No Broke Months For Salespeople - How Do You Hire?

Starting point is 00:00:00 So here's how you hire. Step one is to look for records of success in whoever it is that you're hiring. If you want to have a predictor of the future, look at the history of the past. If you want to understand what you can expect from somebody in a relationship, take a look and see how they acted in the past. What have they done in the past? How they communicated with the past? How they treated others in the past? What have they done in the past? How have they communicated with the past? How have they treated others in the past? What were the results? You look for the record of success. You look for the record of what can you predict with the future. Welcome to the No Broke Months for Real Estate Agents podcast. Working as a real estate agent can be incredibly rewarding and

Starting point is 00:00:45 fulfilling, but it can also be frustrating if you aren't making the money you deserve. So if you're ready to end the stressful cycle of working hard for no results, then get started with a proven step-by-step system so that every month is No Broke Months. My name is Dan Roshan. I'm the host of the No Broke Months. My name is Dan Roshan. I'm the host of the No Broke Months podcast, which is a show for real estate agents to help you have no broke months. Thanks for joining me. Enjoy the show.

Starting point is 00:01:17 How do you hire? Real estate coach Dan Roshan from No Broke Months for Real Estate Agents discusses the intricacies of hiring and building successful teams. Dan explores strategies for conducting interviews that go beyond surface-level questions and delve into a candidate's past achievements and problem-solving abilities. He uncovers how asking the right questions can reveal critical indicators of future success. Learn to leverage references and recommendations to validate a candidate's success in the latest No Broke Months for Real Estate Agents episode.

Starting point is 00:01:53 Now, how do you hire? So here's how you hire. Step one is to look for records of success in whoever it is that you're hiring. If you want to have a predictor of the future, look at the history of the past. If you want to understand what you can expect from somebody in a relationship, take a look and see how they acted in the past. What have they done in the past? How have they communicated with the past? How have they treated others in the past, what were the

Starting point is 00:02:25 results. And it doesn't necessarily mean that they have to have results in the exact area that you're hiring for, but what are the results in life? If you're looking for a leader, has that leader shown up in the past to lead other people? Have people followed them? Have they been inspired? Have they taught other people how to think so they can reach their goals. What have they done to demonstrate that they're a leader? My friend Tommy, who's 21 years old now, worked for me for a summer when he was 19. This guy was the president of this 4-H club when he was in high school for two years. He went to Easter Market, which is a section of Washington, D.C., which is sort of like an eclectic section of D.C. And he made furniture out of pallets and sold it in Easter Market in D.C. when he was 16.

Starting point is 00:03:14 When he was 20, he built a bus. He converted a school bus into a party bus, I guess. And he went across the country sleeping at least one night in every single state in the country. I tell Tommy that my goal in my life is when I'm 81, I'm going to be his campaign

Starting point is 00:03:35 manager because I can predict his success based off of his actions of a young man at 21 years old. You guys follow me on that? You look for the record of success. You look for the record of what can you predict with the future. And I am not kidding you. When I tell Tommy, when I'm 81 years old and I'm looking for something to do to fulfill my life, I hope that I can be a resource for him. And I'm serious about that. Now, that being said, step number two,

Starting point is 00:04:08 we look for a record of success. Now we're going to have a screening interview. I go through in the curriculum today about what that screening interview is going to be. If you're hiring, write down the following acronyms. Acronym number one is WEIGH, W-E-I-G-H, which is work history, education, interest, goals, habits. That's way. The other acronym that I'm going to give you is SCARLET. This is who you're looking for. So you use the way as a, as like a, like that's the conversation. Tell me what's your work been like? Tell me, you know, what's your education? What do you like to do? What are your interests? What are your goals? How would you describe the way that you take action on a daily basis?

Starting point is 00:04:48 That's habits, by the way. I just used, I just gave you a demonstration of the way you could use that acronym to ask questions. What are you looking for when you're asking the questions and you're looking for Scarlet, which is self-starter, competitive, learning base, assertive, relationship basebased, team player. That's what you're looking for when you're hiring.

Starting point is 00:05:10 Thank you, everybody, for your attention today. I hope today's was useful. So have the best day of your life. Be grateful, make good choices, go help somebody and go find a listing. Thanks so much for listening to the No Broke Months podcast today. Until the next show, I invite for you to be grateful, make good choices, help someone,

Starting point is 00:05:30 have the best day of your life, and go find a listing.

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No Broke Months For Salespeople - How Do You Hire?

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