Skills can be taught. Attitude is harder to change. Ask questions that uncover work ethic, resilience, and values – and listen for real examples, not buzzwords.
Don’t limit yourself to poaching from other agencies – that’s how you inherit bad habits. Inexperienced candidates with the right attitude and a proven record in other fields often outperform seasoned mediocrity when trained well.
Look at their employment history for signs of stability and teamwork. Long stints in previous roles suggest they work well with others. Frequent job-hopping? That’s a red flag. With younger candidates, look for ambition over stability.
Achievement leaves clues. It might be career progression, sporting leadership, community involvement, or running a successful project. Winners win in more than one area of life.
Ideal salespeople can come in all ages, sizes and backgrounds. Yet what they have in common is similar behavioural profiles. DISC Profiling will help you identify which candidates are truly suited for real estate sales.
Never take their word for it. Test for dedication, prospecting willingness, and ability to learn – before you commit. Paid trial days, knowledge checks, and roleplays reveal more than interviews alone.
It also provides a level of transparency hard to find in other roles. A candidate you’re working with may terminate after spending a day in your agency. If this happens, it is a good thing.
Have your questions, testing, onboarding, and training systems ready before you hire. The goal is to make them productive – fast.
Never stop recruiting. Just like your salespeople are always prospecting for listings, you should always be searching for your next salesperson. The more conversations you have, the better your chances of finding the right person.
Freedom as a leader comes from having a capable team that can run the business without you. That freedom starts with the right hiring and induction systems. When you get this right, you’re not just filling a seat – you’re building the foundation for growth.
Did you know that Smartre Training has a proven 13-step Recruitment program that produces ready and capable sales candidates for you? Combined with our 3-month step-by-step Launch program, agencies that follow this system are able to grow their sales teams in record time.
Our upcoming Smartre Management Seminar explains this process in detail. We call this essential element Recruit, and it sits at the heart of every thriving real estate business.
If this article has struck a chord, consider attending our Management Seminar this October. It’s a hands-on, practical seminar designed for real estate leaders ready to shape their team with clarity and confidence. Contact us directly on 02 8217 8500, or email matt@smartretraining.com.au.
Skills can be taught. Attitude is harder to change. Ask questions that uncover work ethic, resilience, and values – and listen for real examples, not buzzwords.
Don’t limit yourself to poaching from other agencies – that’s how you inherit bad habits. Inexperienced candidates with the right attitude and a proven record in other fields often outperform seasoned mediocrity when trained well.
Look at their employment history for signs of stability and teamwork. Long stints in previous roles suggest they work well with others. Frequent job-hopping? That’s a red flag. With younger candidates, look for ambition over stability.
Achievement leaves clues. It might be career progression, sporting leadership, community involvement, or running a successful project. Winners win in more than one area of life.
Ideal salespeople can come in all ages, sizes and backgrounds. Yet what they have in common is similar behavioural profiles. DISC Profiling will help you identify which candidates are truly suited for real estate sales.
Never take their word for it. Test for dedication, prospecting willingness, and ability to learn – before you commit. Paid trial days, knowledge checks, and roleplays reveal more than interviews alone.
It also provides a level of transparency hard to find in other roles. A candidate you’re working with may terminate after spending a day in your agency. If this happens, it is a good thing.
Have your questions, testing, onboarding, and training systems ready before you hire. The goal is to make them productive – fast.
Never stop recruiting. Just like your salespeople are always prospecting for listings, you should always be searching for your next salesperson. The more conversations you have, the better your chances of finding the right person.
Freedom as a leader comes from having a capable team that can run the business without you. That freedom starts with the right hiring and induction systems. When you get this right, you’re not just filling a seat – you’re building the foundation for growth.
Did you know that Smartre Training has a proven 13-step Recruitment program that produces ready and capable sales candidates for you? Combined with our 3-month step-by-step Launch program, agencies that follow this system are able to grow their sales teams in record time.
Our upcoming Smartre Management Seminar explains this process in detail. We call this essential element Recruit, and it sits at the heart of every thriving real estate business.
If this article has struck a chord, consider attending our Management Seminar this October. It’s a hands-on, practical seminar designed for real estate leaders ready to shape their team with clarity and confidence. Contact us directly on 02 8217 8500, or email matt@smartretraining.com.au.
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