Comments on: Recruiting and Retention: The Right Stuff

By: Matthew Ferrara

Matthew Ferrara — Sat, 19 Dec 2009 02:30:45 +0000

David:
Absolutely right on with your comments. I have always said that any industry that has such high turn-over, burn-out and need to constantly recruit is showing all of the signs of a fully DYSfunctional business model. Even using the term “manager” is stretching it in so many cases, since essentially they are recruiters, entertainers, babysitters and firemen. Rarely do they actually manage the process or the people; look at their inability to fire NON-producing people. As if asking someone who contributes nothing to the company’s success is “a challenge”?

The good news is that some of our clients are showing signs of moving beyond this old model. And mostly, it’s because consumers are fed-up with it. Alas, I’m still saddened to see some companies still don’t get it: At NAR’s conference this year, all of the ads trying to attract agents were “it’s all about YOU!” themed; rather than it’s about joining a company, contributing to its success, satisfying customers – oh, and having the career that YOU have to contribute to. My favorite book in a while is: It’s called Work for a Reason by Larry Winget. It’s the ULTIMATE solution/attitude to this “always recruiting” poison that’s killing the industry.

By: David Horowitz

David Horowitz — Fri, 18 Dec 2009 22:55:45 +0000

Matthew, the proof of your argument is that after pursuing the same wrong minded course for over fifty years our industry is still pursuing the same wrong minded course! If it worked why would brokers still be in the same position.

In my work with brokers and office managers I will often have them sit knees to knees (please forgive me for saying the unspeakable) “Role Playing a manager and a potential recruit. The manager is to look directly at the candidate and say (as most managers do) “When you join my office I’ll help you get your career to the next level.” The candidate replies with “Great, how exactly and specifically will you do that?” The manager response is almost always, “Well we’ve got … STUFF.” The wide eyed candidate responds with, “Wow, I’ve spoken with …(a major competitor) and they have great stuff that seems the same as yours. What exactly are you going to do to help me serve my customers and then earn more money?” The manager response is almost always a “Deer in the head light look followed by stuttering, muttering, and B.S.”

We’vew had this all wrong for many years and it doesn’t seem to be getting better. Just look at all the recruiters and recruiting courses. Who out there is teaching something different and who is willing to implement?

Keep ranting and someone will listen. The mold changer will succeed and others will follow.

Then they’ll look for the genius who started the “Thought Ball” rolling down the hill.

David

By: Don

Don — Sat, 16 May 2009 17:16:43 +0000

30 years, millions of dollars, uncountable hours, incalculable risk, for what? So that we can try to please every agent that comes down the pike. I realize now, and I hope its not to late, that it’s absurdity at it’s finest. You can’t do enough, give enough, care enough, or help enough. A total misconception is constantly perpetrated buy an entire industry. They do it that way, we are going to do it that way. Look out the cliff is but a few feet away.

You response to Ninah is spot on. “Focus on your strategy – a consumer oriented, broker-centric, standard-based approach”. I’m In!

I did’nt like what I saw in the mirror.

By: julie wilson

julie wilson — Thu, 30 Apr 2009 15:59:02 +0000

Matthew,

I could not agree more with your article on recruiting and retention. Recently I had my first qtr reviews with agents in my office. Answers to the following questions can open the eyes of any manager.Try so of the following questions: what do you have planned for the rest of the day, what did you do last week, what do you have planned for the rest of the week, how many houses are you going to show tomorrow, when is your next listing appointment, when was your last listing appointment? We did not talk about “stuff” but we did talk about the lack of their “stuff”. Julie

By: Matthew Ferrara

Matthew Ferrara — Mon, 19 Jan 2009 21:29:02 +0000

Ninah:
Here’s the answer to your riddle: Don’t pay ANY attention to how the other brokers are recruiting. It’s irrelevant – and you shouldn’t design your strategy “to compete” against a broken strategy. Focus on your strategy – a consumer oriented, broker-centric, standard-based approach. Recruits will find you; you won’t have to find them. There’s plenty of evidence that the good agents are getting tired of being surrounded by the “wrong stuff” filling their offices as well.

Interesting………

By: Ninah Hunter

Ninah Hunter — Sun, 18 Jan 2009 02:03:20 +0000

Matthew, I totally agree with you that we broker/owner/managers need to provide value beyond “stuff” but I also agree that it is not yet a value proposition that most agents/broker associates will appreciate and feel they need to compete for. The real estate industry will be much improved and the consumer much better served once that happens. I’m trying.