3 Biggest Recruiting Mistakes You’re Probably Making (Most Brokerages Make These Mistakes)

For you brokerage owners and team leaders, I’m going to give you three things not to do as a recruiter. Recruiting is the number one task you should be doing every day, but what are the things you shouldn’t be doing when you recruit?

Number one: you should not be cold recruiting.

Cold recruiting means having a master list of people and calling everyone with the exact same message. That is the worst thing you can do. When you recruit, recruit with intention and purpose, and have a warm reason to reach out. There’s been a trigger event that gives us a reason to connect.

This is what we coach in our program: finding warm reasons to reach out that make sense, that are organic, that are authentic—not just making another call on a long list of calls you’re trying to get through that day.

Cold calling is death to recruiting. People know when you’re cold calling, and they shut you down. Then you get upset, disappointed, and feel defeated, and eventually you stop doing it.

You have to have a recruiting strategy that you would say yes to if you were on the other side of the phone, the other side of the text, or the other side of the email.

So let’s lead with that.

Never cold call when you recruit.

Number two: don’t hire third parties to do your recruiting for you.

It’s okay to have a recruiter who works for you internally, side by side, and you’re working in tandem together. That’s a different thing. But when you hire someone outside your company—whether it’s a firm or someone from another country—to recruit on your behalf, you are going to fail.

Here’s what happens: They’ll set some appointments, but who are they going to set them with? New agents. People who have been in the business less than a year. Low-producing agents.

We call this low-hanging fruit—people who move every three months, rapid movers. These are agents who typically aren’t going to sell much real estate. And if they do, it’s going to be very little.

On top of that, they tend to be the biggest pains you’ve ever dealt with, because they’re just not great agents.

We don’t do that.

We do high-level recruiting. We target people we know we can have an impact with—agents we can help move from five deals to ten, from ten to twenty, from twenty to thirty.

We do this in a personal way. We don’t offload it to a third party, because it never, ever works.

Number three: don’t do push-button recruiting.

Push-button recruiting is saying, “I’m going to send an email to everyone in my entire MLS today.” It’s a cold email, and you’re just hoping someone responds. You push the button and say, “I recruited today,” and you check the box.

No, you didn’t.

That’s a poor excuse for recruiting.

Recruiting is hand-to-hand relationship building. When I say hand-to-hand combat, it’s not combat—it’s relationship building. We are out building relationships every single day with people in our community.

When we do that, we recruit consistently.

There is a method. There is a process. There is a system for recruiting experienced agents that will absolutely bring people into your office month after month after month.

I’d love to share it with you in a discovery call with me. I’ll walk you step by step through what that looks like.

All you have to do is schedule your call with me here. 

Hope you have a great day, and good selling.
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Why do Brokerage Owners, Office Leaders, Team Leaders, and Solo Agents choose Jim to be their coach?

+ 32 Years of Real Estate Sales, Management, and Coaching Experience
+ Top 1% REALTOR Himself (he has been in the trenches)
+ Opened his First Real Estate Company at 23
+ Grew his Real Estate Company to 17 Offices (largest in Oregon)
+ His Current Team Closed $1.4 Billion in Sales in One Year
+ He is a Current Real Trends Top 500 Broker

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