Hiring is always an interesting question. So often, we look for someone we like and say “hey! Wouldn’t you like to help me in my business?” (spoiler alert – that’s not a great way to do it) I like to start with two processes – a thought process and a hiring process. First, the thought process. What are the things that I neither like doing, nor am good at doing? Yet those things make my business better and stronger. Things like making sure mailings go out every month, on time. Things like ensuring my client events go off without a hitch, my contract to closing process is an experience that delights my clients. Oh, we like the outcomes of all of those things, and yet can you really say you like and are good at making them happen?
If you’re familiar with the DISC, real estate agents are DI – drivers and influencers – we’re assertive and friendly. Admins are SC – systematic and compliant. (stop laughing, there are people like that in the world!) No seriously – 86% of the American population are SC! Only 14% of us are crazy Dis. The problem is we’re all together here in real estate. (now do you see why you shouldn’t hire your friend?)
OK, we have a thought process. Next is the hiring process.
1. Create a job posting that describes the type of person you’re looking for and what they get when they work with you
2. Give specific instructions on the job posting that the candidate should follow – most won’t, saving you loads of time in reviewing those resumes. Say something like “in your cover letter, answer these 3 questions” and anyone who doesn’t answer them just showed you they don’t follow directions. I like to use at least one question that requires them to be resourceful. Like “what year was _______ founded?”
3. Phone screen any that look good. Use WEIGH. Work, education, interests, goals and habits. It sounds like this:
a. If I could gift you a magic wand, and you created the perfect job for yourself, what would you be doing all day? (I actually had someone say “be at the beach!” thanks for self-identifying!)
b. After your last formal education, how have you continued to learn? What book are you reading?
c. Interests – that’s self-explanatory
d. Goals – you know, where do you want to be in 5 years
e. Habits – What are the habits you’ve created that have contributed to your success? (or kept you from success?)
4. If the phone screen goes well, invite them in for an interview. Follow a process. KW has the fabulous KPA process that can’t be beat. If you don’t have access to that, look into the Thinking Assessment, maybe the DISC, although that’s easy to game or other assessment to help you determine if they really are a good fit for the job.
5. Check references – do NOT skip this step.
6. Have an expectations conversation about how they win and lose with you and how you lose and win with them.
With a solid process in place, you are bound to make better hires. And when you make better hires, your life – and your client experience – get better too!
