In the brokerage business, your agents are your frontliners—they’re the ones turning leads into sales, building client relationships, and driving your bottom line.
That’s why the top performers in the market have their pick of firms.
But how do you make sure your business stands out?
We are here with a five-step plan for you.
Read on to learn how to position your company as the first choice of real estate stars.
You might also like: Recruit the best real estate agents in 10 steps with our ultimate guide
How to hire real estate agents for brokerage?
1. Understand what agents want
Grasping what your potential candidates want is the most essential step in recruiting and retaining them.
Top agents are driven by more than just monetary compensation; they look for a combination of factors that increase their overall job satisfaction and career growth.
This includes access to training, certifications, and career advancement opportunities.
Offering a clear path for development can be a significant motivator for brokers as it shows that they’re not just filling a role but are on a course that could lead to greater responsibility, influence, and income.
Work-life balance is another crucial factor.
Firms that offer flexible working conditions, whether it’s remote work options, flexible hours, or additional vacation time, are more likely to attract top talent.
Realtors want to work in environments where their personal lives are respected.
Star players also expect you to provide state-of-the-art tools that can streamline tasks, improve client interactions, and ultimately help them close deals faster.
This includes access to customer relationship management (CRM) systems, digital marketing tools, and data analytics platforms.
Also read: 6 helpful tips for recruiters to write the best real estate recruiting letters
2. Attend and host industry events
Let’s not forget:
Industry events offer many opportunities for recruiting new talent and strengthening relationships with existing agents.
Attending these events, such as real estate conferences, trade shows, and seminars, allows you to meet potential recruits face-to-face.
Also, hosting panel discussions, workshops, or even informal meet-and-greets can put your company in the spotlight.
It lets you show your company’s achievements, share insights on market trends, and demonstrate your commitment to the professional development of your team.
These relationships can lead to employee referrals, partnerships, and even direct recruitment opportunities.
It’s also a chance to keep your finger on the pulse of what other firms are offering, which can help you refine your own hiring and retention strategies.
You might want to check out: 15 recruiting conferences to keep an eye out for in 2024
3. Build a strong digital presence
Your website is often the first point of contact between your company and potential recruits, so it needs to be more than just a brochure.
Basically, you need to create an online image that reflects your company’s values, organizational culture, and market leadership.
Include testimonials from current staff, success stories, and even a blog that covers industry trends and tips. Ensure your career page is easy to navigate, with clear calls to action that encourage potential recruits to reach out.
Social media platforms like LinkedIn, Instagram, and Facebook are powerful tools for recruiting top brokers. Regularly posting content that highlights your staff’s achievements can help you showcase how you recognize and value them.
Also read: Social recruiting 101: A beginner’s guide for recruiters
4. Offer a good compensation package
While commission-based earnings are standard in real estate, offering a competitive base salary can provide them with financial stability, especially during slow market periods.
Along with salary and commission, a strong benefits package can set your company apart.
Consider offering standard perks like health insurance, retirement plans, and paid time, as well as unconventional ones such as wellness programs, gym memberships, or floating holidays.
Performance-based bonuses can be a powerful incentive for brokers.
These bonuses can be structured in various ways, from cash rewards to luxury trips or even additional paid vacation days.
You might also like: Top 6 company perks recruiters can highlight to attract the best talent
5. Create an attractive organizational culture
Organizational culture is often the silent helper that influences both recruitment and employee retention. This involves developing an environment where diversity is embraced and everyone’s voice is valued.
Strategies like DEI training, internal hiring, and the formation of employee resource groups can significantly contribute to creating a more inclusive setting.
In real estate, brokers often work independently, but fostering a culture of collaboration can lead to better results for everyone.
Frequently asked questions
1. How can I assess the long-term potential of a real estate agent during the interview process?
Assessing the long-term potential of a real estate agent during the interview process requires a focus on more than just their current skills and experience.
Look for indicators of growth potential, such as their willingness to learn, adaptability to change, and alignment with your company’s values and culture.
Ask behavioral questions that reveal how they’ve handled challenges in the past, and consider how they align with the future direction of your company.
2. What role does mentorship play in retaining real estate agents?
Mentorship plays a critical role in retaining realtors by providing them with the guidance, support, and professional development they need to succeed.
A strong mentorship program can help new brokers navigate the complexities of the industry, build confidence, and develop essential skills. For experienced ones, mentorship can offer opportunities for leadership and career growth.
3. What should I consider when hiring part-time or freelance real estate agents?
When hiring part-time or freelance real estate agents, it’s important to consider their availability, commitment to the role, and how they will integrate with your existing team.
They may require more flexible working conditions, so ensure that your company can accommodate these needs. Evaluate their ability to manage their time effectively, handle multiple clients, and maintain high levels of productivity.
Plus, consider how they will align with your company’s culture and values and ensure they have access to the same resources and support as full-time brokers.
