Interviews are hard to get right, but a well-crafted set of questions will help you identify the best candidates for your real estate team. So it’s essential to do your research. Figure out how to hold interviews that not only make candidates feel comfortable but also help you select top-quality new agents. Here’s how to run an effective interview and find the best possible new teammate for your real estate team.
Before the In-person Interview
Start with a phone interview. This will let you give candidates a glimpse of your company so they can decide if they’re still interested. Hiring goes more smoothly when you give candidates a chance to self-select along the way. During the phone interview, be as detailed as possible in describing your company and the open position.
The secondary goal is to get a sense of the candidate. If you have a large candidate pool, you’ll want to narrow it down with phone interviews. Ask just a few questions from the list to get a sense of the candidate’s personality, work style, and goals.
In-person Interview Demeanor
While asking the right questions is the top priority for an in-person interview, you can get the best responses if you pay attention to your demeanor. The demeanor of the interviewer can make a big difference in the comfort level of the interviewee, and therefore, affect the answers you receive. Be sure to sit up straight, have a notepad or computer for taking notes, and make sure you’re not obstructed from the view of the candidate.
The candidate should also do almost all of the talking, so use a positive demeanor and active listening skills to encourage them to open up. Ask questions to prompt them if your first question doesn’t elicit enough of a response.
The Right Questions
- What did you do to prepare for this interview?
- What are your strengths as a real estate agent?
- What would someone close to you say your strengths are?
- What are your weaknesses as a real estate agent?
- What would someone close to you say your weaknesses are?
- Give 1 or 2 specific instances when you were trained well.
- Give 1 or 2 specific instances when you were trained poorly.
- Give 1 or 2 specific instances when you were managed well.
- Give 1 or 2 specific instances when you were managed poorly.
- How do you hold yourself accountable for completing your tasks and obligations?
- Think of your biggest personal accomplishment as a real estate agent. What happened? How did you contribute? How did your contribution impact the outcome? What lessons did you learn?
- How long would you be willing to fail before succeeding at a task?
- Think about a mistake you have made in your career or in your personal life. What happened? What did you do? What lessons did you learn? How did it change your life?
- Who are 3 people you most admire, like, and respect? Why?
- How do you motivate yourself to do things you don’t generally enjoy?
- Describe a major career decision you have made and the steps you took to make it.
- How would you describe the relationship you would like to have with your co-workers?
- How would you describe the relationship you would like to have with your manager or supervisor?
- How would you describe the relationship you currently have with your current co-workers and manager or supervisor?
- Who has been your most outstanding co-worker and why?
- What defines a good real estate agent ?
- What defines a bad real estate agent ?
- In what kind of environment are you most productive?
- In what kind of environment are you least productive?
- What are your long-term career goals?
- Why do you think you are a strong candidate for this position?
- If we decide to go in a different direction, what career move will you make next?
- Has your experience, prior knowledge and/or education prepared you for a real estate career? If so, how?
- Why do you think you will be successful in real estate?
- Do you have a plan to achieve your career and personal goal?
- Describe the best day you had in real estate. Why was it the best?
- What is your anticipated income in the next 5 years?
- Do you plan your workday/workweek? If so, what does your plan look like?
- We use scripts and dialogues to help new agents find business and build a client base. Are you willing to use scripts to help you enhance your service to prospective clients?
- Will you be comfortable role-playing these scripts with other agents?
- Will you provide us with your Sphere of Influence (SOI) list within two weeks of being hired so we can send out a letter on your behalf?
- What does culture mean to you in the context of a real estate team?
- Which is more important, your split or your take home??
- Would you consider working with a mentor for 3–6 months? Why?
Need help simplifying and improving your hiring process?
Wizehire and Workman Success Systems have partnered to offer an effective hiring solution. Workman Success Systems is also able to provide excellent support and training for you as you build your dream team and grow your business. To strengthen your team and build a great culture, click to learn more or schedule a free consultation with a Workman Success business analyst.