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Finding the perfect hire: Tips for building your real estate dream team

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Are you hiring? Looking for the next superstar to join your team? Do you need someone who can take care of your business as if it were their own? Someone to prompt you rather than you chasing them? Great! You’re on the right track.

In today’s tough market, finding qualified and talented people to elevate your business can be challenging. You need someone proactive, not someone who needs constant prompting. It’s crucial to have a clear vision and a strategic approach when searching for the right candidate.


Like you, people excel at their craft — look for someone specialized


It’s important not to look for a Jack (or Jill) of all trades. If the role is highly administrative, don’t expect them to also be a graphic designer and an outbound sales rep. They excel in their craft just as you do in yours. The objective is to systemize your hiring: hire slow and fire fast. 

Envision what your hire will do and list out the must-haves and nice-to-haves. Always start with the end in mind because today’s hire might not be in that seat tomorrow. Remember, you’re not hiring family, so don’t call your employees family unless they are actually related to you.

Create an avatar of your ideal hire and set realistic expectations by observing your colleagues’ hiring patterns and employee retention. It’s not just about salary; it’s also about how you treat your employees and the workplace culture you foster.

Review your job description to ensure it aligns with what you want, need and can realistically offer. This alignment is critical to attracting the right candidates who will thrive in your business environment. Just remember, you won’t find a candidate that fits your description perfectly. This is part of the learning process in understanding what you need versus what you want. Flexibility and openness to different skill sets and experiences can lead to finding a candidate who brings unexpected value to your team.


Networking is key and you’re the brand ambassador


Networking is paramount. Tap into your experiential real estate network, targeting those not actively looking on job boards. Great candidates often need to be sought after. Ensure your job description is clear on salary, hours, responsibilities, must-haves and nice-to-haves. Remember, you’re the brand ambassador for your business, and this is your chance to attract the right person. The more precise and attractive your job listing, the higher the quality of applicants you will attract.

First, network with your brokerage and colleagues to create a referral network. This is similar to drumming up new business from your CRM. Leverage your existing relationships and let them know you are looking for top talent. Referrals can often lead to high-quality candidates who may not be actively seeking new positions but would be open to the right opportunity.


It’s tough, but you’re tougher


Interviews can be an emotional roller coaster. Some candidates will show interest and then drop out, requiring you to start over. This happens at any stage of the recruitment cycle. It’s similar to a sales cycle: you’re constantly selling the dream to your candidate until they sign on the dotted line. Persistence and patience are key during this process.

Remember, while hiring is tough in any season, even in a candidate-rich market, all you need is one standout candidate to enhance your business. This candidate will bring new ideas, energy and perspectives that can drive your business forward.


Defining your interview process


Mitigate risk by having a defined interview process:

1. Phone screen. Introduce yourself and thank the candidate for their interest. This initial step helps you gauge their communication skills and enthusiasm for the role.

2. Face-to-face/video call meeting. Assess if the candidate fits your business culture while also selling your company to them. This is your opportunity to delve deeper into their experience and how it aligns with your needs.

3. Paid assessment. Invite them to your workplace to assess mutual compatibility. This hands-on approach provides insight into how they might perform in the actual role.

4. Professional references. Conduct thorough reference checks. These references can provide valuable information about the candidate’s past performance and reliability.

5. Make an offer. Ensure it reflects current market value and recognizes the candidate’s worth. A competitive offer demonstrates your commitment to attracting top talent. Don’t minimize the value your employees bring. Offering a low salary might result in losing them to a higher bidder.

Move candidates through the process swiftly, ideally every five days, to prevent losing them to other opportunities. Timeliness shows candidates that you value their time and are serious about filling the position. It’s very similar to a serious buyer on a property that you listed. Imagine if you dropped that ball!


The first three months


Ensure there’s a clear paper trail covering salary, vacation, bonus and job description. The first three months are crucial for setting the tone and developing cohesiveness in your business. 

These initial months, often termed the onboarding phase, are vital for integrating the new hire into your company culture and ensuring they have the tools and support needed to succeed.


It’s about brand presence, people, strong customer service and consultative sales


Your brand presence is reflected in who you hire and it shows who you are in both client and employee interactions. Past employees and interactions shape your brand. A positive reputation as an employer will attract high-calibre candidates and contribute to long-term business success.

Understand that recruitment doesn’t end with hiring — it’s about people, strong customer service and consultative sales. Your employees can become your biggest fans and referral sources. Keep them happy to foster retention and attract inbound leads.


The process of recruitment is ongoing and requires diligence, strategy and a commitment to fostering a positive workplace culture. It can be emotionally taxing and one in which you need to manage your emotions as well as those involved in the process. But, by following these steps and maintaining a clear focus on your goals, you can build a team that will help take your business to new heights.


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