Recruitment isn’t something you do only when there’s a vacancy to be filled. Rather, it should be something constant. You should always be on the lookout for the best real estate agents who can join your brokerage to boost productivity and achieve growth. If you need tips on how to become an effective, on-task recruiter for your brokerages, you plenty of helpful advice here: https://getbrokerkit.com/home/how-to-be-an-on-task-recruiter/
To stay on top of the many responsibilities of a real estate agent recruiter for your brokerage, you’re also going to need a bunch of tools. Here are some of the most important ones that can ensure you’re always doing your job well:
A Recruitment CRM and ATS
A recruitment CRM can simplify and automate a lot of tasks that recruiters do on a daily: sending emails and SMS texts, candidate outreach, lead capture and segmentation, as well as social media profile lookups. Through the help of a CRM tool, you can easily build and maintain relationships with candidates (whether or not they end up working for your brokerage).
An applicant tracking system or ATS is also another valuable tool for recruiters, especially when it comes to organization. Essentially, an ATS is an electronic sorter that categorizes resumes based on predetermined keywords. If the resume matches the set parameters (e.g., experience, skillset, and/or location), it’s forwarded to the recruiter for further processing. In short, an ATS can save you a lot of time particularly during active periods when you receive a high volume of applications.
Online Sourcing Tools
One of the challenges that face recruiters in the real estate industry and beyond is quality sourcing. Indeed, you can’t have good hires if you don’t know where to look for them in the first place. Fortunately, sourcing is much easier nowadays thanks to websites that are exclusively made for sourcing. You can also take advantage of social media platforms by creating engaging and hyper-targeted content.
There are also online communities and social media groups, where sourcing can be easier because the members are already filtered. The key is to find such communities or groups that cater to your needs. You can go location-based or even by job title to make the search easier. What’s even better is that these communities and groups can lead you to not just high-quality applicants but also viable passive candidates.
One of the ways to save time and money in recruitment is through automation. As mentioned, many real estate recruitment CRMs already have similar features. Nevertheless, you’d still do well to invest in a chatbot. This program will allow you to handle multiple inquiries at a time, at all times. You can even set it up so that it can conduct preliminary screening, reducing the time you spend sifting through applications.
Ultimately, a chatbot can create a more seamless candidate experience. It can also help you save time and money, particularly at the initial stages of recruitment.
Video Interviewing Tools
There’s a lot that you can discover about an applicant by perusing their resume, but an interview can tell you so much more. From body language to emotional cues, talking to a candidate face-to-face can reveal a lot about how they’ll fit in your brokerage and what their personality can contribute. The problem, of course, is that face-to-face interviews may not always be viable. For example, the candidate may be from out of state or there are lockdown measures being implemented.
In these situations, video interviewing tools can come in handy. What’s even better is that they help you accommodate more applicants through asynchronous interviews. This is where you send the candidate your questions beforehand, and then they record their answers for your later viewing. What’s great about this technique is that you can share the video with everyone involved in hiring, which can shorten the entire process.
(Obviously, nothing beats actual, in-person interviews but video conferencing can be the next best thing.)
Last but not least, real estate agent recruiters need assessment tools to fully evaluate a candidate. Again, there’s a lot of information that you can glean from a resume but it usually doesn’t provide a complete picture. Through the use of assessment tools, you can test a candidate’s skills, get a gauge on their personality, and ultimately tell if they’ll be a good fit for both the role and your brokerage.
Do note that assessment tools are not 100% accurate. However, they can still give you pretty good results. The key is to be realistic and manage your expectations. If possible, look for assessment tools that can be customized based on your unique hiring needs.
Over the years, recruiting real estate agents has become more and more challenging. The good thing is that there are plenty of tools available to make things a bit more efficient. If you haven’t invested in the above-mentioned tools yet, now is the time to do so.