Talent Attraction Recruitment Workshop
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Talent Attraction Recruitment Workshop
- 1. What I Know: Talent Attraction in 2011 Wendy Forsythe 1 SVP Network Services August 15, 2011
- 2. 2
- 4. Experienced agents are looking for options. There are experienced agents in your market place that would be great additions to your companies. A real estate career is a great choice for career searchers of all ages. You’re great… I’m great. Let’s chat. Doesn’t work. 4
- 5. People don’t join companies… They join or leave the company of the leader. Leaders must take the lead in attracting and retaining talent. 5
- 6. It takes 14 positive contacts on average before an experienced agent makes a move. They decide to make that move 6 months before they actually do (trigger event). You must become the destination brokerage in your marketplace. 6
- 7. 7
- 8. Know the Numbers: • # of hires • # of terminations • Total agent population • Production per person • Gross commission per person • Days per transaction ratio 8
- 9. Production Per Person Must Increase “You can’t make a human being productive, you can facilitate a condition for them to choose to be production”. 9
- 10. Managers Are Tired (Leaders Too…) High High Negative Positive Energy Energy Low Low Negative Positive Energy Energy 10
- 11. Managers (leaders) must inspire 4 beliefs: 1. Real estate as a career 2. Your company 3. You 4. Themselves 11
- 12. 3 Keys Mindset 12 Skillset Action
- 13. Ah Ha Moment… 13
- 14. 14 Source of Exhibit 1-1 and 1.6: 2011 REAL Trends Broker Compensation Report
- 15. There Needs to be a Plan • A list of targeted agents • A commitment of time • A commitment of energy • Structure • Accountability • Materials to showcase value proposition • A follow up system 15
- 16. What I Know… 16
- 17. Thoughts? 17
Notas del editor
- It’s always more fun dancing with other people then by yourself… we need good agents to dance with us in our offices. Let’s talk about what we know about attracting and retaining good agents in 2011!
- People join you based on a series of experiences. Create opportunities for people to experience your culture. Don’t just tell them we have great training… invite them to training sessions so they can judge for themselves. We control the experiences people have with us.
- Relevancy- is being where the business is todayCompetency- demonstrating the skillset needed for success todayLeadership- creating a way or path to success for others
- We are seeing way to many people in the lower quadrants…
- We’ve been working with your teams on skillset… we need you to work on mindset and action.
- If you want them to attract more, compensate them on that…Compensation drives behavior. Focus your compensation on trying to grow the right behaviors. Managers don’t feel like they have enough control over Closed Gross Profit or Net Income… they can control talent attraction. You can control the other two.