In my previous blog, I discussed the importance of engagement with prospective new agent hires after
the interview, essentially, treating a potential hire as if they are hired. It’s not enough to simply interview someone and know you want to hire them. I have spoken with many of my recruiters and a lot of the good prospects fall off the grid post interview.
As I oversee our accounts, there are several metrics upon which I keep an eye.
1. Interviews/ month
2. Interviews converting to licensing school
3. Licensing school candidates converting to hires
I believe adopting this strategy will positively affect the interview/month conversion rate.
I recently posted a discussion on our private social network on this topic and received a couple of prolific comments from two of my high performing accounts. Rod Eller, Senior Vice President of Sales with Prudential Carolinas commented:
"I think it is critical to build the relationship of mentor and coach. While they are working through the licensing process is a great way to start. Be the tutor and resource for questions that they may have regarding material that they are learning in class. The bond of sharing in the process of career change is such a foundational part of developing a trust that you care and are there to help them be all that they can be. As a parent you wouldn't dream of not being a part of the first day of school. Maybe, the analogy is too dramatic. I don't think so. I can't tell you how many times a recruit has told me how they have always dreamed about selling real estate. Be a part of that dream! Lee, love your "human" game approach, I believe that you're on to something! "
Kathie Hedrick, Director of Career Development with Prudential Manor Homes in NY responded similarly;
“Lee, we do pretty much what you have recommended. We described the process as a shadowing program for the new agent. This program is in place while they are working to obtain their license. So once a candidate has been chosen to join the firm, we get them involved at once so that they quickly feel that they are a part of the company. By the time they are licensed, they have a sense of belonging and have some established relationships. So, the shadowing program starts before being
licensed and the formal training program starts when they earn their state license. “
What do you think? Do you see the benefit to this active and engaging form of hiring? For those hiring managers who do use a similar strategy, how do you stay in front of your prospective hires?
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Editor's Note: Lee Gray is the Senior Account Manager at Tidemark Inc. Lee is a guest contributor to WorkPuzzle. Comments or questions are welcome. .
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