Bill Renaud was a top producing real estate agent with a large and thriving team. Today he coaches the 1% of 1% of real estate teams across the USA and Canada for Goodfellow Coaching. In this interview, we explore how he built his team and what he learned along the way.
Paige Ring, the Agency Director at Artifakt Digital shares her insight into how successful real estate teams utilize an agency for graphic design and content work while keeping tasks such as marketing coordination and social media management in-house. Learn how to interview a social marketing assistant for your real estate team, what questions to ask, and red flags to avoid during the hiring process.
You just met with a fantastic candidate for about an hour, the resume is perfect, and they said all the right things. So, what's your next step?
Today we're talking about a critical step in every interview process that far too many people skip over and this is the skill assessment interview. There is no set of interview questions and no online skill test that can compare to putting a candidate at their future desk and having them do some real-world assignments. In today's blog post we are going to talk about how to structure those assignments and some best practices around testing candidates for real estate assistant positions.
By taking the DISC and looking at somebody's primary, secondary, and even their absent style traits, we can predict how they'll communicate, how they'll behave in certain situations, and also how they'll organize their work.
When you interview candidates, you have three main objectives that you need to accomplish during your process. First, of course, you need to verify that the candidate has the skills, experience, and culture fit for your office, but you need to do that while also getting their buy-in. They need to like you as much as you like them. And then, of course, you have to do all of this as quickly as possible because both you and your candidate are busy.
How do you get all of the information that you need to make an informed decision about a candidate and how do you do that as quickly as possible?
Real Estate Agents and Sales People, in general, tend to make hiring decisions with their gut. This works for some, but it is just as likely to end in disaster. With over ten years of experience helping Realtors hire real estate assistants, we have seen every mistake in the book. These are our top four hiring mistakes real estate agents make when hiring and how to avoid them.
Does this sound like you? You need help growing your business, but you are not ready to take the leap and hire a full-time assistant. You're in that in-between stage. If this sounds like you, keep reading.
Today, we're talking about what to do between having no assistant and a full-time assistant.
Have you ever asked, “How are your Excel skills?” when interviewing a candidate for an admin position? Or maybe you’ve asked, “Do you know how to use the MLS?” These are fair questions to ask but if someone says that they know how to use Excel what does that really mean? If you require your employee to have specific skills when they join your team then you need to test candidates for those skills before you hire them.
If you can relate to this picture you might be ready to hire your first Real Estate Assistant. But is your business ready as well? Today I'm going to break down the three critical steps you must take before you hire your first Real Estate Assistant. Yes, I know I'm giving you homework, but if you follow these three steps I promise you, you will be prepared for your new hire and they will thank you for it.
Do you really need a licensed real estate assistant to help you grow your team, or would an unlicensed assistant suit your needs? In this article, I break down the difference between a licensed and an unlicensed real estate assistant's job description, and we'll talk about some of the pros and cons of hiring a licensed assistant.
Are you wondering how much to pay your Real Estate Assistant in 2018? As of July, we have place 48 assistants this year. In this article we break down how much assistants earn in 2018.
With all the technology that’s available to agents and teams, there’s no reason why you should still be spending hours on your marketing or recreating the wheel with your listing systems.
Of course, some tech tools are better than others. Here are a few of our favorite tools and platforms that will enable you to save time, streamline team collaboration and make sure you remain on the cutting edge of marketing and productivity.
There are no affiliate links here - just a list of platforms and tools that we admire.
Do you know what it takes to recruit your top Real Estate Assistant candidate away from their current job to come and work for you? Learn what Real Estate Assistants really want and how to craft a job offer that your top candidate will accept.
The thing that separates the average from the world-class Real Estate Assistant is their ability to build, document, and manage systems. Christen Tull, a veteran Real Estate Assistant in Los Angeles, CA shares her approach to building effective office systems, and getting her team to adhere to them!
Let’s face it—assistants take on a lot of responsibility in making sure everything runs smoothly for you and your clients, from overseeing transactions to communicating with clients, to updating your database, and maintaining your marketing calendar. But even the best assistants are not mind readers with ironclad memories, which is why it is necessary to put systems in place that keep things running smoothly. It’s part of the job description! Which is why when you, the agent, deviate from those systems, it drives your assistant a little, well… nuts.
Why do you do what you do? Is it to make the most money or impact people’s lives? Is it to beat the competition or to contribute to the world in a meaningful way? The truth is that everyone needs a reason to do what they do. And while everyone may need a job to pay the bills, money isn't the core motivating factor for most people to do quality work. In fact, it rarely is.
Looking for strategies for improving the communication between you and your assistant? In this sort mastermind video, Pro REA Staffing President Vanessa Rosenblum and Real Estate Team Trainer and Coach Kathleen Metcalf discuss the ways in which salespeople and assistants communication differently and how to bridge that gap.
If you haven’t yet taken the plunge by hiring an Executive Assistant, it’s possible that one of the things holding you back is the fear of becoming a boss. It’s a huge responsibility! And part of that fear likely stems from not knowing whether you’ll communicate well with your new hire. Suddenly you will need to delegate, provide constructive feedback, and hold someone accountable.
Writing a compelling job ad that offers a competitive salary is only half the battle. Now that you’re staring at a flooded inbox full of tons of candidates, you’ll have to begin the difficult task of finding the best new hire.
Last week, I had the opportunity to speak to Kathleen Metcalf's coaching clients on a group call.
The topic was Team Building 102: How to grow beyond your first hire. Agents and Assistants were both in attendance, and we focused on what each of them needed to think about before adding another person to the team.
The most important question of any job interview is the one candidates tend to prepare the least for.
Can you guess what it is?
“So tell me about yourself.” (Trick question—it’s not even a question!)
There are so many career options in the real estate industry, but most people only think of becoming real estate agents when they venture into the business. They imagine making a comfy living while working on their own schedule and being their own boss
Realizing that 1) he didn’t have the time to hire and 2) he didn’t have a good track record of finding great hires, he called Pro R.E.A. Staffing for help. Sam was pretty budget conscious, and the idea of paying someone to do something that he thought he should be able to do on his own was hard for him.
So many agents put off making their first full-time hire well beyond the point when their workload calls for it. And it’s understandable why—making the leap from being a solo agent to becoming an employer and building a team is scary. Suddenly, it’s not just about you. You’re responsible for a whole other person!
Being a real estate assistant is always not easy, but it is often deeply rewarding—and it’s a career in its own right.Too many applicants think of a real estate assistant job as a stepping stone to becoming an agent.
ou hit the jackpot when you hired your Real Estate Assistant and your business has had the growth to prove it. Before you knew it, it was time to expand again! But this time, your assistant is along for the ride and chances are they’re due for a promotion.
No matter how much vetting you do, extending an offer for someone to join your team is always a leap of faith. One tool many hiring managers use to help them reduce the guesswork of hiring and find the right fit is the DISC assessment.
If you’re applying for a job and you attach the same resume you always do without tailoring it to the position, we have news for you: You’re wasting your time. Your resume and cover letter are all you have to help you stand out from the competition, and when you’re applying to become a real estate assistant .
Top administrative talent is in high demand in the real estate industry, and qualified candidates can afford to be picky about what they’re looking for from their job and employer. If your job ad doesn’t wow them, the best candidates won’t even bother applying.
By the time most agents are ready to take the plunge and hire a real estate assistant, they’re long overdue for the support. But even though you might need an assistant preferably yesterday, it’s important not to skip any steps in the recruiting process while moving quickly to get your top pick.
If you happen to follow baseball, you may have recently heard that Buck Showalter, Manager for the Baltimore Orioles, was named Manager of the Year for the American League for third time since 2004. Being from Maryland myself, this is a really big deal.
Have you ever had an employee who was “OK” but not really fantastic? They were capable of doing the job but maybe their attitude wasn’t the best, or they made a lot of little mistakes? They were probably a nice person and your clients probably liked them but in your gut you knew that they were not performing at the level you really needed them to.
Have you ever made a bad hire for your company or culture? Wasn’t it frustrating and expensive? When you add up all the time and money it takes to hire someone, making a bad hire will cost you upwards of 5 times their salary if they don’t work out.
THE FOLLOWING ARTICLE IS WRITTEN BY ONE OF OUR NEWEST TEAM MEMBERS AT PROREA STAFFING, ROBIN BARTLETT. ROBIN NOW PLAYS AN INTEGRAL ROLE AS A RECRUITER FOR PROREA STAFFING.
Real Estate Agents typically have natural leadership skills, however leadership skills do not necessarily translate into being a good manager. Finding your management style and the ability to manage others takes time and effort.
Have you ever asked, “How are your Excel skills?” when interviewing a candidate for an admin position? Or maybe you’ve asked, “Do you know how to use the MLS?” These are fair questions to ask but if someone says that they know how to use Excel what does that really mean?
I love this question because inevitably my candidate’s face lights up as they remember what it was like to work for a truly great leader and manager.
One of the concerns I hear from almost every client is, “How do I know if they will stay with me long-term?” Most of my clients want to make one key hire and never go through the hiring process again.
Shifting Job Market for Real Estate Assistants The national unemployment rate may still be 7.1%, however experienced real estate assistants are becoming harder to find. As more Realtors see sustained growth in their business they are hiring staff at a rate that is outpacing the supply of skilled, experienced assistants.
A few tips regarding the Affordable Care Act: As a result of the Affordable Care Act (“Obamacare”) consumers will be able to purchase health insurance using the new Health Care Exchanges, or “Marketplace” beginning October 1st.
This month I want to share an article that was written by a staffing client of mine. It landed in my inbox last week and as I read it I thought, "Wow! I couldn't have said it better myself!"
When you interview someone for a position you typically only get to spend an hour or two with them before you make a decision. In that amount of time it is hard to gather all of the information you need to come to a verdict.
Recently my long-time client Kendyl Young (Teles Properties, Pasadena) was recognized as one of “Inman’s 100 Most Influential Agents”. Kendyl is by far one of my most “tech-forward” clients.
We recently wrote about intrinsic motivators in a previous newsletter. People tend to express their talents and do their best work in an environment that encourages creativity and autonomy.
Downtime can be nice, occasionally. It can be frustrating when you know there are plenty of things to do; things that are so basic it’s easy to let them slip by. They nag at you when you’re busy, but you can’t think of them when you finally have time to do them.
Interview questions are tricky but with a little preparation, you have generic answers ready for the big day. But wait! What happens when you get those questions you can’t prepare for?
Therefore, the number one way to motivate your employees is to make them feel that they are doing something meaningful. Now, if your vision is to alleviate poverty, as Kiva’s is, getting your employees to feel like they are doing something meaningful is pretty easy.
As a recruiter I actively use FaceBook and LinkedIn to identify possible candidates and to learn more about candidates I meet. My clients use Social Media as well to vet candidates I send them.
It can be a challenging business, this world of real estate. When the going gets tough, what keeps you going, moving forward? Successful people in all walks of life, and especially real estate, will tell you that you must find what you love about the business to keep you motivated, positive, and satisfied with your career choice.
The end of the calendar year is a time for reflection and planning for the year ahead. What goals did you set out for yourself at the beginning of 2011? What improvements did you make over the last year, and what would you like to improve upon in the immediate future?
The process of hiring an assistant, whether it is your first or your tenth is always faced with some level of trepidation. We all want to find the perfect assistant and never have to go through the hiring process again anytime soon.
How does your average Realtor become a tech savvy super agent with a web presence? The answer is Social Media Marketing, and it doesn’t have to be as daunting a task as it may seem. The key to effectively utilizing the world of social media is consistency.
As the CEO of your business, you want to set an example with the way you dress. As Realtors, we are out and about in the community knocking on doors, holding open houses and taking clients on showing appointments.
Striking a balance between work and play will make you a happier person, and a much more productive Realtor. Finding balance is easier to accomplish when you’re well organized and have your systems in order.
When an office functions at a high level of organization, you save time, money and frustration. Being highly organized means your systems are in place, and many daily tasks are “automatic” in execution. This frees you and your team up to put more energy into moving forward and allows your productivity to soar!
You go to social networking events, you trade business cards with people in the supermarket line, and you knock doors in your farm. The crucial next step is getting those people you’ve already made contact with into your database
Now that we are into the second quarter of the calendar year, we hope you have found a rhythm with your business and that all the work you poured into your business plan and systems set-up is paying off.
As we march through the end of winter and look toward spring, we hope your business is gaining momentum and benefiting from your improved systems. This month we pick up where we left off with pages 4 and 5 of your Office Procedural Manual:Phone Script, Calls Procedure, Messages.
I recently had a management / training issue come up between an agent and an assistant that I had placed. I think that this is a common enough occurrence that it is worth sharing. For the sake of privacy we will call the agent “Mike” and the assistant “Sara”.
I know – it is really tough to get your foot in the door. Some agents are willing to train someone from scratch but rarely will they train someone who wants to become a sales agent. Their thinking is, “why train the competition?”
These pages provide an easy to locate reference for all your important numbers, including emergency contact information for your colleagues and employees. In the case of an emergency, it’s important to have the most important contacts at your finger tips for contacting family, friends and loved ones.
This year we are going to help you get organized by building your own Office Procedural Manual. Consider this your bible of office procedures. This manual will detail how your office functions and will be used as a training and reference tool for everyone in your office.
Social Media is changing the way we communicate with our clients and build relationships with prospects. Used correctly it can be a powerful tool in growing your real estate business. Using these new tools effectively can sometimes be a challenge. Here are five steps you can take to make the most of your social networking efforts.
Almost everything your assistant does can be put on a checklist. All leads go into a system; every listing goes through a similar process, etc. Once you and your assistant establish clear processes for doing the tasks related their job.
Our clients often ask us for ideas on how they can create added value during the Escrow process. Most agents have a paperwork checklist that they follow but many don't have a process checklist that includes marketing and customer service.
My hope is that you will see how easy it is to build a virtual team that can streamline your business and help you to become more productive and more profitable. Creating a virtual office lowers costs, improves productivity.
Social Media is changing the way we communicate with our clients and build relationships with prospects. Used correctly it can be a powerful tool in growing your real estate business.
When I work with agents and their teams to improve the productivity in their office, the first thing we do is look for ways to simplify what they are doing.
These are my “golden rules” for working together as an agent / assistant team however these concepts could really be applied to any boss / assistant relationship. I believe that a great assistant “manages up” and a great boss sets the goals, priorities and standards for the company, and then focuses on production related activities while their staff handles the rest.
It was close to the end of the day and I found myself with something I rarely find myself with: free time. I had made all of my calls, returned every email, updated every report and even perused ActiveRain for articles to comment on. I was out of things to do. I went to my "Projects to work on when you have time" file. At the top of the list was something that I have been avoiding for literally years. "Clean Up Your Outlook Database!!!!!".
Imagine this scenario. Your assistant has worked with you for about a year. You like them and they get along well with your team and the office. At this point you trust them to complete all of their job duties and when necessary to go above and beyond to help you.
One of the most valuable and business-changing services we offer at ProREA Staffing is database organization and management. I am a model example of why this service is so incredibly necessary and today I want to share my Top Five reasons why I delegate the responsibility of managing my database and why you should too.
I wanted to share this post because sometimes when I send a candidate on an interview I find out that the agent asked questions that they are not legally allowed to ask on an interview. For example, an agent called me the other day after an interview with a candidate and said, "Well, I liked her a lot but she has 3 kids.
We have all heard the saying "Hire slowly and fire quickly." This is certainly good advice but sometimes firing quickly can cause unanticipated consequences. It is always in your best interest to end any employment relationship amicably even if that employee didn't meet your standards. In this article we identify some of the basic steps you can take to minimize your liability when terminating an employee.
The old adage "you get out what you put into it" holds especially true when it comes to managing a real estate team. Your assistant, no matter how good, needs feedback and direction from you on a regular basis in order to give you their very best performance