These 12 Pillars of Attraction Will Transform Your Recruiting

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The intensity and consistency of your agency or team’s traction efforts can mean the difference between mediocrity and greatness. As the leader of a company, you are not only a manager, you are also the architect designing the future of your business.

Just like a building relies on a solid foundation to remain standing, a brokerage firm or team relies on a reliable, proven, and consistent agent attraction process or system as its foundation. The 12 Pillars of Attraction form the foundation for building a great brokerage and team.

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Excerpted from Vibration: high-voltage spy attraction, the recruiters were tasked with selecting and implementing 4 pillars from the 12 pillars of attraction. Attraction goals.

If we don’t see a clear path to 100% in your action plan, then we’ll revisit it to make sure it’s actually a legitimate pillar. The difference between attracting and recruiting is that by establishing the value proposition of your brokerage firm or team, making it so compelling and clear that you won’t need to recruit because you will become attractive to potential brokers .

Here’s a quick summary of the 12 pillars of attraction. As you take a closer look at them, determine which four you would choose to build your brokerage, team, or brand.

Pillar One: Agent Referral Program

Here you can set up a referral flow from existing agents. Your current agent is your ambassador. Inspire them to find talent and watch them bring you the best in the industry. This is about creating a culture where everyone is committed to the growth of the team. Encourage them to share success stories and practical benefits of being part of a team, making the recruiting process a collective effort.

Pillar Two: Meet 20 People

This potential gold mine is an example of how we actively engage in recruiting wherever we see other real estate agents. We are committed to talking to at least 20 real estate professionals every week at a variety of venues including industry conferences and open houses. This approach requires a keen eye for talent and the ability to convincingly articulate the brokerage’s value proposition. There is no substitute for face-to-face contact and service agents in the marketplace.

Pillar Three: Top 50

The people who know you best can be your biggest allies in attracting agents. Identify the top 50 agents you would most like to add to the firm, and make personal contact with each agent once a month to offer something of value. I’m not talking about a jar of jam, but something that will help their business, whether they join or not.

Expand your reach into talent pools you haven’t yet reached. Their personal recognition speaks volumes about your leadership and the supportive environment your team provides.

Pillar Four: Continuously Recruiting Talent

This pillar is primarily aimed at people who are not currently working in real estate. For example, you might meet a restaurant server, a teacher, or a nurse who demonstrates excellent customer service, is a natural at getting along with people, and truly cares about their job, your satisfy. Wouldn’t they make a great agent? No matter where you are, you should have the mentality of always recruiting.

The fifth pillar: Being part of a network

Make real connections by contributing to your community and industry. Volunteer, join boards, and attend events not just to be seen, but also to serve. This selfless approach often leads to organic recruiting opportunities as you become a respected figure in your community. Never violate the Code of Ethics or recruit people for impermissible activities. Use this opportunity to serve industry, develop relationships and demonstrate leadership. When you do this, you’ll be shocked by the opportunities that arise.

Pillar Six: Previous Brokers and Clients

This pillar is often overlooked because we think our clients may not be interested and our previous agents have moved on. In fact, they may be one of our best sources of attraction. Former agents and past clients know the quality of your work and may be ready for a change, or know someone who is. Keep these relationships warm, and when the time comes, they can provide valuable referrals or even come back to your team.

Pillar Seven: Social Media

Create targeted ads that speak to potential new hires. Showcase your company culture, success stories, and the support you provide to your agents. Engage with your audience and create content that makes your company the go-to place for ambitious real estate professionals.

Social connections and genuine interactions with agents in your market can make you their first choice. We don’t know when people want to move or for what reason, but we can stay connected and provide content and engagement to get us considered.

Pillar Eight: New Licensees

For those willing to hire newly licensed agents, this pillar is creating a welcoming and supportive environment that fosters their growth. Provides coaching programs, training and a clear path to success.

By investing in new talent, you build a loyal pipeline of agents who can grow with your company. What are you doing or can do to help new agents succeed in a faster timeframe? The promise of success and rapid revenue generation is very attractive. If you don’t have a system yet, it might be time to create one.

Pillar 9: Retired Agents

Retirement agents typically have extensive knowledge and a strong client base. By helping them exit the business, you can leverage their connections and potentially add agents who could benefit from their guidance. This can be a win-win situation, providing continuity for their customers and growth opportunities for your company.

There are a large number of agents who are in the twilight of their careers. They have served and have strong brand equity, but are not ready to hang up. Engaging these agents with a transition plan that is sincere, authentic, and respectful of their timing can be a goldmine in recruiting.

Pillar 10: Agency Workshops and Events

Events drive revenue. This applies to every business in and around real estate. Attraction and recruitment are no different.

Hosting seminars and events is a great way to add value to the agency community. By providing education and networking opportunities, you can position your company as a leader in your industry. Agents looking to grow will see your company as a place where they can develop their skills and careers.

Pillar 11: Partner Agents

Here, we’ve created a streamlined process for contacting an agent with the following qualifications: Work with your agent on the deal. Many of the agents you like to work with who provide real value during the transaction are often unhappy with their current brokerage, or they don’t feel valued and may jump at the chance to learn about your brokerage.

Pillar 12: Your unique pillar

It’s completely yours. You may have an agency attraction pillar that I didn’t list that you find very effective. The goal is just to do what works, so no matter what, use it.

Target

Don’t be overwhelmed and think you need to apply all 12 pillars at once to attract agents. Choose four and only Focus on these four. Your goal is to achieve your overall agent traction goals on each of the four pillars.

So if you wanted to add 10 agents this year, you would develop a plan in each of the four selected pillars to attract and recruit 10 agents in each pillar. I like to call it failure. Two of the four will hit, one may hit 50% of the time, the other 25%. The result will be that you overachieve and undermine your goals.