Hiring the right real estate agents can make or break a brokerage. Skilled agents don’t just close deals; they build trust with clients, contribute to your brand’s reputation, and drive long-term business growth.
However, finding those agents requires more than just reviewing resumes. It demands a focused hiring process that identifies candidates with the right mix of experience, personality, and work ethic.
Here’s how to go beyond impressive resumes and hire agents who truly deliver results.
Start with a Clear Hiring Process
Before diving into interviews, establish a structured hiring process to screen candidates effectively. Define the skills and qualities you’re looking for, such as negotiation expertise, strong communication, and local market knowledge.
Once you identify potential candidates, vetting becomes key. Many brokerages wonder: what do background checks include? Typically, they assess criminal history, employment verification, and financial stability. This ensures your hires are trustworthy and meet legal requirements for working in real estate.
Focus on Real Estate-Specific Skills
A strong resume is important, but skills like negotiation, relationship building, and adaptability are essential for success in real estate. Look for candidates who can handle the fast-paced nature of the job, juggle multiple listings, and work well with clients under pressure.
During interviews, ask scenario-based questions to test how candidates approach challenges. For example, “How would you handle a client whose home isn’t selling?” or “Tell me about a time you overcame a difficult negotiation.” Their answers will reveal their problem-solving abilities and communication style.
Evaluate Sales Performance
An impressive resume means little without evidence of results. If the candidate has prior real estate experience, review their sales performance. Metrics such as closed deals, average days on market, and client retention rates are clear indicators of success.
However, be mindful that newer agents may lack substantial data. In these cases, focus on their enthusiasm, preparation, and potential. Look for individuals with a growth mindset who are willing to learn and work hard to achieve results.
Assess Cultural Fit
Skills and experience matter, but a great agent also needs to fit into your brokerage’s culture. Real estate is a team-oriented industry, even for independent agents. Harmony among your team improves morale and productivity.
To assess cultural fit, consider involving other team members in the interview process. Their insights can help determine if a candidate’s personality and work ethic align with your values.
Look for Self-Motivation and Accountability
Successful real estate agents are self-starters who stay driven even when deals take time. During interviews, ask about their approach to staying organized and accountable. Do they set personal goals? How do they handle setbacks?
Strong candidates will demonstrate resilience and a clear process for maintaining motivation. This trait is critical in real estate, where agents often manage their own schedules and pipelines.
Provide Clear Expectations and Training
Even the best hires need clarity to deliver results. Clearly communicate your expectations for sales targets, client relationships, and work processes. Providing ongoing training opportunities can also help agents perform at their best.
Consider pairing new hires with mentors or offering workshops on local market trends, negotiation skills, and lead-generation strategies. Investing in your agents’ growth ensures long-term success for both parties.
Building a Team That Delivers
Hiring real estate agents who produce results requires more than skimming resumes; it’s about understanding their skills, motivations, and how they fit into your team.
By vetting thoroughly, assessing cultural fit, and focusing on performance, you’ll build a team that not only meets but exceeds expectations.
