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You may not be able to buy happiness, but you can buy time, and in my book. it’s just a leap, leap and leap of happiness and freedom. As founder and CEO – heck, as a human – time is really all I have. And what better way to invest your money than in someone who will help save time in your day, giving them an opportunity for income and career growth. and help your team, your business and your life thrive?
Without speaking about — if we are honest – how many areas are entrepreneurs and real estate professionals really good at? Probably about five: creating and spreading the vision, putting the right people in the right seats, negotiating real estate transactions, building lasting relationships, and solving complex problems to keep the business and its customers on track. That’s it.
The rest? Most leaders and agents will delegate these tasks as soon as possible or simply not do them at all.
Enter the administrative and operational assistants who will make up your support staff.
Everyone knows that real estate agents who really want to grow their career and business can’t do it alone. Starting with a key hire in the form of a Real Estate Assistant will give you incredible leverage and should lead to significant growth – if you hire the right person and invest the time to onboard and train them properly. Here are some tips for doing it right.
Be clear about who you are and who you are looking for
The first step to hiring a high impact assistant is to be very honest with yourself about who you are.
- Are you a visionary, operator or solopreneur who just needs help?
- Do you want to start a business or keep your small team?
- What are your strengths and weaknesses?
- How do you like to work?
You will need to be very clear with yourself about what you want to find support staff that will complement your strengths and mitigate your weaknesses.
The next step in finding the right assistant is to be very clear who you are looking to partner with. Depending on where you are in your real estate business, you may be looking for a personal assistant, executive assistant, marketing assistant, operations coordinator, or COO.
Be clear about what you’re hiring for before you spend time recruiting and interviewing. No need to waste your time or theirs.
Beyond the job title and description, clarify the type of assistant you will work best with. Do you want someone who is just as enterprising as you? Do you want them to act without asking anything? Or would you rather have someone waiting for your direction? Do you want them to be strongest in marketing, administration, operations or executive support?
While there are certain fundamentals that I encourage all leaders to look for in an assistant (leadership, organization, attention to detail, and exceptional communication skills), the rest is highly subjective depending on the size of your team, your work preferences and vision for you and your organization. The main point here is to clear yourself before you start the search.
To be talent for to attract Talent
You’re looking for the best talent, right? High achievers and high achievers want to be around other high achievers and high achievers. Assistants who are at the top of their game are leaders in their own right. They will need a very strong leader and someone with a compelling vision to further their careers.
If the assistants don’t align themselves with a leader who has a strong vision and is determined to succeed, they simply won’t be the right fit for these high-impact assistants.
So the question is: are you the best talent? Who do you need to be to attract talent at the desired level? As an entrepreneur, you are the brand, so be aware and careful of what you put out into the universe. Perception is reality.
What do you do every day to make others want to be led by you? How do you increase your leadership on a daily basis? If you don’t have a personal and professional development plan in place, create one (books, journal, fitness routine, meditation, lectures, etc.)
The level of talent you attract will be a direct reflection of the type of leader you are. You have to lead first before someone else follows. This is especially true for top wizards.
Because the success of an assistant is so closely tied to the success of their agent or leader, the leader must constantly communicate vision, mission, and values to capture the attention of a talented assistant.
If you’re not already, start paying attention to your brand. Your brand includes everything from what you wear to your speaking engagements, to your social media presence, your logo, your website, the language you use in your blog, your job postings, and the charities you choose. to make a donation. Yes he all Questions.
Building your brand takes time, but it’s one of the best ways to attract talent. With a clear message and brand, potential candidates don’t have to guess whether your company would be the right fit; everything is right there.
Again, this is doubly important when it comes to finding your assistant. You want them to know what they’re getting into. Better yet, you only want candidates who are down with your idiosyncrasies. The best candidates will be looking. They will want to interview you as much as you plan to interview them.
Ask all your contacts (and strangers) if they know someone who is up to the challenge of joining you on your entrepreneurial journey. Share exactly who you are looking for. Share your company culture. Share your organization’s successes and failures. Tell the story, tell the story, tell the story. The right people will start showing up.
Be slow to hire
Whenever someone tells me they need to hire an assistant, I tell them to start right away. They may not plan to hire for a year or more, but sometimes it can take that long (depending on how much time you spend researching).
You’ll want to interview a lot of people to really understand if they fit the above characteristics. Have your candidates take behavioral assessments, shadow you for a day or week, and complete mock assignments to assess their skills.
I’m also a fan of the group interview in the later stages of the interview process to get another perspective on the candidate that you may have missed while getting to know them.
This is an important partnership, and you should both do your due diligence. Better to take your time and make sure it’s the right person than to rush to hire someone out of pain.
In the first 90 days alone, you will spend a lot of time investing in the growth and training of this individual. Make sure it’s really someone worth your time.
As mentioned above, attracting talent to you by clearly presenting the vision and telling your story is, in my opinion, the best way to find and hire talent. They are already convinced of what you are building and want to be part of it.
Getting referrals from your network of trusted colleagues, agents or high performing staff or other business associates is probably my second favorite way to source talent. Other great options include industry networking events, traditional job boards, and LinkedIn.
Cast a wide net, be clear about who you are and who you’re looking for, and take your time interviewing candidates. Your assistant is a critical recruit. Slow down the process to accelerate your career or business growth.