Employees can make or break a company and this business truth is probably the truest for real estate brokerages. Without talented agents, it’s difficult to expand your clientele, establish a positive reputation, and ultimately achieve growth.
As such, it’s crucial for your brokerage to invest in recruiting tools that can help you improve and speed up your processes. They can also help you stand out among your competitors, which is definitely something you want in an increasingly candidate-driven market. Ultimately, using the right recruiting tools will result in better hires without having to exhaust yourselves and your resources.
However, as mentioned, you’re going to need the right tools in order to achieve the results you want. Which ones are they, among all the ones available in the market? Here’s a quick list to give you some ideas:
1. Recruitment CRM
Having a piece of customer relationship management (CRM) software is crucial for establishing and maintaining rapport with candidates throughout the hiring process. The way you communicate (and how frequently) can spell the difference between the acceptance and rejection of a job offer, especially for in-demand agents who might be in talks with other brokerages. With a recruitment CRM, staying in touch with candidates won’t be a problem.
For the best value for your investment, a multi-featured recruitment CRM is a way to go. You can Getbrokerkit since this real estate recruitment CRM allows you to do more than just manage your contacts and schedule. Aside from automating text messages and drip email campaigns, you can also use the same platform to import data.
You can capture leads through various methods as well, including social media lookup, and then immediately segment those leads for better targeting. It also helps that BroketKit is mobile responsive, so your recruiters won’t have problems using it on the go.
2. Applicant Tracking Software
An applicant tracking software or ATS is like a CRM, but it’s focused solely on the candidates. With an ATS, you can collect and collate information about the applicants, then organize them based on your parameters. This makes reviewing agent resumes so much quicker, which can directly influence time-to-fill and time-to-hire.
An ATS can also help you keep track of all communications made with all candidates at every stage of the recruitment process. Many of them also come pre-programmed with algorithms that are useful for pre-screening candidates.
Do note that an ATS will be more beneficial for larger brokerages that receive or accept hundreds of applications per month. (As a reference point, more than 90% of Fortune 500 companies make use of one form of an ATS or another.) Nevertheless, this doesn’t mean that a small brokerage won’t benefit from an ATS. Choose a product that comes with more features or a CRM software that incorporates ATS functions.
3. Sourcing Tools
One of the biggest struggles of real estate recruiters in sourcing, especially if you’re manually searching job boards, social media sites, and other viable platforms for quality candidates. Thankfully, there are now sourcing tools that come with programmatic advertising features that allow you to automate sourcing. Thus, you’ll spend less time searching for candidates and more time evaluating them so you can ensure that they’re a good fit.
Many sourcing tools are heavily geared towards social media, but there are also others that you can use with job boards and centralized online databases. For manual sourcing (e.g., through career fairs), a digital tool should be able to help you with sorting candidate data.
4. Testing Tools
Admittedly, a real estate agent’s skills in sales and customer service can’t be measured using a traditional written exam or interviews. What you can test, however, are their attributes such as personality and behavior. You can also evaluate their technical skills.
By using testing tools, recruiters can get a better handle on whether or not a candidate will be a good culture fit or culture add. Instead of relying on resumes and a couple of interviews, testing tools can give you a clearer picture of how someone can work within your brokerage.
Also read: Helpful Tips for First-Time Homebuyers
5. ChatBots or Messaging Automation
For many job candidates, regardless of the industry, it can be frustrating to be clueless about the status of their application. Long response times can be equally annoying. At the same time, recruiters and HR departments understandably have busy schedules and the task of responding to a message or two can easily fall into the wayside.
This issue can be solved by using chatbots or other messaging apps that let you send automated messages. This way, you can respond to questions 24/7 and candidates can rest easy knowing that they’re not being ignored.
Of course, you shouldn’t let bots answer questions that require nuance. Rather, they’re best utilized for FAQs and other standard messaging purposes. For example, automated messages can be sent for confirmation of interview schedules or even let the candidate know that you have received their email with the corresponding attachment. Doing this can improve both the candidate experience and the quality of life of recruiters.
Of course, the effectiveness of these tools ultimately depends on the recruiters using them. Take the time to evaluate which tools can deliver the best value for your team, and then really learn how to use them. This way, you can maximize your investments and not just speed up but completely enhance your real estate recruiting.