Let’s say the company is encouraging you to bring on a new team member, maybe a potential young broker, if you answer yes to any of the 6 questions, forget the whole idea.

Bringing on a new hire rookie - the top 5 reasons it’s a brilliant idea.

The truth is there is only 1 reason, the rest are ridiculous.

You won’t like this answer, but it’s a researched fact.

Here are PROVEN techniques for mentoring a new hire that deliver a huge payoff for every Sr. Broker willing to take the advice.

There is no doubt you want production from your rookie, but if you are doing this, it’s just not going to happen.

It’s a slow creep into your mind…. you start to see signals that tell you that you might have made a mistake in your hiring choice. So, how long do you ‘hang on’ or should you just terminate. If you do decide to address the issue, what’s the best approach…. this Video reveals 3 interesting strate...

New hires join the company and often get weeks of on-board training. It’s a big investment for the Brokerage Firm. The new hire then gets assigned to a Senior Broker and is expected to deliver Steller performance. The problem is, a major component of training was never provided, as a result, b...

Everyone has their opinion, but what I’m sharing with you may change the prospecting approach you have been suggesting.

You decided to hire a rookie, maybe even against your gut telling you not to do, but you did it anyway. You trained them, gave them your Aces and Kings only to have them leave you. Should you have listened to your gut?

This idea has proven to be the smartest thing you can assign your rookie to do immediately on day 1.

Testing matters, but it’s not the real secret to getting the right candidate, there Is a technique that carries more weight than testing and I hope you consider it.

If you want a strong candidate to join your team, here are validated techniques for FINDING a great candidate that have been proven in the CRE industry.

CONVERTING NEW HIRES FROM BEING A DISTRACTION TO A DEAL DRIVING MACHINE