Featuring real estate articles and information to help real estate buyers and sellers. The Nest features writings from Georges Benoliel and other real estate professionals. Georges is the Co-Founder of NestApple and has been working as an active real estate investor for over a decade.
What are the key character traits of real estate agents? When recruiting real estate agents, it can be argued that soft skills are more important than technical skills. After all, it’s easier to teach someone how to use a piece of software than to expect them to change their character overnight. This presents a problem since soft skills aren’t really measurable through tests. Luckily, assessing character and personality is easier when hiring new agents with Brokerkit. Not only does this software in the real estate industry come with various functions that include email automation and CRM features, but it also gives you access to tools like Wizehire. This is an online recruiting service that provides interview guidance among many other resources and helps analyze Real Estate Agent’s character.
There are as many personality types as there are agents. Speaking of interview guidance, here are some ways you can gauge a person’s character during an interview and determine if they’re a good fit for your brokerage:
During interviews for a career in real estate, there’s only one goal in every job applicant’s mind: they must impress the interviewer so that they can land a job. Thus, you can expect them to come prepared for all sorts of interview questions. Those that go the extra mile might even have practiced in front of a mirror. They have also likely visited a website or two to find tips on handling commonly asked questions during job interviews.
It’s important to watch out for these “canned” responses that sound too generic. Ask them to elaborate on their answers; for example, ask them how they would use their so-called “greatest strength” outside of work. If they have a hard time providing an answer, they may be overselling their skills (or that they don’t possess them at all).
Being an agent dealing with real estate transactions can be stressful. From scheduling multiple client meetings and house showings to dealing with difficult clients, it’s safe to say that being a real estate agent isn’t for the faint of heart. Thus, it’s good to know whether a candidate can handle the stress and perform under pressure.
Ask the candidate to give an example of a stressful situation and how they dealt with it. As with the above example, make sure to watch out for any formulaic response. If they say they actually thrive in a stressful situation, ask them for concrete examples. They’ll likely focus on their success, so make sure to pay attention to how they describe the “stressful situation” as well.
You can also make some unexpected changes in the interview. For example, instead of the usual office meeting, tell them that you’ll be interviewing them in a hotel lobby. Or, if your office has a conference room with glass walls, try holding the interview there. See if they feel comfortable there and how they react.
It provides enough privacy but creates a unique situation where the interviewee is also exposed. How they handle it can be indicative of how they will deal with stress later on.
“On a scale of 1 to 10, how would you rate your performance in your previous job?” The play-safe answer here is in the range of 6 to 7 or maybe an 8. A candidate wants to impress but giving themselves a 10 would mean that you’ll expect quite a lot from them. A low score, on the other hand, can put their hiring chances at risk.
Top real estate agents and professionals would likely give themselves a high rating based on certain skills. They can play up their strengths and admit they still have room to grow without sounding self-deprecating.
Another good test is to ask them to describe another co-worker who they think is better than them. Here, you’re looking at someone’s capability to see other people’s best qualities. In addition, a candidate’s answer can show their level of self-awareness. This can be a good measure of their willingness to grow.
It’s good if a person works hard, but it’s another story if working is all they do. In fact, being a workaholic doesn’t automatically mean being the best. Ask about a person’s hobby sometime during the interview. Their leisure activities can reveal much more about their personality traits than you expect; they may even have useful skills both at work and for their hobbies.
For example, a person who’s into knitting or crocheting can be patient and pays careful attention to detail. Meanwhile, someone who hosts tabletop gaming sessions is likely a good speaker and can think quickly on their feet.
Do note that interviews, particularly those geared towards personality and character, are about finding someone who can fit OR add to the company culture. It’s not always about finding the perfect match; sometimes, it’s also about finding someone who brings something new and refreshing.
You should also remember that not everyone is good at interviews, even those who have been in the industry for a long time. Take the time to establish rapport to get the candidate to open up. By exhibiting patience, you’ll better gauge the person’s character at the end of the interview.
As the saying goes, “hire for attitude, train for skill.” Of course, this doesn’t mean that you should disregard skill requirements. Rather, you should find a real estate agent with a good mix of solid skills, high ethical standards, strong drive, and great character.
They can be some of the best additions to your growing brokerage and real estate business. Lastly, personality for real estate agents is key. Successful real estate agents have a high work ethic that helps sell homes or deal with potential buyers and sellers.