Many people are skeptical of automation, thinking that it will make their jobs irrelevant. However, technology isn’t designed to take over; rather, it empowers humans to provide more value and make them more efficient at what they do. Take real estate agent recruitment, for example. When people automate real estate recruitment, recruiters can increase productivity, improve the quality of hires, and eliminate biases. Of course, there are plenty of ways to automate and even more aspects of recruitment that can be automated. Thus, it can be a little challenging to implement process for recruiting real estate agents. So, how to recruit real estate agents?
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To help you make a decision, here are a few of the most efficient ways of automating your real estate agent recruitment process and how to recruit real estate agents:
Use a CRM for Real Estate Agent Recruitment
One of the simplest ways to automate real estate agent recruitment is to use customer relationship management or CRM software. Getbroker kit, in particular, which is a CRM that integrates various functions into one platform. From gathering data to scheduling your email drip campaigns, this CRM will definitely make your life easier as a real estate recruiter.
Other features that Brokerkit has include integrated two-way SMS, automated outreach, lead capture and segmentation, social media profile lookup, and data collection from reliable sources. The last one is especially important because leveraging data for recruitment allows you to make the best hiring decisions.
Take Advantage of Programmatic Advertising
Posting job ads on multiple platforms is a big part of recruitment. After all, how are job seekers supposed to know that you have a position available for them? The problem is that there are too many channels nowadays, and it can be difficult to manage to post on every single one. Fortunately, technology is a huge help in this regard with the advent of programmatic advertising.
In the simplest of terms, programmatic advertising is when you use software to purchase digital ads. This also enables you to automatically place your advertisements on different platforms using various targeting parameters. This ensures that your ads are being seen by the potential candidates you want. In turn, you’ll be able to improve your quality of hire and even lower your cost per applicant.
Aside from real estate agent recruitment, programmatic advertising can also help you improve your company branding. Over time, this will affect your brokerage’s reputation and result in more and higher-quality applications.
Automate Your Social Media Posts
In relation to programmatic advertising, you should also consider automating your social media posts. There’s a high possibility that your candidates are already active on social media, especially if you’re targeting the millennial and Gen Z markets; thus, with regular posting of relevant content, there’s also a high possibility that your content will be seen by your intended audience.
Keep in mind that you don’t have to keep your social media posts recruitment-centric. In fact, you’ll likely gain better engagement numbers if you consistently upload a variety of high-quality content. These include things like job hunting tips, industry insider knowledge, and even posts about your brokerage’s company culture. The key is to figure out which type of content performs the best on which platform.
As a bonus, social media sites are a great place for sourcing candidates. By continuously engaging with your audience, it will be easier for you to find potential candidates for real estate agent recruitment.
Record Videos for Pre-Screening
There are times when you’ll receive tons of applications for a couple of job openings. This is good, on one hand, because you’ll have a lot of candidates to choose from. The problem begins when most of your time is being consumed by pre-screening activities. From sifting through resumes to conducting preliminary interviews, this stage of the recruitment process can eat up valuable hours.
For preliminary interviews, in particular, you can take advantage of pre-recorded videos. You can use graphic design elements for this, but you can also record yourself asking the questions. Then, send the video to all applicants. Set aside some time to review the video responses at the end of the submission period. Once you’ve trimmed the candidate pool down to a reasonable number, you can then proceed with one-on-one interviews.
Of course, recording videos isn’t automation in the strictest sense of the word because you still have to do quite a bit of work in recording. However, compared to the traditional method of interviewing, video interviews for pre-screening are miles ahead when it comes to convenience.
Consider Auto Background Checkers
Background checks are an inevitable part of the hiring process. It can be time-consuming, but it’s necessary to ensure fairness and safety. In fact, it can even be argued that background checks are more important in real estate recruitment because real estate agents deal with high-value properties every day.
Fortunately, there are now plenty of technologies that can be used to automate background checks. You can use them to match names on a database, search for red flags, and remove false hits, among others. Do note that AI isn’t 100% error-free, so make sure to review the results. At the end of the day, there needs to be nuance in such delicate aspects.
How to Recruit Real Estate Agents In A Nutshell
As you can see, automation isn’t something sinister like what some science fiction works depict. When used correctly, the technology can make things so much more efficient in various fields, and that includes recruiting real estate agents.
If you operate a company, you should constantly be looking for new employees for recruiting real estate agents. If you wait until you have open positions before looking for new agents, you can find yourself in a stressful situation that makes it difficult to make sound decisions. Talk to individuals when you’re out and about at industry events, and be sure to jot down the contact information of skilled representatives.
Victor Z Young is a Civil Engineer with 35 years of experience working alongside the executive team of various construction companies. Victor specializes in construction insurance, delay analysis, performance analysis and engineering. He holds a Doctor of Project Management from Northwestern University.
