4 Tips To Hire The Best Buyer’s Agent For Your Team

If you are an agent who is focused on lead generation, you are set to be successful. You know the more obsessed you are with gathering new clients, the more your business will grow in the long term.

But after a certain level of growth, you can’t handle sales alone. If you don’t get assistance, you’ll actually hamper your lead generation.

At this point, it’s in your best interest to hire a buyer’s agent (BA). A buyer’s agent can secure appointments, negotiate offers, and more so you can focus on the high-level, strategic aspects of lead generation.

Given the personality traits and skill requirements for this role, the hiring process for a buyer’s agent isn’t 100% intuitive. To help you prepare for recruitment, here are 4 must-have tips for hiring a buyer’s agent.

Tip #1: Qualifications should be crystal clear. 

The buyer’s agent role can vary from team to team depending on your needs. You have to know what you want from the role. The way your team is structured can clue you in.

Some teams expect a buyer’s agent to find a large number of leads. This type of BA is a ‘hunter’ buyer’s agent. They have a high D profile in their DISC personality results, which means that they’re decisive, assertive, and bold. List these qualities as desired traits in your job description if your team is seeking this type of BA.

Other real estate teams, however, may already have employees to pour in leads—such as an inside sales agent or a team leader—so they’re looking for a ‘helper’ or consultative buyer’s agent. This type of agent has more S/C profile in their DISC, which means they’re more patient, methodical, and detail-oriented. Include these qualities in your job description if your team needs a consultative BA.

Teams will also vary in how much experience they’re looking for from agents. Teams that do not need help immediately have the luxury of seeking out a certain level of agent experience from candidates. For example, they might request one year of experience and a certain sales volume in their job description for the role. If your team needs help right away, expanding your applicant pool might be a better choice.

Whether it’s years of experience or personality traits, any requirements you have for your buyer’s agent should be explicitly stated in your job ad. Then job seekers can determine whether they should apply, and you receive a stronger pool of applicants.

WizeHire Pro Tip: Send candidates specific screening questions when they apply to filter them by their level of experience. 

Tip #2: Sponsored job ads get better results. 

You’ve probably experienced peaks and valleys in response to your job ads. Right after you post an ad, it will gain traction because job boards will rank newly added posts high in search results. But after a few days or a few weeks, candidates will have to dig through a few pages of results to find your ad.

Make your ad more visible to these target candidates by sponsoring them on job boards. As a paid listing, boosted job ads are prominently featured on results pages.

With their high placement, sponsored ads typically receive more clicks than organic ads on job boards. Plus, some sponsored ads have guaranteed value through a pay-per-click model, so you only pay when your boosted listing is effective.

According to WizeHire data, sponsoring your ads can double your number of applicants depending on your market and is well worth the investment, especially if you need to quickly find a buyer’s agent. The process makes your ad more visible, so you’re more likely to receive greater candidate applications than you would with an organic ad.

WizeHire Pro Tip: Boosting your ad for as little as $100 will improve its position on the job boards and get you more applicants.

Tip #3: Prompt responses attract great candidates.

Hiring great agents is like chasing a good listing: You have to follow up and follow up fast! The longer you delay your responses to candidates, the longer it will take to find your ideal buyer’s agent.

Think about it—a top agent is constantly moving and knows how to find the best opportunities. That applies to their job search, too. If you wait a week to respond, your candidate could already be interviewing with several other teams. They may have even accepted an offer.

Move quickly to find the best candidates for your buyer’s agent role. Set a daily reminder to review your job applicants, and respond to candidates you’re interested in within 24–48 hours of their application.

WizeHire Pro Tip: Timely communication with applicants protects your brand and improves your reputation in the community. Who knows? You could be selling a house to a candidate soon.

 Tip #4: Your next hire may be in your sphere. 

Rather than relying solely on job boards, we recommend supplementing your ads with an additional talent source—your network.

As a real estate agent, you work with other agents all of the time and know other professionals in the field. Think about who you can reach out to in this community about your opening to extend your reach. Here are some ideas:

  • Post your job ad on social media. Share a link to your job ad on Facebook, LinkedIn, and Twitter.
  • Advertise on your website. Update the “Careers” or “Join Us” section of your site to include your latest buyer’s agent posting.
  • Reach out to your industry contacts. Call and email the people you know in real estate-related fields—loan officers, title reps—to see whether they know an agent who might be interested in working for you. Be sure to send your job description so they have a better idea of who you’re looking for.
  • Connect with real estate schools. Send an email to local real estate schools to request that they forward your job description to students. Reaching out to schools is optimal if you’re looking for less experienced agents who haven’t formed any bad habits.
  • Find top-performing agents through MLS. Go to MLS and then do a search to find the agents in your area who have sold 15 or more homes in the past year. Reach out to these agents about your opening to see whether they might be interested in learning more.

Your network of local real estate professionals is a rich resource in your candidate search. Not only will your contacts help you find more potential applicants, but they’ll also be able to recommend high-quality candidates who might not be on job boards.

WizeHire Pro Tip: When asking for referrals, be specific. “Can you give me 2 names of people I should talk to about getting into real estate sales?” 

To Hire a Great Buyer’s Agent, Think Ahead 

Many team owners expect that potential candidates will start pouring in after posting a buyer’s agent job ad.

But in reality it takes a bit more time to attract candidates, screen them, and find the best buyer’s agent. The process could take from one to three months. Be sure to plan accordingly.

With this time frame, it’s best to think ahead about the needs of your team and predict when you’ll want a buyer’s agent. Don’t wait until you’re desperate. In other words, start looking in the fall so you’re fully staffed and ready to rock by spring busy season.

Utilize these tips and you’ll have the luxury of finding the best buyer’s agent for your team and have them up to speed at exactly the right time.

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