How Much Time Does Recruiting Really Take?
There are several things that you need to start with in order to make sure your recruiting schedule yields the results you desire.
Before we take a look at the three things that really make a difference, it's important to say this: having an overall comprehensive plan to ensure that your schedule is as efficient as you need it to be is crucial to get the results you're truly looking for in your recruiting plan.
Look historically at what you've done and what you are projecting to do via some type of overview. That overview should include a vast series of cause and effect factors that impact not only what you won with when it came to recruiting, but also where you think you fell short. If you only look at the wins you're not looking at the possibility of what you learned from your losses. In an industry like real estate it's important that you learn from both.
Here are three key factors that should be part of any overview or assessment that you use to determine your recruiting objectives in a plan format that leads to a worthwhile schedule:
1. How many agents and what type of skill level are you looking to hire from an annualized basis? Things to consider are items such as:
- How many listings do they carry?
- Is your company good at helping them attain more listings?
- Are they buyer agents ?
- Are they growing or shrinking in their business?
- Are they new agents?
- Do they have a sphere of influence that they consistently get business from?
All of these factors help you create an accurate agent avatar that you want, as well as how many of them you need in order to have a truly successful recruiting year. You have to roll up your sleeves and look into these numbers. The last thing you want is to hire 30 agents and they all leave in the first 12 months. That is a complete waste of time...
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