There are two kinds of real estate recruiters: those who don’t like using recruiting scripts and those who do. Hate them or love them, however, it’s undeniable that having a recruiting script has plenty of benefits to offer. For one, they can help recruiters sound clearer and more concise. Various facets of recruitment such as personnel training can also be made easier with the help of a script.
If you need some scripting ideas as well as an effective tool for CRM, you can Getbrokerkit and transform your recruiting experience. That said, here are some tips for writing effective real estate recruiting scripts. Those who are new to scripting or those who want to revise their existing scripts will definitely find these valuable:
Outline everything first
Think of your recruiting script as a basic screenplay, composed of a theme, characters, and plot. Blending these three elements seamlessly will produce a good story. If something is missing or underdeveloped, the story might feel disjointed and half-baked, leaving the audience dissatisfied.
In the case of real estate recruitment, your theme, characters, and plot are equivalent to various talking points. These include things like compensation plans, training opportunities, technology investments, and administrative support. Make an outline of everything you want to talk about so you can organize them into a cohesive story, the ending of which is you hiring the best of the best real estate agents.
Identify your audience
Continuing with the screenplay comparisons, you’ll have to make certain adjustments to the language you’re using, based on the expected audience. Children’s movies and programs will get the G or PG-13 treatment, while those meant for adults can be a little more no-holds-barred.
The same is true with real estate agents. Those who are new to the industry will have different priorities than those who can be considered veterans. You also need a separate script for active and passive candidates. Do your research and adjust the messaging of your scripts depending on the kind of real estate agents you want to attract and eventually end up hiring.
Get their name right
Dale Carnegie once said: A person’s name is to him or her the sweetest and most important sound in any language. This is an important thing to remember in recruitment, an industry where even the smallest errors can leave a bad first impression can turn off candidates.
Remember, as well, that a person’s name is an integral part of their identity. Saying and spelling it right is a form of showing respect and can even help develop rapport.
Obviously, a person’s name isn’t a part of the actual recruiting script. However, make a few notes to remind recruiters to research the correct pronunciations or how to politely ask a candidate how to say their name. While some are straightforward enough—like Christine or John—you might need help with some foreign-sounding or uniquely spelled ones.
Be completely honest
As the old saying goes, honesty is the best policy. It’s a good adage to keep in mind when writing a recruiting script, especially in real estate when there are plenty of variables to think about. Is the agent required to work on weekends? Will they need to travel more often or perhaps relocate? Are you able to match their expected commission splits?
Be transparent about all the details, even if you think it’s something “bad.” This way, you can prevent any disappointments, whether or not the candidate ends up accepting your offer. Being honest can also help make your job easier since you can easily identify those who are truly interested in the job.
Going back to screenplay comparisons, you’re going to need to add some dialogue in your script (unless you’re writing a story that features only one character). In short, while you’re writing the script for your own use, you need to allocate speaking time to the candidates. Let them ask questions and share insights so that the result is something more like a conversation, rather than a hard and fast Q&A.
You should also consider that your prospective candidates have other demands on their time. Keep things short and sweet and your prospects will thank you for it. If you want, you can practice with a colleague and record your interview. Take note of the overall length and how long you’ve spoken. If it’s taking too long or if you have the lion’s share of talking time, consider revising the script.
Remember your call to action
Ideally, you should end your meeting or interview with a prospective candidate with a call to action. It could be something as simple as asking them to apply or to send a document for further review. If you need another meeting, ask them to confirm their availability. Be clear about what you want so you’ll also receive precise responses.
Another thing you shouldn’t forget about writing a recruiting script is the tone. Align it with the brokerage’s own communication style and you want it to be perceived. Some real estate companies prefer to be seen somewhere in between professional and casual, but you may want something else for your brokerage.
Finally, once you’ve written your script, don’t think that the job is done. There’s always room for improvement! Besides, the real estate industry is constantly changing, which definitely means that your scripts will have to change, too. Remember: the perfect real estate recruiting script is always a work in progress.