2024
Best in Class Recruiting Phases Roadmap for Success
Best in Class Recruiting Phases
• Phase: Prospecting • Phase: First Engagement • Phase: Keeping the Music Alive • Phase: Structuring Offer and Application • Phase: Closing • Phase: Transition
These phases can be fluid to engage with prospects throughout the recruiting process.
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Best in Class Recruiting Phases
Phase: Prospecting GOAL: • Mining data to identify the right candidate. • Determine mutual connections so you can get behind the scenes info. • Find personal interests: family, kids, dog, sports, schools, etc.
Tools for Sourcing • Golden Goose data. • Silver Swan. - Referral partners - Targeted lists: (Sweet Spot, CB burglar) •F ollow and research - get to know the prospect on social. • Leverage CB Managers & Agents for insight. • Time blocking. • Understanding your opportunity. • Document prospect information in Bullhorn.
Best in Class Recruiting Phases 2
Phase: First Engagement GOAL: • Strategize an approach for a strong first impression utilizing different forms of outreach. • Leverage technology tools and personal invitations. • Initiate conversation and interest for next steps.
Tools to Connect with the Candidate • Conversation that identifies their needs and wants. • Hot buttons that will get them interested. (leverage the Winning Formula) • Leverage LOC social tiles. • Video brochure to add a personal touch of who we are. • Utilize RAC-R to send flyers, booklets, BombBomb videos and a plethora of other marketing assets. • Invite them to events and to get to know our network and vibe. • Sending Guaranteed Goods store swag.
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Best in Class Recruiting Phases
Phase: First Engagement Identify Next Steps • Get them interested in offer expectations. • Send Best of the Best and Personal Growth booklet so they get a feel of our vibe. • Introduce candidate to MSSO. • Offer factory emails. • Referral bonus – utilize Resource Center verbiage to use in emails. • Use email drip campaigns from Golden Goose. • Leveraging the Careers page and RM pages to show them who we are. • Show off our vibe and use the tools we have to showcase what makes us different (marketing, operations, technology, etc.). • Share videos so they can hear first-hand from LOs and leadership who we are.
Best in Class Recruiting Phases 4
Phase: Keeping the Music Alive GOAL:
• Leverage tools to keep the candidate excited about the opportunity about joining GRA. • Educate them on why we are the best of the best.
Continuous Engagement • Pack Recruiting – scaling your business, marketing, product, partner, etc. • Invite them to Experience the Difference. • Leverage joint venture support and introduce the benefits of Coldwell Banker. • Send a drip campaign that focuses on our tools, vibe and culture. • Using the Winning Formula by learning their hot buttons to craft specific to change their life. • Move to offer mode.
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Best in Class Recruiting Phases
Phase: Structuring the Offer and Application GOAL: • Both sides agree on what it will take to transition the candidate to joining the organization.
Next Steps • Application submission. • Structure the offer with the candidate (spend time on talk track). • Agree to the financials. • Finalize offer with senior leadership. • Move to verbal and two page sign on package overview with candidate.
Best in Class Recruiting Phases 6
Phase: Closing GOAL: • Get candidate confident in the decision of joining GRA
Getting Started • Submitted formal application. • Signed formal offer. • Determine start date. • Circle back to the steps on Keep the Music Alive – keep them engaged until start date. • Send them swag from the Guaranteed Goods store. • Offer support to help them with their resignation. • Leverage your network! Must have CB manager reach out and others on the team – many people touches to reaffirm their decision. • Model office (showcase the office and personal GRA branding) and intro to branch manager. • Invite the candidate to company events along with CB.
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Best in Class Recruiting Phases
Phase: Transition GOAL: • Ensure a smooth onboarding exceeding both parties expectations while keeping the music alive.
Day 1 They Start, Show Up, and Transfer NMLS • Employee Support and onboarding (checklist). • Database Management. • Defining the kick off marketing plan. • ABC (always be celebrating) (Social, press, marketing promotion). • MMSO support. • Building and design your marketing plan. • Introduction to CB branch office and kick off event. • Expectations must be set properly. • They must understand to bring over database compliantly. • Press Release creation for celebration. • Social tiles for celebration. • Behind the scenes website creation, headshot, account creation, training. •P roper introductions and accountabilities with field and corporate teams throughout 90 day onboarding.
Best in Class Recruiting Phases 8
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