I realize that using scripts for both selling and recruiting in the real estate industry has been one of the most sacredly protected principles over the last century. I recently read a fairly long list of scripts used for both selling and recruiting, and found myself bristling at the thought of having someone use them on me. I'm not sure that they would work. In fact, I'm pretty sure that they would turn me off.
Now, maybe I'm more hypersensitive than most to being treated like a "target" rather than a person…but I don't think so. I know that what I am about to say, I have said before, but I will say it again: People want and need to be understood in every human interaction.
In the May 21st and May 28th editions, I shared a fairly in-depth backdrop to the topic of how to build attunement in order to build attachment. But, contrary to what I was saying…if, on the other hand, a manager focuses on scripts without a deep understanding of how Attunement and Attachment fit into recruiting and retention, then their "pitch" will never be accepted by the smartest people.
Much of what is being written about tips on how to recruit Generation X's will (in my opinion) take many managers off into the weeds when trying to recruit. Many of these tips focus on how Gen X's are "so different than the rest of us." In my opinion, this is very dangerous thinking. If we try to get "tricky" with trying to pitch to Gen X candidates in the "right way," we miss the point. And the point is: Human nature NEVER changes!!
There are far more similarities than differences between every generation, and most psychological research would confirm this. The common denominator that we all need to know is that people want to be attached to leaders who are genuinely curious about who they are, and what they want. They want leaders who are willing to teach them what they know, and who will mentor and speak into their lives, and/or introduce them to existing successful peers who can do this. One of our clients, when interviewing a new agent candidate, routinely calls an existing (successful) agent that is within that person's age group and gender, to be at the office at the time of the interview. Simple, but smart!
In the next edition, I'll share with you another theory I have about the difficulty with hiring Generation X candidates, and tell you an interesting story about a golf store salesman who practices much of what I've shared above.
Editor's Note: This article was written by Dr. David Mashburn. Dave is a Clinical and Consulting Psychologist, a Partner at Tidemark, Inc. and a regular contributor to WorkPuzzle. Comments or questions are welcome. If you're an email subscriber, reply to this WorkPuzzle email. If you read the blog directly from the web, you can click the "comments" link below.
