Most real estate agents wait too long to hire an assistant, which ends up costing them: they find themselves tired and overwhelmed with nonstop administrative tasks. Even worse, they limit their earning potential by holding onto their administrative tasks.
Time spent on tasks that could be delegated is time that should be spent serving clients and bringing in more deals!
So if you want to raise the ceiling on your earning potential and free yourself of admin work, hiring an assistant is one of the best moves you can make early on.
In HyperFast Agent Podcast #3, I interviewed Ken Goodfellow, a real estate mogul and coach who’s been featured in The Wall Street Journal and The New York Times as one of the best in the business. Here are some key takeaways from Ken and I about how to find and hire an assistant with the abilities and the qualities that will unleash your earning potential.
#1: Write a clear job description
What should you look for when you’re looking for an assistant? And how do you set the right expectations?
First: You need a job description. Sit and write a strong job description so that when people come in, they know exactly what’s expected of them and what they need to do. Make sure to include all the tasks and projects you want to delegate.
It can be helpful to keep a running list of responsibilities that you add to as you go about your normal day.
#2: Hire slow, fire fast
Tell everyone you’re looking for an assistant; don’t keep it a secret!
As Ken Goodfellow says, “Hire slow, fire fast.” Take your time when you’re hiring and find the right person. Many highly successful companies will interview 200 people to fill 1 position… so make sure you interview enough people to find the right fit!
#3: Check references
Whoever you’re hiring, check their references.
It’s a critical step, but many agents forget – or just ntirely neglect – to call candidates’ references.
#4: Try ‘em before you hire ‘em
Sometimes a candidate who interviews perfectly and seems to have all the right qualities turns out to be a different person entirely once they’re hired.
Ken shares his method for avoiding these types of hires.
We have potential hires come in and work with us for 2-3 days as a trial. You can tell pretty quickly whether it’s a fit for you or for them. We’ve done it for years and it’s made a huge difference. There’s some hires that you think are right on and then when they come to work, they’re not that person they were in the hiring process.
Try them before you hire them!
#5: If it doesn’t work out, try again
Keep in mind that you can do everything right; you can cast a wide net; you can narrow the pool of candidates; you can follow up with every reference provided; you can select a candidate… and your first attempt at hiring an assistant still might not work out.
All these steps do help increase your odds of finding the right hire, though. Ken Goodfellow says that even when you do everything right in the hiring process, you can still expect a 50%-60% failure rate. Ken also notes that as teams are getting bigger, hiring and recruiting companies are stepping in to bring the failure rate down to probably 30%.
Here’s one example of a promising hire gone wrong: We brought in an Inside Sales Agent we were excited about. He’d already had experience as an ISA, and his references checked out.
This ISA stepped out for lunch during his training and orientation… and never came back.
He ghosted us! 👻
If you hire the wrong person, recover quickly. It’s like when you’re working with buyers and sellers: try to identify and solve any objections, and if you can’t, move on!
If you hire your first assistant and it doesn’t work out, you’re not a failure! Try again.
Learn the strategies we used to triple the size of our real estate team in just over a year! In our Recruitment Done Right course, our team recruiter Jamie and I walk you through the steps we take to find the right hire for any position — from posting job ads to onboarding and training. Click here to learn more: 👉🏻 https://www.hyperfastacademy.com/courses/recruitment-done-right