Recruiting Agents: Top 3 Best Kept Secrets

Do you ever feel like recruiting is the BEST KEPT SECRET but not in a good way?

It's a secret that should NOT be a secret.

Recruiting should be shouted from the mountain tops as one of the MOST important things in running a brokerage.

As the saying goes, "If you're not growing, you're dying."

For a brokerage growing = recruiting.
So if you're not recruiting, then you're, you know... eh hem... X_X

The problem is, that most brokers don't really know how to recruit the right way.

It's no wonder because if you think about it, recruiting has...
No manual.
No scripts.
No training.
No support.
It's definitely not emphasized in any paperwork that you signed to become a brokerage.

When brokerages get to a point where they want to grow faster than just by referrals here and there, they realize how little they know about recruiting.

The linger questions are...

What's the best recruiting strategies?
What are the steps to executing it?
What is the most efficient way to do it?
What tools should you use?

Of course, you can always Google it... but whatever you can scrape together from the internet is cheesy, generic and nothing you can take clear action on. Then you're left with a vague concept of what should be done, but the gap between idea and execution is overwhelming and you don't know where to start.

It can feel like starting from scratch, ground ZERO.

This is CRAZY!

With all the information and tech at our fingertips, why does recruiting feel like a caveman operation with no efficiencies?

There MUST be a better way.

I'm here to tell you there is.

Let me reveal the Top 3 Best Kept Secrets of Recruiting that every broker-owner should know.



Secret #1:
Mini but Mighty Machine

A brokerage is like a mini mighty but machine.
I say "mini" so you don't have to feel like this is only for the "big boys".
Make no mistake... every brokerage is a machine, big or small.
The machine has gears and a fuel tank they need to be greased and filled in order to operate.

A brokerage is fueled by sales production.
The fuel is provided by the agents in the office or a broker who is still in production.

Your brokerage machine can take you anywhere from A to Z, you just have to figure out where you want to go, how much you want to make and figure out the steps you need to get there.
It's like figuring out how many gallons of gas you need based on how many miles you want to travel.
If your machine can go 50 miles per gallon and you want to travel 500 miles, you need 10 gallons.

Translating that to your brokerage, if on average an agent bring in $6,000 in profit and you want $600,000 in revenue, you will need 100 agents. Or if each agent is $15,000 in profit, then you only need 40.

So here are some questions ask to get calculate how much fuel you need for your "Miny but Mighty Machine".

Let's set the stage and frame your mind.
Imagine that you couldn't fail.
Imagine that anything you wish for you can get.
So ask all the following questions by starting with the phrase "If you knew you couldn't fail..."

- How much income do you want to make in the next 12 months?
- How much income does an agent generate per year on average?
- How many agents do you need to achieve your income?
- How many agents do you have currently?
- How many do you release or fire per year?
- Adding the agents you release or fire, how many agents do you need to recruit in the next 12 months?
- How many recruits is that per month?
- Out of 10 recruiting appointments, how many join your office?
- How many phone calls or conversations does it take to set a recruiting appointment?
- How much time does it take to make 20 calls?

Using this information, you can calculate exactly how many hours, calls, appointments and meetings it will take to recruit the agents you want to grow your Mini but Might Machine.


Secret #2: 
Removing the Mystery
The truth is, there's a finite number of recruiting strategies that exist. It's not an infinite sea of unknowns, there's actually 8 main pillars that all recruiting strategies fall into.

1) New Agents
2) Co-op Agents
3) Mid-producers
4) Top-producers
5) Referrals
6) Rising Star
7) Crash 'n Burn
8) Event-based Recruiting

It's as simple as pick the ones you want to dedicate yourself to and drill into it. Create the tactics you want to take for each pillar and make it a mandatory part of your business.

It means this is NOT optional.

It's as critical as paying the electric bill. It must happen no matter what.

Your business depends on it.

Literally.



Secret #3: 
Recruit Smarter Not Harder

The #1 pain point for brokers in recruiting is "I don't have enough time."

Well... what if you could get TRIPLE the results in half the time?

It's all about systems.

Systems = Efficiency

The fact is, most brokers don't have efficient recruiting systems.

They waste time doing tedious manual work that should be automated.
Dropping the ball on follow-up.
Disorganized with their leads.

It's a mess.

Some are still using excel spreadsheets, others use sticky notes and the rest have nothing at all.

It's actually so painful that it REPELS them from recruiting.

Imagine that!

That's like saying the air is so bad, it repels you from breathing.
Not breathing is a death sentence for a person and not recruiting is a death sentence for a brokerage.

A brokerage must recruit to grow.

Don't kill yourself doing it like a caveman.
Why walk when you can drive?
Why reinvent the wheel when you can get one on Amazon overnight?

Get the right systems that will allow you to recruit efficiently and stop wasting time.