THE WORD -- What strategy has yielded the best recruits for you?

Staff retention and recruitment are hot topics in real estate at the moment, so this month we ask…

What strategy has yielded the best recruits for you?

For the past nine years we have used a four-step strategy to ensure we are as knowledgeable about our potential recruits as we can be. Firstly, we request resumes with references. Checking credentials is great, but how long they have been employed with past employers is also crucial. We then follow up their references. Talking to their previous employer can assist in creating a better understanding of their work place attitude, habits and a profile of their personality. Phone interviews give me an insight into the candidate’s personality and how they handle themselves on the phone in regards to mannerisms, professionalism and some pressure. The face-to-face meeting establishes how the candidate presents themself and how they deal with discussing topics, views and opinions.
Aaron Moon
Principal, Century 21 Townsville, QLD

My partners and I are always looking for first-class salespeople to recruit. However, we don’t always look at people already in the industry, as there are many sales or customer-orientated positions where people shine. We feel that to be a successful salesperson you need to go beyond what is expected in customer satisfaction. It doesn’t matter to us if you know little about real estate as that can be taught - the right attitude is predominantly what we look for.
Glenn Starr
Director, Ray White Shellharbour, NSW

Recruiting the right people into our business comes down to key lessons learnt. Recruitment is too important to your business to delegate. Never use recruitment firms or ‘headhunters’ to do your recruitment as they have a conflict of interest in selling you recruitment for a commission, and are also predatory in recruiting your existing employees to sell as recruitments to other agencies.
Real life experience, as well as having the right attitude and expectations of the industry, is mandatory in real estate. We look for someone who is great, with attention to detail.
Monika Bonet
Principal, Raine & Horne Glenelg, SA

It has been essential in the success of the Jellis Craig business that recruitment and staff selection standards have been set in place amongst all of our offices. We aim to appoint agents with a proven industry experience (a minimum of two years is preferred), that operate within our professional code of ethics. Candidates with less experience are generally taken on in a sales assistant / sales administration role alongside an experienced agent before evolving into an independent sales role. This guarantees that all new representatives will develop a solid exposure of the industry and be groomed in our Jellis Craig processes. These processes have resulted in stronger teamwork and a greater level of staff retention.
Adam Cashmore
Partner, Jellis Craig Armadale, VIC

We have a foundation program that has enabled our company to recruit new people to the industry, by using modern techniques and a hands-on approach. This enables all parties to establish very quickly whether or not the industry, and what it takes to be successful, is for them. People who embrace training and continual learning are always the best recruits, so using methods involving structured training programs works well. With established proven performers, technology, training for their PAs, and someone to meet with to set targets and review results is important to them, so they become even more efficient and profitable.
Brett White
Owner, RE/MAX Joondalup, WA


REB APRIL 2012
<page 16>

 

<section>

Frontline

 

<strapline>

The word

 

<standfirst>

Staff retention and recruitment are hot topics in real estate at the moment, so this month we ask…

 

<head>

QUESTION
What strategy has yielded the best recruits for you?

 

<Photo in file>

Aaron Moon

Principal, Century 21 Townsville, QLD

 

<body>
For the past nine years we have used a four-step strategy to ensure we are as knowledgeable about our potential recruits as we can be. Firstly, we request resumes with references. Checking credentials is great, but how long they have been employed with past employers is also crucial. We then follow up their references. Talking to their previous employer can assist in creating a better understanding of their work place attitude, habits and a profile of their personality. Phone interviews give me an insight into the candidate’s personality and how they handle themselves on the phone in regards to mannerisms, professionalism and some pressure. The face-to-face meeting establishes how the candidate presents themself and how they deal with discussing topics, views and opinions.

<end>

 

<box>

Four step strategy

 

<Photo in file>

Glenn Starr

Director, Ray White Shellharbour, NSW


<body>

My partners and I are always looking for first-class salespeople to recruit. However, we don’t always look at people already in the industry, as there are many sales or customer-orientated positions where people shine. We feel that to be a successful salesperson you need to go beyond what is expected in customer satisfaction. It doesn’t matter to us if you know little about real estate as that can be taught - the right attitude is predominantly what we look for.
<end>
 

<box>

Ready to learn

 

<Photo in file>

Monika Bonet
Principal, Raine & Horne Glenelg, SA

 

<body>

Recruiting the right people into our business comes down to key lessons learnt. Recruitment is too important to your business to delegate. Never use recruitment firms or ‘headhunters’ to do your recruitment as they have a conflict of interest in selling you recruitment for a commission, and are also predatory in recruiting your existing employees to sell as recruitments to other agencies.

Real life experience, as well as having the right attitude and expectations of the industry, is mandatory in real estate. We look for someone who is great, with attention to detail.
<end>

<box>

Never use headhunters

 

<Photo in file>
Adam Cashmore
Partner, Jellis Craig Armadale, VIC

 

<body>
It has been essential in the success of the Jellis Craig business that recruitment and staff selection standards have been set in place amongst all of our offices. We aim to appoint agents with a proven industry experience (a minimum of two years is preferred), that operate within our professional code of ethics. Candidates with less experience are generally taken on in a sales assistant / sales administration role alongside an experienced agent before evolving into an independent sales role. This guarantees that all new representatives will develop a solid exposure of the industry and be groomed in our Jellis Craig processes. These processes have resulted in stronger teamwork and a greater level of staff retention.
<end>

 

<box>
Groom employees

 

 

<Photo in File>

Brett White

Owner, RE/MAX Joondalup, WA


<body>

We have a foundation program that has enabled our company to recruit new people to the industry, by using modern techniques and a hands-on approach. This enables all parties to establish very quickly whether or not the industry, and what it takes to be successful, is for them. People who embrace training and continual learning are always the best recruits, so using methods involving structured training programs works well. With established proven performers, technology, training for their PAs, and someone to meet with to set targets and review results is important to them, so they become even more efficient and profitable.

<end>
 Hands on approach

<box>

 

 

<ends>

 

 

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