High-performing agents will likely expand a pool of prospects, make deals more quickly, and maintain satisfied clients, so it pays off in spades. All of this results in a seamless procedure and recurring business.
However, one can’t suddenly start dominating the recruitment market. Everything is achievable with the correct platforms and technologies. This enables one’s team to speed-hiring for recruiting real estate agents with the most excellent candidate experience. A positive experience will also increase retention and how the market views you as an employer.
Advertise on Social Media to Attract Candidates
Social media ads are best for recruiting property agents to make an offer stand out. A well-targeted advertisement is more likely to persuade even the most passive candidates to act than cold phoning or prospecting.
Make sure your vision is consistent with your brand, your logo is transparent, and the brand typography is legible if you want the most outstanding results. The ad will perform better if it contains less than 20% text, so people should be sure to compensate with appealing graphics to attract more candidates.
Make the Application Process Frictionless
Ensure they don’t abandon the application process midway through after you have the candidates’ attention. To do this, a person must design a landing page consistent with their brand and its visual identity. All of this promotes trust and distinguishes the brand.
The program itself should be frictionless in addition to the visual aspect. Avoid adding extra steps or asking for too much information immediately because doing so may cause prospects to withdraw.
Automate Communications with Candidates
If folks manage a real estate agency, they should limit their focus to activities that provide value. As a result, they cannot monitor new application forms and get in touch with every applicant on schedule. However, if folks employ automation, they can cross this off their list of things.
Fellows can link their email and form applications together using an automation tool. As a result, they may plan an automatic email greeting to applicants after each new form entry to welcome them, let them know their application was received, and give them a rundown of what comes next.
When conducting in-office interviews, highlight your brand
After narrowing down the applicants, fellows have a selected group of prospects who are strong contenders and meet the criteria. This is fantastic; it’s the reason you first started recruiting. However, if the candidates were drawn to the online brand image, the office would probably persuade them to stay.
Utilize in-person interviews to familiarize candidates with your brand and give them a sense of what it’s like to work there. To do this, you should emphasize your company’s ideals during the interview process and provide each applicant with branded stationery and collateral.
Follow-up with and maintain candidate interest
Both sides of recruiting real estate agents may need a lot of time. Sending frequent updates to applicants who have already undergone the procedure is brilliant, even if you are unsure who your top option is.
After the interview, follow up immediately and let them know what will happen next. And don’t forget to give the candidates periodic updates if the whole hiring process is going longer than anticipated. Doing this may increase applicant engagement with your brand and foster trust.
Make a social media new hire spotlight
Once you’ve chosen and reached an agreement with your top candidate, be sure to let the other applicants know first before showcasing the new member of your team on social media. New team members’ motivation and productivity will likely increase if you thank them and introduce them to your audience.
The new-hire spotlight is an excellent opportunity to highlight your brand image, so include branding elements with a photo of the new agent while creating it.
Most real estate agents thrive if they realize that you are conscious of their requirements and recognize their job. You can host frequent events to highlight the development of each agent or offer incentives depending on productivity to support your recognition efforts.
These can serve as strong motivators for young agents who are just beginning to establish their reputations and realize that persistence is rewarded.