If you find your company in a position to hire someone quickly due to an unexpected resignation, you will find recruiting someone to be more challenging. With that in mind, recruiting should be a daily responsibility. This quick reflex to hire a candidate immediately might cause you to hire more out of desperation. The potential employee might lack the necessary skills required to fill the position.

The best recruiting programs are those in which recruiting is an ongoing activity, instead of a knee-jerk response to an immediate need. Even if you’re not currently expanding your sales team, normal turnover or performance issues almost certainly means that you’ll need to hire every month.

There are many avenues to take when recruiting. Don’t depend on a single approach. A few ads in the Sunday newspaper will not be effective. To obtain quality candidates, use all the available resources at your disposal. The way we market is changing and we have to change as well. You want to be able to “touch” as many prospects as possible.

In the real estate industry even Open Houses are a good tool for finding qualified real estate agents. There are vast resources on the Internet and many website advertisements are available for minimal or no fee. Job Fairs are another good resource to find good recruits. Take advantage of all these resources and be creative so you stand out in the competition.

First impressions count. Not just employer to employee, but vice versa. Many companies are in competition with one another. As an employer your interview with the candidate must be professional, efficient and responsive. Also be respectful of the recruits time and interests. This can easily be accomplished with organization, not postponing or cancelling the interview and getting back to the potential employee when you say you will. Making a promising impression prior to hiring the candidate will flow over when you do finally hire them as well.

Don’t despair if a top candidate declines your offer in favor of another company. All opportunities are not created equal, and even that “can’t refuse” offer may not look so great after a few months with another company. Stay in touch and you may just get a chance to win your top candidate back. And, even if it does work out, good candidates will be flattered by the attention and will remember you when they make their next move.

Even when companies are not contemplating expanding their business, even in the near future, sometime overstaffing could be fruitful. This is especially true in the real estate industry. It’s said that good people are hard to find. Finding outstanding sales professionals are always an asset. Having these calibers of people who understand the company and its philosophies will provide a greater advantage when you are ready to expand your team or the need arises to replace a marginal employee.

Experienced recruiting techniques are essential. Be careful not to pass on these responsibilities to someone else in your company with minimal experience. Delegating these responsibilities require careful consideration. The results otherwise could be costly. Be proactive as you recruit and maintain your role from beginning to end.

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