No Broke Months For Salespeople - The Framework You Should Follow When Hiring

Episode Date: May 19, 2024

The Framework You Should Follow When Hiring Real Estate Coach Dan Rochon from No Broke Months for Real Estate Agents delves into the strategies and frameworks that can transform your hiring process.   Dan Highlights the importance of assessing candidates not only for their skills and experience but also for evaluating candidates' skills and competencies,   Join us next time for another insightful episode of No Broke Months for Real Estate Agents, where we continue to explore the strategies and frameworks that empower businesses to thrive through effective hiring practices. To find out more about Dan Rochon and the CPI Community, you can check these links:Website: No Broke MonthsPodcast: No Broke Months for Salespeople PodcastInstagram: @donrochonxFacebook: Dan RochonLinkedIn: Dan Rochon

So to be able to recruit and select the right people, you want to go through a framework of hiring. I consider myself the virtual employee, by the way, because the majority of my team is based in the Philippines. And I think that mind shift when I started to recognize that, that I'm the virtual employee, not them, allowed for me to really truly understand the relationship, the relationship of partnership. Welcome to the No Broke Months for Real Estate Agents podcast. Working as a real estate agent can be incredibly rewarding and 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 Rochon. 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. The framework you should follow when hiring real estate coach Dan Rashan from no broke months for real estate agents delves into the strategies and frameworks that can transform your hiring process. Dan highlights the importance of

assessing candidates not only for their skills and experience, but also for evaluating candidates skills and competencies. Join us for another insightful episode of, but also for evaluating candidates' skills and competencies. Join us for another insightful episode of No Broke Months for Real Estate Agents, where we continue to explore the strategies and frameworks that empower businesses to thrive through effective hiring practices. You notice CPI is nothing but frameworks. Every single freaking component of your business, we've broken down into segments of a step-by-step-by-step that you can implement. So here's the hiring process. So first of all, I'm going to give you, remember we talked about CPI time, I'm going to give you the next five.

So CPI time is how you make money that's working in your business. The next five is working on your business. Write this down. If you want to work on your business, you want to recruit talented people to you. You want to select the right people to be in business with. You want to train them so that they can reach your goals. You want to lead them so that they know how to think so they can reach their goals. And you want to motivate them so that they can reach their goals. All right. So now you've got 10 actions, five working in your business, five working on your business. And then there's one last thing here to be able to focus on in your business, and that's manage the money. So if you had five on

the right and five on the left, and you put like a bow around that, like an infinity sign, and it's intentionally an infinity sign, that infinity sign will be manage your money. Now, you've got 11 activities there to run a business. For some of you, just get the five. For most of us, for many of us, get all 11. So now, these five over here, this is your leverage time. So CPI time, leverage time. So to be able to recruit and select the right people, you want to go through a framework of hiring.

The framework of hiring is, number one, is you're going to look for somebody. And the biggest mistake that people make with virtual assistants, they think they go, they can hire somebody. They can take all my stuff for you to do. Here, go do it. And there's this magic bullet that are there to support their families. I consider myself the virtual employee, by the way, because the majority of my team is based in the Philippines. And I think that mind shift when I started to recognize that, that I'm the virtual employee, not them, allowed for me to really, truly understand the relationship,

the relationship of partnership. So understand that you're looking for somebody virtually the same way as you'd be looking for somebody that's, you know, in the same room or the same office or whatever. So what you're going to do is, number one, you're going to look for a record of success.

What have they done in the past? Because remember, I said what you're going to get is what you're going to get. Well, the biggest predictor of success is what did they do in the past? Once you identify somebody that has done similar, had had success in whatever role that it is that you're hiring for, then you have a screening interview with them. So you're going to do a screening interview. In that screening interview, you're going to use what's called a WAI conversation, W-E-I-G-H.

WAI stands for Work History, Education, Interest, Goals, and Habits. When you have that WAI conversation, you're looking for SCARLET. SCARLET stands for self-starter, competitive, assertive, relationship-based, learner, team player. All right, those are the six qualities that you're looking for in people that that that you partner with self-starter competitive assertive relationship-based learning-based and team player so you find that based off of the screening interview based off the conversation with them all right you find that based off that way conversation work history education interest goals and habits so when you say to them something like, well, what are your goals? And they have big ambitious goals in their life.

That could mean that they are competitive. That could mean that they're self-starter, but you're looking for them to display those qualities. So you go through the screening interview. Then from the screening interview, you go into a more comprehensive interview. The more comprehensive interview, there's notes in the CPI training portal for that. And it's a more comprehensive questions to figure out, you know, when was the time in your life that you succeeded? When was the time in your life that you failed? What did you do about it? Who's somebody that you admire in your life? What causes you to admire them? And you're looking again for these six traits. So now, once you do that, then the next thing is a group interview. And then from the group interview, if you decide to hire them, then it's a probation period up to 90 days based off of

results. And for me, it's a probation period up to five days. Pretty typically at five days, I know if it's a go or no go, but I'm not going to commit until 90 days. 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, have the best day of your life, and go find a listing.