It's possible to break into the relocation industry without any experience as a REALTOR®, but you would definitely have to start on the bottom rung. The broker for long-standing, sophisticated top-producing agents generally reserves relocation clients.

Generally, the Realtors who work in relocation departments are hand-picked by the broker or division manager because of their ability to speak the corporate language and get things done. They have geographic specialties, a second language, or other skills valued by the broker. That means you can join this elite team if you can bring the right skills to the table - a working knowledge of neighborhoods and an ability to communicate using the Internet.

One way to get the experience you need as well as a feel for whether you like the pace and responsibilities of working as a relocation specialist is to go to work for a broker who has a relocation department and is willing to allow you to intern. You will definitely get the dirty work - placing ads in newspapers, squiring buyers to pre-selected homes for viewing, or you may take over the virtual aspects of the job. With only ten percent of Realtors actively using technology in their businesses, any mastery you can demonstrate with e-mail, attachments, digital imaging, PowerPoint presentations, etc. will go a long way toward getting your foot in the door. Some brokers may give you a shot just based on your Internet skills.

You still may have to shadow a more experienced agent. That means accompanying and observing the agent while s/he calls on relocation clients, works with sellers and buyers, and negotiates contracts with other agents.

Is it possible to build a virtual relocation business without a big broker/relocation division behind you? Yes, it is. There are many transferees of start-up companies or smaller corporations who have very flexible relocation packages allowing them to use the agent of their choice. You can advertise in a local Homes magazine and style yourself as a relocation specialist, but you must have all of the bases covered - know the schools, homes, builders, new home communities, city infrastructures, transportation methods, and more.

You can work as an agent mining a certain area that you know to be fertile ground for relocating families. To be near an employer is one of the top five reasons for choosing a home, so find out who the employers are who are hiring and transferring employees, and you'll have a pretty good idea within about a 20-minute commute where the most popular neighborhoods are for these transferees. Keep in mind that the neighborhoods where you begin to specialize must include housing for several management levels, from senior management to mid-management.

Transferees, even more so than cross-town buyers, will be heavily concerned with quality of life issues such as blue-ribbon schools and neighborhood amenities for children. They will be more interested in maintaining family customs and activities such as ballet lessons for children, golf and tennis, and houses of worship where they can easily feel more at home after being uprooted. They are also more likely to want new housing over existing homes, as the experienced transferee does not want to mess with maintenance or remodeling issues.

When you start building your database of contacts, be sure to note the employers of both spouses.

Start reading the business news of your local paper, and if your city offers it, subscribe to local business journals. One of the key indicators is which companies are leasing space in the area and how many square feet they are leasing. The number of square feet relates to the number of employees they may be bringing in.

Join the local Chamber of Commerce and see if there are any openings on the business development committee. Even if there aren't any openings, offer to help committee members anyway with volunteer work. You'll learn which organizations are being romanced by your municipality and what incentives they are being offered.

And lastly, be willing to cold call HR managers in your area and visit them in person. Ask for their e-mail addresses so that you can send them your online brochure and show them the tools you use to move transferees quickly. After meeting them, you can send them more information, an online thank you for the appointment, and your newsletter so that you can stay in touch.

HR managers like those that your new customers are impressed with follow-up so be sure to respond to your e-mails quickly and efficiently.