Always expect the unexpected. For whatever reasons, sometime we have employees resign with little or no notice. If we are not prepared, replacing this individual could be challenging. How do we prepare, you ask? Keep recruiting practices as your daily routine. If we don’t, the fear of filling this crucial position could cloud our judgment when we hire a replacement. This new hire might not have the important expertise or might lack the knowledge to satisfy the position.

Recruiting on an ongoing basis is the best practice. Having to perform a quick rebound to a need will only cause problems later. Recruiting only when your company is expanding should not be considered in your thought process. There is turnover in every company and you should always be prepared and one step ahead.

Don’t rely on a single approach when recruiting. For years; employers thought that an effective recruiting campaign consisted of a few advertisements in the Help Wanted section of the Sunday newspaper, with a formal recruiter or two thrown in for good measure. But those tools are simply no longer effective enough in today’s market, especially when everyone else is using them too. Just as you wouldn’t rely on a single technique to identify prospective customers for your business, your recruiting program should include the regular use of a variety of prospecting tools available at your disposal that can identify qualified candidates.

In the real estate industry even Open Houses are a good tool for finding qualified real estate agents. There are vast resources on the Internet and many website advertisements are available for minimal or no fee. Job Fairs are another good resource to find good recruits. Take advantage of all these resources and be creative so you stand out in the competition.

If you think that the burden of creating a favorable impression rests completely with the candidate, think again. With lots of companies competing for the best people, your interview process must be efficient, responsive and, most important, respectful of each candidate’s time and interest. That means being organized, keeping to your interview schedule, and getting back to prospective agents when you say you will. After all, if you can’t make an effort to make a favorable impression during the interview process, what kind of an effort will you make when the person is on board?

Don’t despair if a top candidate declines your offer in favor of another company. All opportunities are not created equal, and even that “can’t refuse” offer may not look so great after a few months with another company. Stay in touch and you may just get a chance to win your top candidate back. And, even if it does work out, good candidates will be flattered by the attention and will remember you when they make their next move.

Another reason for being proactive in recruiting is even more important in the sales industry. Sales people are also hard to find and overstaffing might not be out of the question. This would be especially true in the real estate market. This will not only expand your team but give you an opportunity to replace a mediocre performer. Having trained real estate agents or sales professionals in reserve who understand the business could be vital to your company’s growth.

Management’s duty is to delegate responsibility. Recruiting is one area that might be better off left in the hands of management. Inexperienced recruiting tactics could be detrimental to your organization, not to mention the cost and ramifications that could be caused by hiring the wrong individual. The initial interview is of the utmost importance as is the final determination.

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