Writing a compelling job ad that offers a competitive salary is only half the battle. Now that you’re staring at a flooded inbox full of tons of candidates, you’ll have to begin the difficult task of finding the best new hire. Hopefully, you’ve done yourself a huge favor and targeted that job description to suit the most desirable applicants imaginable. (See our recent post on crafting the perfect job description.)
Casting too wide a net on today’s online job boards could mean you now have to weed through hundreds of applications, some of which may not even be remotely relevant. If you’re confident the original job description was catered to only the top talent in the field, great! Staring at a full inbox is a very good problem to have. But time is short, and you want to snag that new hire before someone else does.
Last week, I had the opportunity to speak to Kathleen Metcalf's coaching clients on a group call.
The topic was Team Building 102: How to grow beyond your first hire. Agents and Assistants were both in attendance, and we focused on what each of them needed to think about before adding another person to the team.
Click here to listen to our conversation.
On the call I discuss:
1. Three steps to take before making a second hire
2. Your first assistants' new roles and responsibilities
3. Four ways to verify applicants' skills
I also provide several resources that I have not made public in the past including our Reference Check form, Interview Questions and more!
Click Here to Download the Handout to access these resources.
- Vanessa Rosenblum
President of Pro R.E.A. Staffing.
The most important question of any job interview is the one candidates tend to prepare the least for.
Can you guess what it is?
“So tell me about yourself.” (Trick question—it’s not even a question!)
It’s the opener to nearly every interview, yet too many interviewees see it as a throwaway or “gimme” and use it as a warm-up to the rest of the interview. But to do so during your own interview would be a mistake because your answer to this deceptively simple question sets the framework for the rest of your conversation.
There are so many career options in the real estate industry, but most people only think of becoming real estate agents when they venture into the business. They imagine making a comfy living while working on their own schedule and being their own boss. What they don’t picture are the occasional 16-hour work days or frequent sleepless nights it often takes to make it as a real estate agent.
While it’s a worthy and attainable goal for some to make it big selling real estate, it’s not the only path for people who earn their license and build a career in real estate. It’s easy to obtain your license, but it’s not so easy to succeed as an agent. If a sometimes-grueling workload and uncertainty over your next payday don’t appeal to you, there are other extremely rewarding and lucrative careers in real estate. Some personalities are better suited for more behind-the-scenes roles, and the trade-offs (e.g. normal business hours, a steady paycheck) aren’t so bad, either.
SOMETIMES IT FEELS LIKE YOU JUST CAN’T CATCH A BREAK. THAT’S HOW SAM FELT AFTER HIS THIRD HIRE IN TWO YEARS GAVE HER TWO-WEEK NOTICE JUST AS THE BUSY SEASON WAS ABOUT TO KICK INTO HIGH GEAR.
Realizing that 1) he didn’t have the time to hire and 2) he didn’t have a good track record of finding great hires, he called Pro R.E.A. Staffing for help.
Sam was pretty budget conscious, and the idea of paying someone to do something that he thought he should be able to do on his own was hard for him. We came up with a search strategy using our Candidate Screening Services model that fit within his budget and freed him up to focus on the parts of the search process that he felt most equipped to handle.
So many agents put off making their first full-time hire well beyond the point when their workload calls for it. And it’s understandable why—making the leap from being a solo agent to becoming an employer and building a team is scary. Suddenly, it’s not just about you. You’re responsible for a whole other person!
Hiring an assistant is probably the single biggest investment you’ll make in your business. If you hire wisely, that investment can be the catalyst for incredible growth. The right hire can help you double or even your triple your business…and a bad hire can derail much of the progress you’ve made on your own. With that kind of pressure, it’s no wonder so many agents put off this milestone, but that fear is holding them back from potentially doing great things. Luckily, we’re here to talk you through it.
WHAT TO EXPECT ON THE JOB.
Being a real estate assistant is always not easy, but it is often deeply rewarding—and it’s a career in its own right.
Too many applicants think of a real estate assistant job as a stepping stone to becoming an agent. While it certainly can be for some, what many of those people don’t consider are the opportunities for growth, learning, and satisfaction that can come from a career as a real estate assistant. It’s not for everyone, but it can be life-changing for someone who places great value on making a big impact on a business’ bottom line (and finds they’re happy to leave things like tense contract negotiation to the agents!).
You hit the jackpot when you hired your Real Estate Assistant and your business has had the growth to prove it. Before you knew it, it was time to expand again! But this time, your assistant is along for the ride and chances are they’re due for a promotion. After all, they’ve been a huge factor in your success, and you want to keep them by your side.
How do you know whether you should promote your Assistant to a managerial position? And what should you expect in doing so? Below, we’ve outlined some of the main differences between an Assistant and Operations Manager, as well as what you can expect in making the transition.