It also prioritizes your tasks, so you’re focusing on the ones that could really count vs. ones you’d like to have in the fold.
And in the very near future, you can get even better insights. Let’s say you have a goal of $1M more in sales volume this year for your office. You’ll be able to see sales volume for the agents you’re going after, making it obvious who will get the job done.
Retain your existing agents
Recruiting is important, but it’s only a piece of the puzzle. Retention is just as important (as you know) for your brokerage as recruiting is. Moxi Talent will help you connect with all of your existing agents, making sure they’re happy and not looking elsewhere.
Although Moxi Talent is currently in Beta, you can get your brokerage signed up to be part of the early bird program here.
It’s that time of year again – time for us to renew our gym memberships, swear off holiday desserts forever (or at least until next December), and set lofty, life-changing goals for ourselves. You may love or hate New Year’s resolutions, but no one can deny the importance of setting goals. Ask any brokerage owner what their goals are and sitting comfortably in the top five, year after year, is recruiting and retention. Setting the goal is half the battle. The rest is execution.
According to NAR, 84% of brokerages with four or more offices are actively recruiting. Large brokerages are under pressure to continue their growth, and everyone else must keep up. Therein lies the greatest challenge: execution under that pressure. How can an office manager recruit new agents while they’re juggling everything from helping close a million-dollar sale or unjamming a printer or negotiating to keep top talent? At the end of the day, an office manager may only have the time and energy to hit the button on a blast of traditional mass mailers to an Excel spreadsheet of candidates and pray something hits.
Introducing Moxi Talent
With that, MoxiWorks is excited to present the newest member to the platform: Moxi Talent. Moxi Talent is designed to help office managers and recruiters execute on this year’s resolutions through goal-setting, automation, and a consistent methodology to attract and hire agents. It is built on the core of Moxi Engage, the CRM and productivity tool that increases agent production by an average of 38%. Using Moxi Engage’s focus on goals and its integration with email contacts and calendar events, Moxi Talent is in a unique position to bring the same change in productivity to office managers’ recruiting pipeline and, eventually, retention efforts.
Moxi Talent requires managers and recruiters to set their goals before taking any other action. The goals are used by the system to keep managers focused on a disciplined methodology, despite the noise of daily office life. Best practices in the form of tasks help managers take the right action at the right time, such as posting to the agent’s LinkedIn profile, swinging by the agent’s broker open, or using Moxi Present as a vehicle for marketing materials, a strategy many of our clients are already using today.
Let Technology be Your Wingman
It doesn’t stop there. We’ll continue to expand the feature throughout this year, enabling managers to tell Moxi Talent the profile of their ideal recruit based on volume and the geography of the agent’s listings, which the tool will use to suggest the best candidate for the manager. Say goodbye to mind-numbing spreadsheets of data and hello to intelligent, automated recruiting leads.
Nothing makes us at Moxi happier than to grow with our brokerage clients, and we’re thrilled to take the next step in that continual growth with Moxi Talent, so brokerage owners and managers can make good on this year’s resolutions, unlike my unused gym membership.
Moxi Talent is currently in Beta. Find out more by clicking here.