Recruiting is one of the most important functions that a broker/owner/manager has to perform and perform well. An office is as good as its agents, and it doesn’t matter how large or how small the office might be. It doesn’t matter if the office is a small boutique or a big named franchise company. If the agents are not well versed about real estate and modern methods of marketing, the reputation of that office will suffer.
When a real estate office is comprised of agents who have not kept pace with the changing times, the probability of recruiting a better quality and more productive agent is slim. Agents want to be surrounded by other agents who are on the same level or more talented. We all want to learn, and that happens when you select an office that promotes today’s methods of marketing and encourages self promotion.
Not every company encourages its agents to market their own listings. The large syndication companies will do the marketing and feed the business to the agent. It’s a way of holding on to their agents. It’s a method of keeping that agent at bay. It’s the “me tarzan you jane” way of running an office. It’s a perfect environment for newly licensed agents to learn the business and make all their mistakes before venturing out to bigger and better office settings.
Recruiting seasoned agents who are well versed in real estate marketing and self promotion is a difficult task. It’s an ongoing task. If one stops recruiting, the office becomes stagnant and agents will eventually leave. The burden is on management to continue to improve the quality of the agents who work in your office and eliminate the weakest link, if that agent does not eliminate himself. This is the only way to maintain a successful real estate office. Recruiting fresh blood will "send a signal" to all of the agents in the office that it's very important to stay up to date with current methods and learn them well. It's called survival. Keep Recruiting!!!
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My past few posts have referenced broker/owners cleaning house and ridding themselves of non-producing agents. The flip side of that process is recruiting and replenishing that work force that you just kicked to the curb!! I have a certain mentality about hiring agents and requiring a certain quality of performance and degree of intelligence. I've been told that my requirements are too intense and limiting, but that's a matter of opinion!!!