Like rivaling cannibal tribes, many of the large brokerage firms spend too much time and resources stealing top agents from each other instead of developing the talents of rookies, says Key Largo's Jimmy Buffet of Real Estate, Joe Klock, CRI, CRS. Joe makes a convincing case for not overlooking a continuing natural resource, the unspoiled, eager, and hungry new agent.

There are few people like new people. Amid the current feeding frenzy to recruit "proven producers" -- the benefits of which are not to be denied -- don't overlook the pluses of inexperienced hires, to wit:

1. There is a plentiful supply: Very few people have not at one time or another toyed with the idea of "taking a shot at real estate."

2. They are highly trainable and therefore, willing to do things your way, without comparing everything with "the way we used to do that."

3. They come without the baggage of previous disappointments, prejudices, and warped notions.

4. They tend to be better followers, since you will be their first leader in real estate marketing.

5. They are less expensive than the usually demanding prima donnas who are leaving your competitors.

6. They tend to be more loyal than "rolling stones" from other operations.

Of course there are a few disadvantages, including:

1. They're more trouble at the outset, since they need to learn everything from scratch (but if you feed them a little bit at a time and make them run with each morsel, it's a worthwhile investment).

2. There is a lag time before production begins (but if you're showing them how, and they're trying their best, the ultimate payoff is a slam-dunk).

3. There may be a negative reaction from your present producers (but if you insulate them from the "apprentices" at the outset, they'll eventually see that a bigger team means bigger bucks all around).

The bottom line? As a company, you've gotta grow, or you're gonna go -- and if you're not getting the quality and quantity of new people you need by raiding the competition (while they're raiding you), bite the bullet, and roll out the red carpet for promising "newbies." The stars of today were once raw rookies -- as are the stars of tomorrow.

To create a star of tomorrow, try recruiting from a new approach. If your area has seen some downsizing, early retirement, acquisitions, or mergers, take a hard look at some of the potential super-producers pounding the pavement and looking for jobs that both challenge and reward their talents. Then point out to them that real estate-selling is one of the very few careers in which everyone gets paid exactly what they're worth.

How do you find them? Keep your eye on the business section of the news, then call the personnel managers of firms announcing layoffs or relocations. Ask for the names of relocating employees or "downsizees." In most cases, human resources will have an interest in placing those displaced and will be receptive to your offer of help. Obviously, corporate moves of all kinds -- in, out, up, down, or elsewhere -- can be a great source for listing leads as well.

Published: March 18, 1998

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