One of the biggest challenges of real estate recruitment is sourcing. Some platforms may yield too many unqualified applicants, while some may come up with too few leads or none at all. Nevertheless, this issue is not entirely unfixable. With help from data and analytics, you can fine-tune your content and improve your sourcing output. You’re also going to need a CRM—you can Getbrokerkit for that—so you can keep track of all the information coming from your ads and job postings.
Still, the most important thing is to find those real estate agents who not only fulfill the job requirements but can also fit or add to your company culture. They’re crucial to growing your business, contributing to company productivity and morale. Here are some of the best places to look for these people to join your team:
You may already be using your brokerage’s social media page for sharing current job openings and reaching out to passive candidates. The thing is, you might not be getting the most out of these platforms. It’s possible that your content is buried under thousands of others, or you’re targeting too many people, or you targeting movies when the audience wants gogoanime.
To refine your social media content, it’s a good idea to follow best practices. Check the data from the built-in business tools to know the best time to post and which kinds of content get the most engagement. For example, videos tend to work really well in general but it might turn out that your audience actually prefers photos.
It’s also a good idea to hyper-target your content. On Facebook, consider posting in real estate groups and choosing specific locations and interests. On Twitter and LinkedIn, it pays to use targeted hashtags and checking the latest trending topics. Of course, it also can’t hurt to ask your employees to share the post to their own accounts to further expand your reach.
Your Own Website
It’s likely that your brokerage already has a website where you post about job openings, the latest news, and other updates. (If you don’t have a website yet, get one now.) The question is, are your posts optimized so that job seeker can easily find your page when they make queries on search engines? Remember: people rarely go to the second page of the search results, so you really need to aim for a higher ranking as dramacool does.
Luckily, there are plenty of simple SEO techniques that you can apply to help boost your visibility. For one, you should be using “normal” job titles. No one types “real estate superstar” into the search bar when they’re looking for a job. Remember to use relevant keywords, especially when writing the job title, job description, responsibilities, and required skill sets.
Finally, add visuals such as images and videos. Make sure to match the image name to what the image is and reduce the file size so that it loads faster. With regards to text, formatting is crucial. Use bullet points to enumerate items instead of dumping everything in one long paragraph. It’s also best to have separate sections for clarity and ease of reading.
Job Search Engines
A job search engine is essentially a centralized repository of employment opportunities. It collates listings from other sites, making it easier for job seekers to find a job. In short, you can use job search engines for direct recruitment. The key is to find a reliable, reputable website, to increase the likelihood of finding qualified applicants.
If you want, you can also work with job search engines to have your openings featured. With premium placement, you have a higher chance of getting seen by more candidates.
One of the best ways to find real estate agents is through referrals. This is because your own people already have an idea about what you want in an employee, so the people they recommend have a greater chance of being a good fit. Most employees also don’t want to lose face to their bosses, so they will really strive to find someone who will meet or exceed expectations.
This simply means that you should revamp or revive your employee referral program. Aside from compelling incentives, you should also ensure that your employees and your HR or hiring department are aligned about who the ideal candidate is. It’s also worth considering expanding your referral program to also cover referrals of passive candidates.
Finally, you’d be remiss to exclude job boards as a sourcing platform. Thousands of people use these sites to look for jobs, especially since they cater to any and all industries. This means that it’s possible to find candidates from related industries, such as marketing and sales.
If you aren’t getting good results from your job boards listings, consider making adjustments to your current ads. Follow the site’s recommendations and remember to apply the same guidelines for search engine optimization (e.g., clear language, relevant keywords, etc.).
It can be argued that agent discovery is the most challenging part of real estate recruitment. Once you’re over this hurdle, as long as you have a robust hiring process, things can progress much more smoothly.
Consider these platforms for agent sourcing or, if you’re already using them, optimize your posts to help increase applicant numbers. Good luck on your search for the best real estate agents!
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