When hiring real-estate agents, avoid candidates without self-motivation or a clear reason for wanting the job. Look instead for people driven by earnings potential and proven track records. The speaker walks through an agent named John's metrics to show what strong hiring looks like.
Approximately $160,000 (speaker said "this year he'll probably make 160 or so")
When you look for agents in general, this is. I learned this after hiring like just a bunch of people that promised me they were going to work hard and just didn't work hard. There's like three things and it's either two or three. But there's a few things that I look for now. And Keely, Cherie and I look for Keely and Sheree, my sales manager, my operations manager will typically do the first round of interviews. But you can't instill, and I know you know this, Stacy, but you can't like motivate somebody, someone that hasn't achieved in the past or haven't. They're not a driven person, they don't want more for their life. It is, it is painful to motivate that person. So like you said, a team that is self managed and self motivated, that's the one thing they've got to be able to show you that they've achieved something and they've driven themselves toward a goal in the past. And you could tell that really quick when you talk to somebody. Really, really quick. So that's number one. Number two, I don't like a single guy with no reason to make money except to go out and drink beer. Like that's not as attractive to me as someone like John on my team is a good example. I met him, his wife was stay at home with their young child and they wanted to have a child. Number two, he was leaving insurance. He just didn't like it. I know when I tell him I can show him a path to make a hundred grand, he wants to make 100 grand, needs to make 100 grand, wants to make even more than 100 grand. This year he'll probably make 160 or so. And he's already asking me how he can make more. So my margin on him is like, it's crazy. It's like 68% or something like that. If I could pull up here real quick, you know, so when he makes, if he can make two, if I can show him a way to make 200 grand, he'll probably make me like 400 grand or something crazy. So you want agents that want to make money, that are motivated, they're driven themselves. I guess the third one is kind of along the same lines. They've shown they've achieved something in the past. So you know, they're not, they're sort of proven. Even if it's in a different industry, you know, real estate isn't. It's not real hard. So let's see. So John. Yes, John, I'm at 66% profit on him, so he got 122 and I got 259 so far this year. So if I can get him to 200, I'm gonna make like 375 or something crazy. So it's, you know, part of it's just knowing your numbers, right? So, you know, you know what you're talking about. But, yeah, so I encourage him to help him be more productive and do more and explore ways to make him even more efficient and selling more and more homes. He's at 57 right now, closed and pending for the year. He wrote 49 contracts this year. His goal was 65. He'll get probably 75 this year. So, um, so it's, it's, it's identifying people that are driven. They have a motivation and a big why. I guess that's another part of it too. They have a big why. So as you're interviewing agents, specifically agents, you want to find out, like, why are they doing this? Like, do they have a family? Are they trying to prove their dad, who's been in real estate for 35 years, wrong, that they can't come in and kick ass? You know, some sort of thing that you can hang your hat on that will give you some comfort that they're going to come in and really do their best to be successful and someone who's willing to see the world differently or doesn't know any better than traditional sort of real estate and how it's done.
