A real estate team leader walks through a recruiting funnel: public careers page, regular content via email, Google Form applications, and DISC assessments. Phone screens use a 5-10 minute script to filter candidates before in-office interviews, focusing on opportunity and earning potential.
The only thing I want to cover on disc and that whole thing a little bit on the process. So this is the overview of the recruiting process and I see some of you in Facebook or I just want to make sure we got the process down. You know, you should have a page to send people to Real estate careers in Charlotte.com. i haven't done a great job with my blog lately. But if you're using Vyral, Frank will give you a free recruiting blog that you can basically do the same thing twice a month. You send out an email to every agent in your market, just serving them somehow. And I think I sent out the DYD to every agent in my market. I just think there's a ton of value in that. The positive focus, the top six and notes insights for the day. So that was my last thing that I did. You could put a page on here pretty easily. I just put it on my boomtown site. I'll make this a little bit bigger. I don't think you can easily see it here. And most of you can copy most of this. The link. So three steps to get started. Some of you picked on the questions, what animal would you be? There's some psychology in that. I think it's just a disarming question and it gets some interesting comments. So I wouldn't overthink some of this. Or you could take it out and put whatever you want in there. The online assessment here, what I suggest 99% of you do is to just use Tony Robbins disc. So if you go to. That's not it. You don't want to do that one. Come on. So just go to this page. It's tonyrobbins.com it's on here. And send them. Use this link here. And you just have them send those to you. So that works pretty well. All right. So that's the process. You need to have a page to send everyone to. Recruiting ads. Those are in the Google Drive as well. Recruiting site. The only thing I would consider adding here to this page is a link to the online application. So in your Google Drive you have the online application. If you look at tracking tools, agent and staff application. So this is just a form. If you click on here go to live form, you could send people to an online application and that works pretty well. But just have a formal structure in place because you're never going to not be recruiting. You can just look at disc really for most of admin and sales positions and definitely do a five to ten minute phone conversation. Don't meet with Anyone, unless you get them on the phone. You can eliminate half of people just by having a quick conversation with them. That conversation is a quick phone call saying, hey, listen, I took a look at your resume, your disc, your personality profile. Appreciate for you sending that in real briefly. 60 second description of the opportunity. So we're super busy real estate team. We have an overflow of leads and opportunities and appointments that we can't get to. So there's the opportunity on our team to come in, earn a six figure income, more than that is possible if you're a good fit. And so just give me a quick overview of why you think you might be a good candidate for and just say that the purpose of this phone call is a quick five minute phone conversation to make sure a longer meeting makes sense. So if things feel right at the end of this 5, 10 minute conversation, we'll get together in office and we'll do 45, 60 minutes and really get to know each other and explore the opportunity. So just tell me about yourself in the context of the opportunity I just described. Tell me about your experience and how you think you might come into our team and really do well and add a ton of value. Then just let them talk for three or four minutes and say, hey, great Sally, I'm not hearing a good fit here. I'm not hearing top producer. That's the Chet Holmes question. If you're really not hearing that, then say it and let them respond. If they wimp out, then don't meet with them. If they step up and say, you must be deaf, then you might want to consider meeting with them. And then people that just had a great answer and they're super energetic and they can talk about their experience and how they've done well in the past and it feels good to say, great Sally, let's get together. What does your schedule look like? Let's get our calendars out. So that's the process.
