Recruiting, hiring, and building effective real estate teams
WizeHire co-founder Jay Niblick and Jeff Cohn from Elite Real Estate Systems discuss how the different personalities of real estate team members impact a team’s growth.
- The mindset real estate team leaders must have if they want to be successful
- 4 DISC personality profiles of real estate professionals
- Top 3 strategies for building a highly successful real estate team
- 5 hiring mistakes real estate team leaders typically make
- How to better predict if a job candidate will succeed in the role
- Create a job description that matches exactly who you’re looking to hire. Responsibilities you’ll list in a job ad for an inside sales agent should be different from a job ad for a buyer’s agent.
- Discover your job candidates’ natural strengths. Learn what each candidate’s natural strengths are throughout the interview process to better understand if they’re a good match for the role.
- Give job applicants a personality assessment. By having an easy way to analyze someone’s personality, as well as their values and motivators, you can better predict a person’s future on-the-job performance.
- There are two types of team leaders. Some team leaders see themselves as the “chief rainmaker” or top salesperson at their office. However, the most successful team leaders see themselves as the CEO of their own company and adopt this mindset to scale their real estate business.
- You need two types of people on your sales team. The personality of inside sales agents makes them great at finding new leads and nurturing relationships for your pipeline. The personality of a buyer’s agent makes them great at converting qualified buyers into clients and closing deals fast.
- Use a balanced hiring process. Deciding who to hire should never be based on only one factor like an applicant’s resume. Get a clearer picture of each candidate by looking at multiple factors including screening questions and a personality assessment to make a well-informed hire.