Most recruiters and human resource managers will probably agree that the most difficult part of the recruitment process is choosing the best candidate. That’s because there’s so much that hinges on that one final decision of picking the supposed cream of the crop.
For real estate brokerages, making this final verdict is even more crucial when it comes to agents. After all, these are the people who will be—quite literally—the face of the company. Choosing the “best” person for the job also goes beyond looking for someone who fulfills all the job requirements. It’s also about choosing someone who will be a good fit or addition to the brokerage’s culture.
To help you with this all-important part of recruitment, here are some simple tips to keep in mind:
Use the Right Software
Nowadays, using recruiting software to streamline the entire process is the wise choice. Not only do these tech solutions make things a lot easier, but they can also help you ensure quality hires. Get Brokerkit today and see how much better your recruitment outputs will be when you can easily build and manage relationships, not to mention create personalized campaigns. This kind of recruitment and CRM software can also simplify the way you categorize leads, update notes, and organize your call list, among many other tasks.
How do all of these help you find the best people? Simple: by removing the complexities and automating the above-mentioned activities, you can dedicate more time for the evaluation and interview phases of recruitment. When you’re not occupied by routine (but still important!) tasks, there’s no need to rush and you can afford to be more analytical. The ultimate result: better hiring decisions.
Check the Candidates’ Social Media
Social media platforms like Facebook, Instagram, LinkedIn, and Twitter aren’t just good sourcing platforms. They’re also great tools to discover more about a candidate’s hobbies, personality, and the like. For example, someone’s posts about the progress of their knitting project can tell you about their patience and attention to detail. Meanwhile, someone’s videos about their travels can clue you in on their conversational and presentation skills. All in all, a person’s social media feed can give you an idea about what’s important to them.
In addition, your brokerage should also be present in these social media platforms, since you can use them for continuous engagement and wider reach. These sites can also help you maintain a healthy network of passive candidates that you can tap into should you have the need.
Don’t Interview Them in an Office
The interview stage of recruitment is arguably the most important, simply because an interview can reveal things about a candidate that can’t be expressed in a resume or CV. However, some candidates are really good at preparing for interviews or are naturally good conversationalists.
To shake things up a little and draw more genuine responses, consider conducting the interview somewhere that’s not the office. If possible, invite other members of the team with whom the candidate will be working. This way, you can more accurately gauge how the person interacts with potential colleagues. You can also see how they treat other people, such as the waitstaff.
If you’re feeling a little more creative, conduct the interview while touring a museum or perhaps walking in a park. The bottomline is that changing the environment can help uncover details about a person’s characteristics that can help you determine if they’re a good fit.
Ask Surprising Questions
Questions like “What are your greatest strengths and weaknesses?” still haven’t lost their usefulness. They may be generic, but the way candidates answer these rather formulaic questions can reveal a lot about themselves. Still, for some variety and more depth, you can ask questions that are designed to shock. Then, note both the candidate’s response and their body language.
A good example of a “shock factor” question is “Tell about the time when you had the chance to speak up for someone but chose to remain silent. What did you learn from that experience?” This highlights a person’s not-so-stellar moments, the very opposite of situations that they want to play up in order to look good. The way they respond to such a question can tell you a lot about a person’s coping mechanisms when it comes to difficult circumstances.
Use References to Dig Deeper
When talking to a candidate’s references, don’t limit yourself to the traditional questions such as those related to work ethics and performance. Again, ask something surprising. For example, inquire about the kind of role that the candidate takes on when in a group. Are they someone who naturally gravitates to a leadership role or one who drifts to the sidelines? Do they get involved in their current company’s activities outside of work?
A good way to formulate this kind of question is to use your own company’s culture as a guide. What values matter the most to you? From here, you can compose questions that can lead you to find the best fit for your brokerage.
Finding talented real estate professionals can be a bit of a challenge, but keeping these tips in mind can certainly make the process a little easier. Good luck!