When recruiting in a down real estate market, the better agent you can recruit, the better your company becomes. The challenge becomes, how do you attract and recruit the best real estate agents in your market?
The way not to attract and recruit real estate agents can be read in my post, 5 ways I have never recruited an experienced real estate agent.
Penelope Trunk, author of the book Brazen Careerist: The New Rules for Success gives some ideas on her blog on how to recruit great candidates.
One piece of advice she gives is to let people know where they can get to with you,
I was talking with Dylan Tweney, senior editor at Wired, and he was using a similar hiring tactic, showing people how a stint with him at Wired is a stepping stone to places like The New York Times and Wall Street Journal.
This is basically making your focus what your recruits goals are, not yours. I have previously mentioned that,
You should know what your real estate agents personal goals are, so that you can help them discover and design their business goals.
You can 8217; t argue with Penelope Trunk that a good recruiting technique would be to demonstrate to a recruit how by working with you, they can achieve their long term goals.
She also gives an interesting perspective about 8220; propping up 8221; managers suggesting,
One of the most important aspects of a job is who you are working for. A good manager can help you to get where you want to go next, and a bad manager can be so undermining that the job becomes a blemish on your resume. So it s odd that companies advertise jobs instead of managers. Instead of publishing a laundry list of dream traits of a dream candidate usually unreasonable anyway, companies should list the dream traits of the dream manager this job falls under.
So how about it? Are you or your managers someone that recruits want to work with and work for? What 8217; s the benefit of a recruit with a manager in your company?.
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