When things boil down to the bare bones, all real estate brokerages are the same. That’s why you need to step up your real estate recruiting to attract the best real estate agents from the applicant pool. If you’re a little short on ideas, you can click here to discover some effective techniques and best practices.
One such best practice is to have a recruiting script ready. This allows you to communicate more eloquently and be able to address concerns, especially from fresh licensees. In fact, new real estate agents will likely have more questions for you. After all, they’re only just beginning their career and they’re looking forward to learning, growing, and finding their place in the industry.
That said, here are some of the things to include in your recruiting script. These can help you attract real estate agents who are not only full of potential but are also a great match for your organization:
Why You’re the “Right” Type of Brokerage
Each type of brokerage—franchise, boutique, and virtual—have their pros and cons. Franchise brokerages are national in scope. They’re usually already established in the industry, and can therefore bank on credibility as a selling point. However, brokerages this size might discourage those who aren’t as keen on a competitive atmosphere.
Meanwhile, boutique brokerages is a great place for flexibility. They offer more individual attention to agents due to their considerably smaller size than franchise brokerages. However, for real estate agents looking for more recognition or bigger budgets, it might not be a good fit. Finally, virtual real estate brokerages follow the SaaS or software as a service model. They allow more independence and can offer higher commission rates, but can rather be isolating and not an ideal match for complete newbies.
Depending on the size of your brokerage, you can tailor-fit your message based on the kind of applicants who approach you or you want to attract organically.
Your Compensation Plan
Obviously, you need to pay your real estate agents a living wage. The main issue is not they pay itself, though, but rather the details of what’s included in the pay. Make sure to be as clear as you possibly can when talking about your brokerage’s compensation plan in your recruiting script. It may feel uncomfortable at times, but keep in mind that doing this can save you from more painful conversations later on.
Some of the compensation details that you need to include in your script include commissions splits and referral fees. You should also explain how monthly fees work in your brokerage, as well as any setup, training, desk, and transaction fees. Again, it’s better to be upfront about these details rather than shock agents after they’re already on-board.
You may also want to include how your brokerage can help agents in handling their MLS fees, association dues, and the like. In addition, consider offering them assistance when it comes to paying taxes. Even clerical help in this regard can go a long way.
Availability of Technological Tools
New real estate agents are likely digital natives. They grew up with tech, and are therefore more inclined to look at tech tools as one of their foremost considerations in choosing a brokerage. Obviously, don’t just acquire the first real estate software or app you come across. You need to provide tools that actually help real estate agents get the job done.
Some of the most helpful tech tools in real estate include CRMs, schedulers, task managers, and lead management tools. Include in your script exactly how these tools can help new real estate agents achieve their goals. If you want, you can include testimonials from your current team.
Support From Leadership
For new recruits, support from the leadership team is a must. This is not to say that you no longer need to offer support for more experienced agents. However, those who have just acquired their license will need it more.
In your recruitment script, outline the different ways in which the management supports the team. Even something “small” like a legal line or a transaction support desk can mean a lot. Most of all, reassure them that the brokerage is behind them and ready to help them succeed. It might seem banal to do so but it can go a long way to making an agent feel secure in your brokerage.
Mentorship and Training
New real estate agents are hungry for mentorship in training. They want to do well and make their mark in the industry, so they need something more than the basic classes. Offer new agents the opportunity to grow through various learning programs that are tailor-fit to specific experience and skill levels. This can help build confidence and even increase the chance of new agents in closing a sale.
You should also include in your recruitment script further opportunities once they’ve advanced within your organization. Later on, this can be a huge factor when it comes to retention. Just remember that for your brokerage to grow, you need to invest in your people. Mentoring them and giving them training is one way of doing this.
Don’t discount the power of a well-crafted script when it comes to real estate recruiting, particularly for new agents. Hopefully, this list can help you in formulating not just a good script but a great one to attract the best recruits.
Good luck!
