Is there a right and a
wrong way to manage a recruitment interview? What
questions should you as a recruiter ask a new agent? An experienced agent? How do you maintain control of the interview? Determine each candidate’s problem-solving
ability? What personal questions are
permissible today? What magnets will attract
agents to your company? These questions and many more came in for
detailed examination at a recent convention featuring Forum Recruiting & Management
Solutions, Inc. Recruiting is not an exact
science; there are some basic guidelines that can help smooth the process. Here, for instance, are six suggestions for
conducting a successful recruitment interview. Phase one of the interview falls under
the heading of Creating a Safe Island. The
strategy here is to verbally outline your agenda for the interview. Let the agent know that you are going ask
questions, find out what their expectations are, provide them with information about your
company, its commission structures, training opportunities, marketing and advertising
opportunities, etc., and then determine if the two of you can arrive at a decision that is
mutually beneficial. Interviewers should
leave at least 18 inches of physical space between themselves and the persons being
interviewed. The theory here is that by doing
so you will diffuse tension, increase their comfort level, and help them open up to you. Phase two deals with the specific
interview questions you must ask to determine each candidate’s problem-solving
ability. For instance, you might ask,
“Tell me about a a difficult buyer, and how you handled it.” Your aim should be to use hypothetical questions
to determine their DNA: why they DESIRE to be in the real estate business; what their
NEEDS are; and how much ABILITY they have to produce.
Be aware of potentially discriminatory areas. For instance, it is not appropriate to ask how a
person’s family feels about them working Saturdays, Sundays and evenings. Reinforce the candidate’s perception that his
is a selective process by writing down the answers they give. (See suggested questions below) Phase three involves a visual
presentation of what your company has to
offer. At this point you may want to use a
flip chart, and/or bring out samples of your training materials and sample promotions. By sharing these items, you increase the perceived
value of what your company has to offer. Phase four involves the administration of
a Personality profile to determine the personal characteristics of the candidate. This is an optional aspect of the interview
process. Some companies find it a useful way
to reinforce the selectiveness of the interview process.
Others feel it’s a waste of time. Phase five addresses expectation –
yours and the prospective candidate’s – and other details. In this phase, you will want to discuss commission
splits, and clearly spell out your performance requirements and expectations. For instance, you might want to say, “We
expect out agents to have at least two production units within the first 30 days, however,
you must be willing to follow our training instructions.” In phase six, you make the final decision
based on what you have learned. Interviews that follow this format can
take an hour or more. If you are pressed for
time, or dealing with an experienced agent, you may wish to spread the interview over two
separate meetings. CANDIDATE
QUALIFIER FOR EXPERIENCED AGENTS Following is a list of interview questions which Forum Recruiting & Management solutions, Inc. has developed for experienced agents. We are reproducing them here with permission. What do you like best about your current company? If you could change one thing about where you are now, what would it be? Why are you talking to us? What do you know about us, our organization, our tools, and our systems? What are you looking for in a company? What was your production last year? How do you get most of your business? How much money did you earn based on your commission split? What is your split? How many years have you been in real estate? How is this year compared to the past 2 – 3 years in your career? Do you think you could earn more money with a different company? Why? What educational courses have you taken to enhance your real estate career? Do you consider yourself a lister or a sales agent? Why? What do you do to promote yourself and build your business? What professional designations do you hold? What would it take to hire you today? MAGNETS THAT ATTRACT EXPERIENCED AGENTS Based on surveys of brokers and agents conducted by Forum Recruiting & Management Solutions, Inc., here is a listing of the magnets that attract experienced agents to a real estate organization. These findings confirm once again that contrary to popular wisdom, money is not the primary motivator. Working in an office with all full-time agents. Strong management support. Competitive commission structure. Advancement opportunities. Broker’s reputation. A visible office location. A company’s market dominance. Receiving calls on their own listings. A first-class office facility. Advertising and marketing support. Prospects for a personal assistant. INTERVIEW TIPS AND TRICKS TO USE IN
THE QUESTIONING STAGE Use the candidate’s name often. Make eye contact, listen, and nod. Hold your calls or you may risk offending the agent you are seeking to attract. Probe for additional information as the agent becomes more comfortable. Check their body language for truthfulness of their statements. Resist the urge to get sidetracked from the interview. Don’t try to sell the person before
the interview is complete. |
