STEP 1- Identify your recruiting needs Financial & Physical Target gross commission income Available production desk Market potential Product specialization Office - Downtown, Suburban Industrial - Small tenant, Office-Service, Bulk Retail - Locals, Chains, Nationals Land - Multifamily, Subdivision Investment - Local, Regional, Institutional Service Orientation Seller/Landlord Representation Buyer/Tenant Representation Consulting Brokerage/Property Management Geographic orientation Downtown & Suburban Quadrants, Sectors, Corridors Industry niche Examples - Logistics, Bio-medical, Legal, Technology Opportunity focus Scarcity focus Client oriented Competitive change Experience segmentation Rookies - < 4 years Mid-level Associates - 4 to 7 years Established Associates - 7 to 10 years Veterans - usually > 10 years Career status Up & Comers (20's) Rising Stars (30's) Movers & Shakers (40's) Senior (50's) Twilight (60's +) Associate Quartile Performance Evaluation Actual Past Performance Current Production Expected Future Performance Identify bottom quartile Manager intervention Career Adjust STEP 2 - Establish job position & candidate profiles Profile the position Identify the most important activities for success Identify the most frequent activities for success Describe the position's environment Clarify the position's role if part of a team Job Modeling Process Use a Job Activity Rating by knowledgeable managers Identify and profile successful, exemplary incumbents Prepare a consensus job model Profile the candidate KASH - Knowledge, attitude, skills and habits Natural behavioral tendencies Assertiveness Sociability Calmness Conformity Develop the compensation package Base compensation Incentive compensation Benefits Requirements Reimbursements Transition compensation STEP 3 - Develop a recruiting plan The candidate funnel Contacts Candidate applications & resumes Screening Interviews Comprehensive Interviews Expectations Interviews Commitment Interviews New associates Prepare recruiting materials & strategies Company story Values/Beliefs/Culture Associate quotes Client quotes Facts Support Systems Technology Follow-up materials Internet web site Allied resources program Existing associates program New Agent Recruiting Establish generation (age) Develop channels, example Monster.com Experienced Agent Recruiting Qualify target associates Success level Impressive Rookie Rising stars Established top associates Years of experience with current company Less than 3 4 to 7 More than 7 Major property representations Landlord buildings Business parks Retail centers The existing associate recruiting continuum Aware of associate Recognize and know name Qualifying meeting to understand motivations Qualifying meeting to describe your values, beliefs, and company culture Decision to enter "candidate" process Exploratory approach Catch up on what's going on with the two of us No obligation - purely exploratory Monitor recruiting progress Utilize a recruit & select dashboard Needs Recruiting Activities Recruits Candidates STEP 4 - Utilize a consistent selection process The "CANDIDATE" process STEP 1 - Resume/Application STEP 2 - Screening Interview STEP 3 - Behavioral Assessment STEP 4 - Reference Checks, Clients, Employers, Co-workers, Others STEP 5 - Behavioral Validation & Comprehensive Interview STEP 6 - Expectations Interview Step 7 - Commitment Interview - Offer letter/Agreement The Selection Cube Knowledge & Experience 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 Management Team Leader (team size) Supervisor (how many) General business Type Duties & Responsibilities Performance Direct Real estate experience With your company With other companies Volume Product Type Market Knowledge Portfolio of accomplishments Significant accomplishments Pattern Natural Behaviors Behavioral Profile Assertiveness Social Responsiveness Conformity Behaviorally describe the job Behaviorally describe the candidate/associate Behavioral Job Match Excellent job fit Good job fit Average job fit Poor job fit Demographics Foreign Languages Education Real Estate Licensed? Courses Undergraduate Major Performance Graduate Major Major reports/research 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 References Previous employer General business contacts Personal contacts Previous client contacts Co-worker contacts Values & Cultural Fit Beliefs Attitude Expectations Life Examples Questions Open End Behavioral based Experiential based