Brokerage Operations
Project High Expectations or Forever Hold Your Peace
The fact is that most leaders tell their new hires (new to the business) that it will take six months or more for them to become
The fact is that most leaders tell their new hires (new to the business) that it will take six months or more for them to become
One of the most challenging things for real estate leaders is creating accountabilities that support their business initiatives. Accountability types are as many and varied as there are situations
We tell our agents the number one thing they must do to get more business is prospect, prospect, and then prospect some more.
My argument for measuring environmental efficiency in a ‘desk-less’ environment is through determining ‘Dollars Retained per Agent’ (DRA) via ‘Weighted Costs per Agent’ (WCA). By
Companies that “Segment” agents by production levels, typically group agents in ‘quartiles’ by arranging them in descending order according to some specific unit of measure. For
It has always struck me how analogous the behavior of high performing sports teams is to that of high performing sales teams. If you have
Attracting and retaining talent to a real estate office has never been more important or more challenging then it will be in the decade ahead.
Great resume. Skill set seems to match perfectly with the job description. Previous experience is impressive. This is a great candidate. I’m looking forward to the interview.
Interview is going well. There is not anything I can put my finger on that would lead me to believe that this is not the right candidate for the position. Yet, why am I hesitating? What is that nagging feeling I have?
Recently I had the opportunity to attend Kennedy Information’s Recruiting 2009 Conference and Expo, The Pillars of Recruiting. The audience consisted mainly of people reasonable for attracting talent at a corporate level for companies in various industries. At first glance you might think a corporate recruiters job is pretty easy these days. With almost 14 million unemployed, there certainly are a lot of people looking for work. However, I quickly learned that there are many downsides and challenges facing the corporate recruiting industry.
Those responsible for attracting new agents to their offices have certainly been challenged by today’s real estate market. A look at the decline in NAR membership only adds to the discouragement many recruiters are feeling. So let’s regroup.
I was at the gym last weekend reciting the no pain no gain mantra while trying to block out the noise around me, when my thoughts got interrupted by two words “real estate” — spoken by the ladies chatting next to me. Enough with my personal pep talk, this peeked my interest.
I gently nudged myself into their conversation. As it turns out, one of the women is in medical sales but also happens to be taking her real estate course. I asked her if she had spoken with any brokers yet regarding work and she explained that she had one interview with a local office.
“Tell me more,” I asked.
She said it was a good meeting. The broker seemed knowledgeable and very eager to help her. The company had training programs and a good reputation in the community. She was speaking so positively that I assumed she was ready to join the office. I congratulated her, but she stopped me and said that she didn’t think it was the office for her. I asked her why.
She explained that upon leaving, the broker’s farewell included the following statement:
“Kiddo, we’d love to have you join the team.”
‘Twas the night before Christmas, when all through the house Not a creature was stirring, not even a mouse; The lockboxes were hung on the
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