At first glance, having a lot of potential new hires might seem like a good thing. In some cases, this can be true. However, this situation also makes hiring a good employee more difficult. Some job seekers apply for jobs they don’t necessarily have the qualifications for, leaving it to the recruiter or hiring manager to sort things out.
In a fast-paced industry such as real estate, this is definitely not ideal. That’s why real estate recruiters and brokerages need to learn how to effectively narrow their candidate pool. Here are some tips to do just that:
Identify Your Ideal Candidate
Before you’re able to set aside applications that don’t meet qualifications, it’s a good idea to first create a persona of your ideal real estate agent. Don’t just do this out of a whim, though. Make sure to use historical and statistical data, along with actionable insights from people within the brokerage, to define “ideal.”
Make sure that everyone involved in the sourcing and recruiting process knows about this detail. Share it with your current employees as well, since they may be able to recommend a good candidate. Of course, make sure that you have a strong referral program to encourage your people to refer quality potential hires.
In addition, creating an ideal candidate persona may also help you promote deserving employees. This is one of the best situations to be in, because hiring internally means you no longer have to worry about on-boarding. You’re also guaranteed to preserve your company culture.
Invest in Recruitment Solutions
We all need a little help sometimes, and that’s what Brokerkit is to real estate recruiters and brokerages. Why? Brokerkit is a CRM system with a partnership with Wizehire, a hiring service that allows you to find the best candidates through a behavioral approach.
Using Brokerkit and Wizehire together puts you in the best position for hiring the best people. You’ll have access to resources to customize and automate email campaigns, not to mention create top-notch job ads. You’ll also have a system to manage all your leads and keep track of your schedule.
With reliable recruitment solutions, you’ll be guided every step of the way. Not only will you have a greater chance of finding the best candidates, but you’ll also be less stressed about it!
Create a Clear Job Description
As previously mentioned, there are some job seekers who still submit applications even if they’re underqualified. While this can often be intentional on the side of the applicant, sometimes it’s also a case of a too-vague job ad.
When writing your recruiting ads, make sure to have a clear job description. Be as specific as you can about skills, educational background, and years of experience. You may also want to add certain behavioral qualities that you want to see in a candidate.
Another thing to add to your job description would be long-term goals expected from the position. If candidates think they could accomplish them, then they’ll certainly consider applying for the job. Meanwhile, those unqualified will likely think twice.
Know What You DON’T Like
When it comes to recruiting, real estate or otherwise, it’s good to know what you like in a candidate. Equally as important, however, is to know what you don’t like. This will further narrow down your candidate pool and make your sourcing and recruiting process so much easier and more streamlined.
This is particularly important if you’re hiring for more technical roles or senior positions. Having a concrete list of wants and do-not-wants can help you screen candidates more effectively and hire only those who meet all of your requirements.
Consider Phone Screening Before Scheduling In-Person Interviews
Arguably the most important part of the hiring process is the in-person interview, since this is when you can better gauge someone’s personality. Interviews also give you insight about a potential colleague that you simply can’t grasp from a resume or CV.
This is why you need to carefully consider which candidates you’re going to interview. Again, the real estate industry is a fast-paced one and you can’t afford to waste precious time. As such, it’s a good idea to conduct phone interviews first. Consider this as a pre-screening phase so that you can determine if you and the candidate are aligned.
You can also discover a lot about an applicant’s personality through a phone call. Remember that real estate agents conduct telephone conversations regularly. If a person conducts themselves well during your conversation, then that’s already one box ticked in your list of qualifications. If after the phone screening you feel that the candidate is still a good fit, then you can schedule an in-person interview with more confidence.
There are times when recruiting the best real estate agents can feel a little tedious. However, your effort will all be worth it once you find that ideal candidate who will push the organization to greater heights. Be patient and persistent; you’ll find the cream of the crop soon enough!