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These Three Questions Will Tell You If You're Going to Win or Lose the Talent Wars

Recruiting is tough. ‍ For some. ‍ But for every ten teams that struggle with recruiting, there's one who attracts talent without effort. ‍ We've had the p

Zac Muir

Zac Muir

Director of Marketing & Sales
Zac was one of our first hires. Outside of waging war on spreadsheets and time-killing systems, Zac loves to push the boundaries of what's "safe" on a wakeboard, spend time on the golf course or tennis courts, and more than anything, live life with his beautiful wife and 4-pound dog, Twix.

Recruiting is tough.

For some.

But for every ten teams that struggle with recruiting, there's one who attracts talent without effort.

We've had the privilege of watching these talent-attracting team's processes. We watch them put up ludicrous numbers on their dashboards each month. We watch their agents thrive on their team at a much higher rate. And we watch them do this all with impressive efficiency.

From these observations, we've drawn three conclusions—three questions, really. And we believe your answers to these questions will determine if you're going to win the talent war or not.

Because the reality is, talented agents and ops staff have more options today than they ever have before. Remote work makes that possible. Technology makes that possible. Innovative business models make that possible.

So with all of these options... why should they choose you? 

Question 1: What is your average agent production growth rate?

We're in an industry where a majority of agents fail out in their first 2-3 years.

So the first way to differentiate yourself is simple... are your agents succeeding? Are they growing? Because if they're growing at all, you're already differentiated. Because the standard for success in the industry is low.

If you know your numbers well enough to know your average agent growth rate, you're already ahead of most teams. And you're in a position to focus on and grow that number.

And the beauty is, there's a thousand ways to grow that number. Coaching. Training. One on ones. Contests. Implementing an ISA model. But you can't grow what you don't know. So track it, grow it, and display it proudly. A solid agent production growth rate is your #1 recruiting tool. Results talk.

This is about leadership. When agents choose your team, they choose you as a leader. You need to have results that back that up, and a compelling vision that make you worth following.

Question 2: What do your recruiting/onboarding processes look like? How do agents go from initial interest to ramped, in production?

Over here at Sisu we see a lot of streamlined, highly efficient businesses.

Once these teams have eliminated inefficiencies in their transaction management processes (such as duplicate data entry), they're able to focus on the other operational side of their business: recruiting, onboarding, and retaining agents.

It's pretty similar to how they manage their real estate business. With one click, they can switch from their Sisu real estate platform to their Sisu recruiting and onboarding platform.

(A lot of you might not have even known this but yes, we have a full platform for recruiting, onboarding, and retaining agents).

Inside, you'll find all their processes on a nice kan-ban style workflow.

Sisu Recruiting & Onboarding Workflows

They run each of their agents through an onboarding process that looks something like this: 

  • Hello Week weeds out imperfect fits and establishes massive commitment to the team.
  • Team Onboarding focuses on system setup and administrative tasks.
  • 30, 60, and 90 day onboarding stages focus on the most critical benchmarks and timelines for an agent ramping and getting into production.

These processes can't be improved until they are documented.

They can't be scaled, either, until they are documented.

The best teams build them out, delegate them, and measure them to ensure success.

So much headache can be avoided by properly onboarding your new staff.

Question 3: What are your recruiting conversion ratios? What are your goals around recruiting? 

The top producing teams on our platform take the same approach to recruiting that they take to building their transaction volume.

How many prospects do you need in the pipeline to set a meeting? How many of those meetings end up holding? And from those held meetings, how many will you convert? 

Beyond that, you can start to measure your lead sources and understand where your recruit business is coming from. You can understand average ramp times, win rates on new agents vs. experienced agents, and more.

What you measure improves, and the best teams get serious about tracking and measuring their recruiting efforts.

Sisu Recruiting & Onboarding

Sisu Recruiting & Onboarding is Sisu's solution for all of the above. Track and measure your recruiting conversion ratios. Keep an agent roster. Build rock-solid processes around agent onboarding and retention.

It's part of our Sisu Premier package. If you're an existing customer and want to add the platform, message our team at success@sisu.co. If you're new and wanting to learn about Sisu in general, schedule a demo.

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