6 Ways Top Real Estate Teams Can Recruit Agents

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May 10, 2018 | comments

Building a Top-Producing Real Estate Team with the Right Training, Tech Tools and Infrastructure

One of the biggest trends in real estate over the past few years is the rise of the team. With the right people working the right system, a team allows agents and admins to handle more business, maintain a better work/life balance, and offer more complete customer service.

However, it’s not always easy to find the talented real estate agents you need to build a successful team. Hiring the wrong people just to meet your headcount can present a big mistake. Here are six ways that top-producing teams are getting it right and when to know if it’s the right time for you to start your own team.

 

1. Encourage ongoing learning and training

The best real estate agents want to join a brokerage where they can grow and learn with your organization. Your team should be a place where they feel it’s safe to learn, even when that means sometimes making mistakes.

The Five Doors Network has used this philosophy to become one of the top teams in Keller Williams’ expansion network.

According to Jennifer Schiff, VP of Operations, a main reason they’ve been so successful is their ability to move quickly and try new ideas and processes.

“As we expand quickly, we break things, and then we find a way to make them work better than they did before. Success is never built on success. It’s built on failure and catastrophe. There’s no failure, only feedback.” – Jennifer Schiff, VP of Operations

2. Recruit for specific roles

In his bestseller Moneyball, Michael Lewis chronicled how in the early 2000s the Oakland Athletics pro baseball team consistently beat franchises who had triple their payroll budget. The A’s secret was hiring players with narrowly defined skillsets. These players were not highly paid nor highly sought after stars but, rather, those who had proven they could consistently fill a niche. When playing as a team, the A’s won far more games than conventional wisdom would have predicted.

The same principle applies when considering agents and support staff for your team. It’s important to have your structure and roles narrowly defined first, before looking for the people best suited for those particular roles.

One agent — usually the team leader — may concentrate on generating leads. Another will assist only buyers, while another works only with sellers. Administrative roles are just as specialized.

Nicole Solari, a team leader and managing broker of Northern California’s high-producing brokerage The Solari Group, says:

“When all your systems are up and running like clockwork, then add agents/staff to the team as specific skillsets are required and finances permit, whether they’re listing agents/specialists, buyer’s agents or showing assistants.”

3. Get on their radar with valuable content

Demonstrate how your brokerage is a thought leader in the industry by sharing useful information with posted site and blog content that covers a range of topics, from lead generation to deal closing tips.

Jeff Cohn, a coach and team leader of Omaha’s Elite Real Estate Group, does a great job by posting hours of video training each month through his site and via YouTube. Because Cohn freely shares the strategies that have made his team successful, the agents he attracts as prospective new members already have an affinity for the way he works.

4. Be the place where agents meet their full potential

Surveys have shown that money is important to people making career moves, but it’s not the most important factor. People want to be part of something special and invest their career where they can develop their full potential.

Vija Williams, leader of The Vija Group in Seattle, WA, which brought in more than $80 million in sales last year, has structured her team so that her agents are constantly developing their skills.

“It’s way more important than just providing leads. We’re not just handing them fish. We’re giving them a pole and teaching them to use it.” – Vija Williams, Team Leader

5. Use the best technology

Having the right digital tools can make the difference in your team’s performance. In their transaction platform alone, Five Doors offers more than 200 templates and 300 documented workflows. With so many moving parts, using dotloop for Teams as their transaction management solution has been integral to keeping hundreds of agents and admins working in sync.

Cohn also has found that using the best technology is a great way to attract new agents:

“When we show them how our team is optimized so that each agent is doing only those activities that are the highest income-producing, they want to come onboard. And dotloop is a key component of our system.” – Jeff Cohn, Team Owner

6. Hold your team accountable

Effective team leaders know that members need to support each other through success and failure, which also means caring enough to hold each other accountable.

Real estate coach Tim Harris says that a great team leader keeps a transparent scoreboard, highlighting goals and opportunities for growth. It’s the leader’s job to have the uncomfortable conversations with members who aren’t meeting their measurable goals.

“They (team leaders) don’t cringe at accountability or confrontation to help team members learn, grow and achieve greatness. They raise everyone up instead of playing to the lowest player’s level.” – Tim Harris, Real Estate Coach

Recruiting the right people for your team will always pose one of the greatest challenges to your brokerage, but it also presents the biggest benefit if done right. Concentrate on building the right culture, tools and processes, and the right talent will naturally fall into place.

tracking real estate transactions

Did you know you can tag and track lead sources with dotloop?

With dotloop Business+ and dotloop for Teams you can easily tag transactions with the lead source to create reports that tell you which channels are generating quality leads.

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