1. STEP 1- Identify your recruiting needs
1.1 Financial & Physical
1.1.1 Target gross commission income
1.1.2 Available production desk
1.2 Market potential
1.2.1 Product specialization
1.2.1.1 Office - Downtown, Suburban
1.2.1.2 Industrial - Small tenant, Office-Service, Bulk
1.2.1.3 Retail - Locals, Chains, Nationals
1.2.1.4 Land - Multifamily, Subdivision
1.2.1.5 Investment - Local, Regional, Institutional
1.2.2 Service Orientation
1.2.2.1 Seller/Landlord Representation
1.2.2.2 Buyer/Tenant Representation
1.2.2.3 Consulting
1.2.2.4 Brokerage/Property Management
1.2.3 Geographic orientation
1.2.3.1 Downtown & Suburban
1.2.3.2 Quadrants, Sectors, Corridors
1.2.4 Industry niche
1.2.4.1 Examples - Logistics, Bio-medical, Legal, Technology
1.2.5 Opportunity focus
1.2.5.1 Scarcity focus
1.2.5.2 Client oriented
1.2.5.3 Competitive change
1.3 Experience segmentation
1.3.1 Rookies - < 4 years
1.3.2 Mid-level Associates - 4 to 7 years
1.3.3 Established Associates - 7 to 10 years
1.3.4 Veterans - usually > 10 years
1.4 Career status
1.4.1 Up & Comers (20's)
1.4.2 Rising Stars (30's)
1.4.3 Movers & Shakers (40's)
1.4.4 Senior (50's)
1.4.5 Twilight (60's +)
1.5 Associate Quartile
1.5.1 Performance Evaluation
1.5.1.1 Actual Past Performance
1.5.1.2 Current Production
1.5.1.3 Expected Future Performance
1.5.2 Identify bottom quartile
1.5.2.1 Manager intervention
1.5.2.2 Career Adjust
2. STEP 2 - Establish job position & candidate profiles
2.1 Profile the position
2.1.1 Identify the most important activities for success
2.1.2 Identify the most frequent activities for success
2.1.3 Describe the position's environment
2.1.4 Clarify the position's role if part of a team
2.1.5 Job Modeling Process
2.1.5.1 Use a Job Activity Rating by knowledgeable managers
2.1.5.2 Identify and profile successful, exemplary incumbents
2.1.5.3 Prepare a consensus job model
2.2 Profile the candidate
2.2.1 KASH - Knowledge, attitude, skills and habits
2.2.2 Natural behavioral tendencies
2.2.2.1 Assertiveness
2.2.2.2 Sociability
2.2.2.3 Calmness
2.2.2.4 Conformity
2.3 Develop the compensation package
2.3.1 Base compensation
2.3.2 Incentive compensation
2.3.3 Benefits
2.3.4 Requirements
2.3.5 Reimbursements
2.3.6 Transition compensation
3. STEP 3 - Develop a recruiting plan
3.1 The candidate funnel
3.1.1 Contacts
3.1.2 Candidate applications & resumes
3.1.3 Screening Interviews
3.1.4 Comprehensive Interviews
3.1.5 Expectations Interviews
3.1.6 Commitment Interviews
3.1.7 New associates
3.2 Prepare recruiting materials & strategies
3.2.1 Company story
3.2.1.1 Values/Beliefs/Culture
3.2.1.2 Associate quotes
3.2.1.3 Client quotes
3.2.1.4 Facts
3.2.1.5 Support Systems
3.2.1.6 Technology
3.2.2 Follow-up materials
3.2.3 Internet web site
3.2.4 Allied resources program
3.2.5 Existing associates program
3.3 New Agent Recruiting
3.3.1 Establish generation (age)
3.3.2 Develop channels, example Monster.com
3.4 Experienced Agent Recruiting
3.4.1 Qualify target associates
3.4.1.1 Success level
Impressive Rookie
Rising stars
Established top associates
3.4.1.2 Years of experience with current company
Less than 3
4 to 7
More than 7
3.4.1.3 Major property representations
Landlord buildings
Business parks
Retail centers
3.4.2 The existing associate recruiting continuum
3.4.2.1 Aware of associate
3.4.2.2 Recognize and know name
3.4.2.3 Qualifying meeting to understand motivations
3.4.2.4 Qualifying meeting to describe your values, beliefs, and company culture
3.4.2.5 Decision to enter "candidate" process
3.4.3 Exploratory approach
3.4.3.1 Catch up on what's going on with the two of us
3.4.3.2 No obligation - purely exploratory
3.5 Monitor recruiting progress
3.5.1 Utilize a recruit & select dashboard
3.5.1.1 Needs
3.5.1.2 Recruiting Activities
3.5.1.3 Recruits
3.5.1.4 Candidates
4. STEP 4 - Utilize a consistent selection process
4.1 The "CANDIDATE" process
4.1.1 STEP 1 - Resume/Application
4.1.2 STEP 2 - Screening Interview
4.1.3 STEP 3 - Behavioral Assessment
4.1.4 STEP 4 - Reference Checks, Clients, Employers, Co-workers, Others
4.1.5 STEP 5 - Behavioral Validation & Comprehensive Interview
4.1.6 STEP 6 - Expectations Interview
4.1.7 Step 7 - Commitment Interview - Offer letter/Agreement
4.2 The Selection Cube
4.2.1 Knowledge & Experience
4.2.1.1 Sales
Major Ticket?
B to B?
To senior management?
Long sales cycle?
Type of sales?
Service items
Example: Elevator maintenance
Expense items
Example: Elevator cab refurbishment
Capital items
Example: Elevators
4.2.1.2 Management
Team Leader (team size)
Supervisor (how many)
4.2.1.3 General business
Type
Duties & Responsibilities
Performance
4.2.1.4 Direct Real estate experience
With your company
With other companies
Volume
Product Type
Market Knowledge
4.2.1.5 Portfolio of accomplishments
Significant accomplishments
Pattern
4.2.2 Natural Behaviors
4.2.2.1 Behavioral Profile
Assertiveness
Social
Responsiveness
Conformity
4.2.2.2 Behaviorally describe the job
4.2.2.3 Behaviorally describe the candidate/associate
4.2.2.4 Behavioral Job Match
Excellent job fit
Good job fit
Average job fit
Poor job fit
4.2.3 Demographics
4.2.3.1 Foreign Languages
4.2.3.2 Education
Real Estate
Licensed?
Courses
Undergraduate
Major
Performance
Graduate
Major
Major reports/research
4.2.3.3 Generation
Baby boomer generation (1946 - 1965) about 72 million
Generation X, post baby boom (1966-1978) about 17 million
Generation Y (1978-1999) about 60 million
4.2.4 References
4.2.4.1 Previous employer
4.2.4.2 General business contacts
4.2.4.3 Personal contacts
4.2.4.4 Previous client contacts
4.2.4.5 Co-worker contacts
4.2.5 Values & Cultural Fit
4.2.5.1 Beliefs
4.2.5.2 Attitude
4.2.5.3 Expectations
4.2.5.4 Life Examples
4.3 Questions
4.3.1 Open End
4.3.2 Behavioral based
4.3.3 Experiential based
About
Title
Recruiting & Selecting Winners
Subject
The Secret of Long Term Success
Company
Innovative Learning, LLC
Author
Ralph Spencer, CCIM, SIOR
Version
19
Comments
This is a mind map showing the four major steps to successful "Recruiting & Selecting Winners". You can access the visual map by clicking on the "Overview Map" (above right).