Hiring an agent should be about more than letting anyone who can fog a mirror become part of your team.

Here are some recommendations for the screening and interview process, most of which should take place before you hire!:

1. Require a written employment application and a resume, including a list of references.

2. Read what the applicant gives you, things to look for:

   • frequent job changes;

   • gaps in employment (past employment dates should be in months and years, not just years);

   • fluff phrases such as: "communication skills," "team player," "organizational skills," "interpersonal skills" and "driven;"

   • excessive use of "I," "my" or "me."

3. Check out the references – yes, I know that references are many times friends of the applicant and that past employers will always be hesitant sharing negative information because of legal liability issues, but if you keep the conversation general and light – but listen hard – you may be surprised what you will hear.

   "For instance, I was checking references for an applicant once, and a former employer said: "Oh, yes, Mary Smith. She's a wonderful person and was a fairly good employee, I wondered what happened to her." When I asked what he meant by that last phrase, he said: "Well, about two months ago she called in one morning, said she had some personal problems she had to take care of, and we never heard from her again. Would you tell her that I mailed her last paycheck, but it came back marked 'No longer at this address, not able to forward.'" I'm not sure where Mary went to work, but it wasn't for me!"

4. Do a background/credit check – has this person been responsible in their personal and/or business finances? Do they have any problems with law enforcement in their background?

5. Require a medical exam - This is crucial if you in any way assist your staff, employees and/or independent contractors with health insurance coverage.

6. Ask the right questions, such as:

   • "What have you done in the past which demonstrates that you are self-disciplined, goal-oriented and persistent?"

   • "Give me an example of the two most stressful events in your life and how you handled them?"

   • "When you are faced with confrontation, how do you react?"

   • "What is your financial situation? How long can you survive without a 'paycheck'? Do you have any other source(s) of income besides the commission checks you'll be earning as a real estate agent?";

   • "Have you ever been in straight commission sales? How did you do?" "Why did leave?";

   • "How long have you lived in the area? How many people do you know and do you have their email addresses, their home addresses, where they work, and their phone numbers?";

   • "How do you feel about mandatory, structured training?"

7. Note how the individual presented himself or herself.

   • did they telephone to request an interview or did they just walk in and expect to speak with the owner/manager? Calling ahead to make an appointment demonstrates that the individual is professional and respects your time and position;

   • how are they dressed? They should be dressed appropriately for the area and the local business climate – most of the time this means a suit and tie for a man and business dress for a lady;

   • how are their verbal communication skills?;

   • how are their written communication skills?;

   • do they answer your questions in a straight-forward and honest manner?;

   • do they know anything about your business and/or company? This shows if they have done any research and shows initiative;

8. Be 100 percent straight-forward and honest with the applicant about the difficulties, frustrations and stress of a career in real estate. Don't fill them with "blue-sky" rhetoric, but make it clear that this is a business.

Published: February 3, 2005

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