I’m always available to meet with Real Estate agents looking for a new business home.
I consider my “Barriers to entry” into a Real Estate sales career with Pareto Realty to be relatively low for the right people.
There are only 3 requirements prior to scheduling one of these “Mutual Interviews”. The applicant must:
- go to http://tonyrobbins.com/DISC, complete the assessment, and email the results to Barry@ParetoRealty.com
- Provide your own version of a “Resume of Qualifications”
- Write a “blurb” about who you are and why you believe you and Pareto Realty are a good fit
Amazingly . . . More than 1/2 the inquiries fail to complete these 3 things and never receive an invitation for an interview. Just think how many interviews don’t happen because of these 3 requirements . . . Interviews that would likely result in no-hire or bad-hire. These are folks who don’t care enough about their career enough to do what it takes to get the 1st interview.
The remaining 50% come to the office for the real interview during which we will ask and answer many questions . . . Questions like these:
- Where have you worked in the past?
- Why did you leave each of those jobs?
- Where do you currently work?
- What are your responsibilities?
- What part of your current job do you enjoy the most?
- What part of your current job do you enjoy the least?
- What are your current Financial requirements?
- How quickly do you learn new computer programs? (1-10)
- When would you be available to start in your next job?
- What would be your ideal work schedule? (Days – Hours)
- How are your organizational skills (1-10)
- Where do you see yourself a year from now? 5 years? 10 years?
- Do you consider yourself to be a Leader or Follower? (1-10 for each)
- What motivates you?
- What do you do (or want to do) when you are not at work? (Hobbies etc)
- Do you consider yourself to be a starter or a finisher WRT Projects.
- Are you willing to be held accountable?
- How much RAH-RAH Esprit de Corps are you? (1-10)
- Team Builder or Team Player?
- If you could have any job in the world, what would it be?
There are no right or wrong questions or answers during this “exercise” because we’re just getting to know each other . . . and I’m looking for the right answer (YES) to a question I never ask:
Are you coachable?
You might be thinking: THAT’S not fair! REALLY? The whole interview boils down to the answer for a question that’s never asked?
I don’t ask that question because I know that every interviewee would undoubtedly say: “YES!” whether it’s true or not.
I believe that every interview is THE opportunity to identify potential . . . possibilities.
If I hear the “I already know everything” attitude, then the likelihood of coachability is low.
I’m looking for ENERGY – EXCITEMENT – motivation to improve over time and willingness to be coached and stretched to higher and higher levels of performance/productivity.
People looking for an adventure that pays well.
If I’m not feeling that, step 3 doesn’t happen.
Step 3 . . . We had a good interview! I see great WIN-WIN potential. It is now time to call in the tribunal council. Well, I don’t actually call the tribe in . . . I simply give the interviewee our meeting schedule for the next 2 weeks and invite him/her to come and meet our agents and sample our Team and training meetings.
If no show – No hire
Tribal thumbs down – no hire
Tribal Thumbs up – HIRE!
The bottom line: I believe EVERY job applicant and every hiring organization deserves a hiring process that increases the probability the person hired will care about his/her success because all boats do rise with the tide.