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Recruiting Top Talent

by Amber Statler-Matthews

Attracting Top Agents

A Harris Interactive Survey conducted in September of this year found that among the employees polled, they wanted a leader who invests in their professional development. The survey revealed that employees want to work effectively, be challenged and grow. In fact, 75 percent of those surveyed said they would rather have a demanding, high-achieving manager than one who is nice but ineffective.

According to the survey, these are a few of the qualities most employees want in a good manager: being a good listener; finding solutions rather than casting blame; getting their hands dirty by working in the trenches when needed; mentoring young talent; communicating effectively; maintaining good morale; providing resources; knowing what’s going on in the office; recognizing employees and being understanding.

Jim Miller, COO and managing broker at Jameson Sotheby’s International Realty, says he’s looking for new agents who are entrepreneurial and embrace training and new technology.

“Our business has grown from around 70 agents in 2008 to 350 agents today,” Miller says. “We recruit anywhere from 40 to 50 agents a year. And even with those numbers, turnover is low.”

Retention

Finding and maintaining skilled agents is a full-time job, and as the market floods with new recruits, the competition is likely to heat up. The most important part about recruiting is retention of your agents, who are actually your most successful recruiters. When the agents maintain a culture, which is created within the realm of the managing broker, they help recruit.

Sheila Butt, managing broker of Prudential First Realty, is focused more on keeping good agents. In fact, turnover is so low she only recruits one to three new agents a year.

“Retention is the backbone of the company. It’s what we build upon,” she says. “We maintain a professional atmosphere and a pleasant work environment. As the managing broker, I routinely let agents know Prudential First cares about them as individuals. I work five, six, seven days a week to support them in their business.”

Butt looks for new recruits who respect professionalism and who fit into the office culture. She always looks for individuals who are honest and have integrity. “Our name and our character are everything in this business,” she says.

Miller believes the recession weeded out a lot of the agents that were no longer passionate about the industry. “Those who stayed in were productive and committed,” he says.

Jameson Sotheby’s is able to recruit high-quality new agents, Miller says, because they provide international and national exposure for their agent listings. They also create an environment that is conducive to productivity.

“We provide training that is designed for each individual agent,” Miller says. “We are agent-centric. Our marketing is cutting edge and our organization has a collaborative culture. We make the agent the best they can be.”

Training is also an important component in retaining top agents as well as recruiting them. Tardy has been a real estate instructor for 12 years. Classes provide new recruits the training they need to improve and grow. Established agents need the classes to keep their licensing and professional standards requirements up to date.

“We have a salaried trainer on staff, teaching classes all the time, so people are not left floating,” she says.

The other benefit of having classes at the brokerage firm, Tardy explains, is that you don’t have to go far to find new talent. “I recruit from my classes all the time. I know who fits my profile. I know who fits my office.”

John Brennan, broker/owner of RE/MAX of Naperville, says his biggest retention challenge lately is retiring agents. He has 150 agents in two offices, and 15 of his agents a year retire. Therefore, once he hires top agents, he actively tries to keep the office environment a caring and encouraging one.

“I look at my agents as if they are part of my family,” he says. “I take an interest in what they do, what they like and their hobbies. I always let them know I want to do what I can to help them reach their goals.”

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Comments

  • Nick Libert, Broker/Owner, Exit Strategy Realty says:

    Awesome article, couldn’t agree more with Cathie Tardy about taking personal interest in your agents!

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