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 Featured Author

Three Steps to a
Successful Interview

Dialogue for Motivating Candidates to
Complete an Assessment Profile


Jim Burr
Keller Williams
Jim Burr

These are the times in real estate brokerage where the good get better. Each contact counts, and high quality performance is a must. There is little room for error or mistake if you expect to be profitable.

To maintain quality, many companies use an assessment, or profile, as a means to choose those agents who represent the highest possible chance of success, as well as giving the manager an effective tool for training and managing that agent at the highest level.

Typically, when using an assessment or profile, you are using a dual interview process. It�s only fair that if you ask someone to give that much of themselves you owe them the feedback you receive. I�m often asked questions about setting up the interview time, dialogue to use to motivate the candidate to complete the assessment, and, how to get the candidate back for the follow-up interview. Here are some effective ways to handle those situations:

1. Time - When setting the appointment for your screening interview, indicate to the candidate to plan for somewhere between 45 � 75 minutes.

That way, the candidate will block that amount of time, should you need it to complete everything. If you don�t ask them to complete the application and assessment, you�ll still have met their expectation. If you do have them take the step, they will have already time-blocked sufficient time for completion of everything you need in this step.

2. Motivating your candidate to take the assessment - Here�s an effective script to use at the end of a screening interview if you want to go further with them:

"(Name), I�m very impressed with you and your background, and I see many possible benefits to both of us. As a next step, I�m going to ask you to complete our Application form, and to also complete a profile / assessment." (You choose which word you want to use, but don�t call it a test, as there is no pass or fail.)

"This will provide the information both of us need to be able to determine your comfort level, and to learn more how you can use your natural strengths and talents for higher success. Let�s move to the conference room to complete this step. It won�t take long, and then let�s get back together tomorrow to review where we are. Okay?"

3. Locking in the next appointment - As your candidate completes your application and assessment, meet with them personally to thank them and to set up the time for your follow-up appointment.

"(Name), once again, I�m very impressed with you and your accomplishments, and I�ll be anxious to go over the results of the profile with you. In fact, we�ll do that first. Most everyone I�ve taken this step with has found it very beneficial to them. Can we get together tomorrow at 1:30 for about an hour?"

As a last word, remember to let your excitement and positive feelings show through. People are attracted to those who show interest and enthusiasm in them. Sometimes in the daily routines of running a business its easy to overlook this factor. Yet, it may be the most important factor in attracting a really great person to a company.

Let your excitement show through!


Good Recruiting!

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