Save Over 12 Hours And Automatically Find The Best Candidate
Are you looking to hire a top notch real estate assistant? Of course you are! These people are the easiest way to free up your time and grow
Are you looking to hire a top notch real estate assistant? Of course you are! These people are the easiest way to free up your time and grow your business. But you don’t have time to go through the interview process and read tons of resumes.
I’m going to show you this great way to save over 12 hours during the hiring process. And ensure you only take on the best candidates. Best of all? This process automates the entire hiring system until the very end. You won’t have to waste your time talking with unqualified people. The system makes every applicant feel like they are special. You’ll find the quality applicants like the process better!
Let’s get into it:
Look at these job descriptions, do any of them appeal to you? Of course not! They are incredibly boring.
What’s the #1 way to find better applicants? Write better copy. You want to attract the most reliable people you possibly can to your office. That means you need to sell to them. Here’s an ad I recently wrote for our job as a WordPress developer. Can you guess which one is ours?
Now, I’m not saying you should swear or use slang in your job posting. There are plenty of other ways to draw attention since most listings are simply very boring.
The best thing you can find in an employee is someone who is very detail oriented and organized. How can you find this out easily? Well, I suggest including a random request on the job posting. I ask all my applicants to send me their Facebook or LinkedIn URL.
60-80% of the applicants simply don’t include one!
You can instantly rule these resumes out. You’ve just saved yourself a lot of time. No longer do you have to read resume after resume looking for the gold mine. The best candidates simply rise to the top.
If you don’t like the Facebook or LinkedIn system, fine. You can ask candidates to name their favorite restaurant in town or favorite sports team. It’s the concept that makes the system work. You are making a simple but detail-oriented request. If the applicant cannot follow that before they are hired, they almost certainly can’t be the best person for the job!
Why are you hiring someone? I guarantee the reason is to make more time in your schedule. What’s the #1 thing to ensure this person will help you do that? You need to make sure they are accountable.
I send the following script over to people that pass the first test. The script checks to make sure they are accountable and will do the task themselves. In other words, they’ll do the work and not ask for my input every step of the way.
Sweet! You are one of the surprisingly few people who could follow emailing me their favorite restaurant.You’d be surprised.Anyways, on to round 2.If a new website order came in today, what are the first 3 things you would do?
Step 4 is the final step before the in-person interview. The people that correctly reply to the first email get a link to a Google form. On this form, I ask the same type of questions I’ll ask during the interview. These questions get at overall fit for the job. The neat thing about Google forms is that they compile all of the answers into one spreadsheet for you. You can now hide the names of the people on the Google Form. And grade the answers with a score from 1-10. With this process, you’ll be able to tabulate scores and have an unbiased ranking for all your applicants. Now, you can simply invite the top 2-3 prospects in for an interview and be assured of a great employee!
This process should save you countless hours and resume reading during your next hiring session. I also think it finds better applicants because people feel more engaged with you and your company.
Does this help you at all? Will you find better people to hire? Let me know in the comment section below!
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