Using a script when recruiting real estate agents has its pros and cons. Those who like using them appreciate the peace of mind that comes with knowing that they won’t run out of things to say. Scripts can also be good for training new recruiters. On the other hand, there are some real estate recruiters who don’t like using scripts because this option can feel limiting or less spontaneous. There’s also a risk that an inexperienced recruiter might end up being too dependent on a script.
That said, if you’ve decided that you want to use real estate recruiting scripts and enjoy their benefits, then the next step is actually writing them. You can click here for a guide on what to include, so that you can convince top agents to join your brokerage. Beyond talking points, here are a few other things to keep in mind:
Who Is Going to Use the Script?
Many newbie recruiters will appreciate having a script to guide them as they’re starting out, particularly if they need a bit of help in the public speaking and presentation skills department. However, scripts aren’t just for beginners. In fact, there are a lot of long-time recruiters who like working with a script because it makes it easier to keep track of the important details.
Thus, when writing a recruiting script, you should keep in mind who’s going to be using it. If it’s a newbie, you might need to be a little more in-depth. You may even want to add some side notes, such as the best situations to use a certain line. On the other hand, you can be a little more flexible with scripts for experienced recruiters. They may actually want to make their own and all they need is a set of guidelines or an ideal conversation flow to get them started.
At What Stage of the Hiring Process Will the Script Be Used?
The hiring process has different stages, so it’s only logical to have different scripts for them. You certainly can’t use the same talking points for the first and final interviews. It would show inexperience, not to mention a disregard for the candidate’s time.
For recruiting scripts meant for the outreach stage, you can be more structured. Focus on the selling points of the job and the brokerage, since you’re still trying to win candidates over and make them submit applications. Then, you can get more open-ended with your script as the candidates get further along the hiring process.
Who Are Your Prospects?
In the same way you tailor-fit the script to the recruiter using them, you should also craft recruiting scripts based on your prospective candidates. Are you looking to hire junior real estate agents or more experienced ones? They’ll have different things they want to hear to consider joining your brokerage.
For newbies, the tried-and-tested components like compensation plans, admin support, and training opportunities are perfect bullet points to include in your script. More senior real estate agents may also appreciate knowing about these details, but they might also be interested in career advancement or non-monetary but high-value perks.
What Could Be Their Potential Questions?
When you talk to potential candidates, you should be holding a conversation with them. It’s not a very good use of your time if you’re just going to relay information to your prospects. You need to encourage them to ask their own questions to address their concerns. As such, you need to incorporate two things. First is an opening for the applicants to “interview” the recruiter (in case the applicants need to be prompted). The second is a list of possible questions and how the recruiters can answer them.
Obviously, you can’t predict what a candidate might ask exactly but what you can do is use resumes as a guide. Does someone volunteer during the weekends? Did an agent’s previous work experience allow them to travel a lot? You can also work with other recruiters in your team and discuss frequently asked questions during interviews.
How Much Time Does the Recruiter Have?
There are times when a recruiter has more than a month to look for a suitable candidate, and there are times when they have two weeks to fill an opening. The former is more ideal than the latter, obviously, but you have to be prepared either way.
If the recruiter has more time, you can take a more comfortable approach with the script but don’t take too long to get to the point either. Conversely, for those who have urgent manpower needs, recruiting scripts can be more condensed. Of course, a shorter script doesn’t need to sound harsh or abrupt. You need to balance short and sweet in these instances.
Last but certainly not least, a good mindset when it comes to writing recruiting scripts is to accept that no script is perfect. Certainly, the first one you’ve written won’t be the last. You will also have to revise and rewrite, depending on the results.
Ultimately, a good script is something that’s always being edited, adapting to the changing real estate industry and talent market.
Staff Writer
