This may seem as elementary as it gets, but I hear more reasons why brokers don't hire experienced agents than I do reasons they do. So just for fun, let's explore all the reasons why not to hire them. Then we will drill down to why an experienced agent recruiting strategy is absolutely critical to your business plan.

Here are the 2 biggest reasons I hear for not hiring experienced agents.

1. They have bad habits and I don't want to risk harming my culture.

How do you know they have bad habits? All you know about them is what you hear, not what you have experienced with them as a part of your office. Maybe they would respond positively to your leadership.

Here's my belief. If you are a strong leader and clearly communicate your expectations of agents that join your office, you have overcome the first hurdle. Next, if you have a healthy, abundant culture, your environment will support in the positive growth of any agent that joins your office.

2. I can't make any money off experienced agents.

They aren't going to join you because of the splits, they will join because you have the most valuable business proposition in the marketplace -- you and your leadership. Secondly, would more listings mean more sign calls, more market share, and more energy in your office? I think so. You've got to think big picture.

Now let's take a look at what you have all been waiting for. Why should you hire experienced agents?

3. Increased market share.

Increased market share means a lot of things. Higher conversion rates on listing appointments for all of your agents, more sign calls coming into your office, and further extension of your brand.

What are the pros of hiring the pros?

1. They raise the I.Q. of your office/company.

By the way, your job as a branch manager is to develop leaders in the real estate sales environment. Nothing and I mean nothing, will motivate and develop your current agents more than when a productive agent joins your office. Agents are very competitive and when they see a strong agent joining their office, one of their first thoughts is that the standards and expectations have moved up a notch.

There are 2 choices, get better or move on. Sounds a little bit harsh, but I've seen it time and time again. Ultimately, a productive agent and the productive activities and strategies they bring to the table will be transferred to your existing agents. That's raising the I.Q. of your office/company.

2. Increase credibility in the marketplace.

We talked about the credibility and results you will experience from increased market share. What results will you experience amongst the agent population in your market? How about big-time credibility? When experienced agents see an agent they respect move to another company, you have gained instant credibility. "Wow, super agent did so good at company ABC, what would prompt her to move to company XYZ?" is just one of the observations they will make. Could you leverage yourself by hiring a couple strong agents into your office/company?

3. Immediate impact to your bottom-line.

If you hire them within the context of your business model (splits or fees), you will most certainly experience profitability. If not, you better re-evaluate your model. The only reason you won't experience profitability is if you "buy them" (give away the store based on splits or fees). You don't have to "buy them" if you have a clear value proposition that you can communicate and attract them with. Then of course there are the basics of impact to your bottom-line; the increased name recognition, sign calls, market share, and converted listings. The obvious stuff that generates revenues.

Maybe this all seems simple to you. If so, then what's getting in the way of recruiting experienced agents? If this is the first time you have reflected on the above, then get out there and start your experienced agent recruiting program today.

Published: May 28, 2007

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Jon Cheplak, ABR,GRI,CRS,CRB,CLHMS is the Founder of The Real Estate Recruiters, The Management and Recruiting Solutions Experts. Jon consults, coaches, and hosts retreats for brokers, owners, and managers internationally, supporting leaders in their growth and profitability strategies and tactics. He can be reached at 775-846-5748 or email him at recruit@therealestaterecruiters.com. Visit his website at www.therealestaterecruiters.com.