ADVERTISEMENT

OFFICIAL MAGAZINE OF THE NATIONAL ASSOCIATION OF REALTORS®








 Hiring Personnel
The Interviewing Process		  


Assessing Personnel Needs

Advanced-Beyond Job Descriptions: Job Matching for Real Estate Sales

Recruitment Planning

Advanced: What Top Performers Want from You

Recruiting Salespeople

Advanced: Tips for Recruiting the Seasoned Professional

Recruiting Support Personnel

Advanced: The Family and Medical Leave Act

The Interviewing Process

Advanced: Behavioral Interviewing

Tips for Selecting a Psychological Test

Structuring Compensation

Advanced: Compensation Tips for Management Personnel		   10 Questions to Ask in the First Interview

1. Why do you want to sell/what do you like about selling real estate?

2. What did you like/dislike most about your last job?

3. Have you been in commission sales before?

4. How much money do you expect to make in real estate sales?

5. What are you looking for in a real estate company?

6. What attracted you to this company?

7. What do you think the three most important characteristics of a successful real estate salesperson are?

8. What benefits can you bring to the company?

9. Where will you get business?

10. Where do you feel you will need the most help from management?

Adapted from Recruiting Sales Associates, Ken Rehons, CRB, CRS, Real Estate Brokerage Council of the REALTORS® National Marketing Institute, Chicago

TIP: Use a "rolling why" to get candidates to elaborate on a previous answer. Once they give an answer, just continue to ask "why." —Gene Powell, CPM, in Journal of Property Management, September/October 2000

TIP: Watch out for the "halo effect" when evaluating candidates. Don't let the halo of a shared characteristic or interest overshadow the candidate's actual qualifications for the job. —Wendi Grba, Brinker & Associates, in Real Estate Today, September/October 1986

Personal Characteristics to Evaluate

Because real estate salespeople interact with the public so much, a polished presentation is a key component of success. Look for:

  • Neatness and good grooming
  • Firm handshake
  • Good eye contact
  • Good posture and bearing
  • Poor habits—gum chewing, smoking without asking permission

TIP: While appearance is important, some of the most unlikely looking people excel at real estate sales. —Floyd Wishman, Floyd Wickman's Successful Strategies for Sales Managers, Executive Press, High Point, N.C., 1987


Red Flags in Hiring
Watch out for red flags that may indicate a potential problem worker. Don't consider a candidate who:

  • Exhibits a pattern of dissatisfaction with past jobs
  • Seems to have a lack of flexibility
  • Exhibits a bias—showing warmth and friendliness either only to females or males they've met in the office
  • Displays a chilly or patronizing attitude toward the company receptionist upon arrival
  • Displays a prima donna demeanor that might put off clients and co-workers


10 Things Every Salesperson Should Have

There's not a "perfect" salesperson, but be sure that all the candidates you consider have:

  • A valid real estate license (unless you're planning on providing license training courses).
  • A driver's license and a working car.
  • Resources to live for 30 to 90 days until the first commission check arrives.
  • Ability to commit to the hours necessary.
  • Ability and willingness to prospect.
  • An understanding of how the real estate business works and what independent contractor status means.
  • Ability to accept rejection.
  • Good interpersonal skills.
  • Basic computer skills.
  • Appropriate technology equipment, such as a computer and cell phone or pager.



TIP: Have a "must" list and a "preferred" list when evaluating candidates. —Gene Powell, CPM, In Journal of Property Management, September/October 2000



11 Questions Not to Ask

 

Be sure that you don't inadvertently ask questions that violate fair employment laws . If you're not accustomed to conducting an interview, consider consulting with your attorney before you start.

1.  What is your marital status or future marriage plans? With whom do you live?

 

2.  What are your spouse's or parent's occupations and job titles?

 

3.  How many children do you have, what are their ages, and do you have plans to have children?

 

4.  What are your baby-sitting arrangements?

 

5.  Would your spouse be troubled by your working overtime or traveling for business?

 

6.  What is your age and date of birth?

 

7.  What are your feelings about working for someone younger than you are?

 

8.  What's the origin of your surname?

 

9.  What is your religion or what religious holidays do you celebrate?

 

10. What are your political views and political party?

 

11. What are your debts and names of creditors?



TIP: Often managers unintentionally ask some of these questions while trying to make small talk at the beginning or end of the interview. Don't relax your vigilance then.



TIP: The Americans With Disabilities Act makes it illegal to ask about disability issues that don't relate to the ability of the applicant to perform essential job-related functions. You can't ask about particular disabilities, disabling conditions, the severity of a disability or workers' compensation history. You also can't ask about the health or disability of family members or others with whom the applicant is associated.



Adapted from Managing for Peak Performance, Council of Real Estate Brokerage Managers 2001





 Advanced-Behavioral Interviewing >