An experienced agent can bring not only immediate production potential to your office, but also market share, renewed energy, and potentially more experienced agents.

Do you have an interview process and plan? To pull in this kind of experienced agent, you need one.

1. Take Off Your Salesmen Hat: Manipulation and objection handling is as transparent as can be when you're talking to another salesman. I prefer a process that allows an agent to reflect on their current business, skill-sets, their free time or lack thereof, and finally, their own recognition of your leadership and coaching skills.

2. Strengths and Weaknesses: Find out what the agent feels are his or her greatest strengths. Where do they feel they have room for growth and improvement? You'll be amazed as to how honest an agent will be. Know you know how YOU can help THEM and vice versa.

3. Strategies and Tactics: What kind of plan do they have in place and if so, how are they tracking against that plan? Also consider: Do all of your agents currently have a written business plan?

4. Coaching: As a broker, the responsibility should be yours to coach and educate your agents. What if you could share your coaching skills during the interview instead of being so focused on using your "selling" skills to try and get them to join? Which do you think would be more attractive to a potential recruit?

5. Closing Skills: If you follow the process of discovery and coaching in the interview, they'll close themselves.

So there you have it. I'm sure it's a bit different from what you have done in the past. I only have one more question for you. Do you want to get different recruiting results than what you have experienced in the past?