Hiring Real Estate Agents Phone Screening Interview & Disc Assessment
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Hiring Real Estate Agents Phone Screening Interview & Disc Assessment


So when we schedule the phone interview or
really only determining if we’re willing to spend an hour with them at the next step,
which is our in person interview. Hi and welcome to the next step in our hiring
process about the phone screening interview. So we’re actually moving down our funnel now
and we’re under the phone screening interview stage. And for this we’re going to use our phone
screening interview worksheet to conduct these interviews. But before we jump into that, we need to understand
who we are looking for here. We’re not just looking for experience and
education, we’re also validating the behavior and there’s really no better way to spot the
behavioral behavioral profiles in general. Then through the hiring process, and we’re
really trying to conduct these calls in 15 minutes. 20 minutes is the maximum, but I want these
to be 15 minutes because we’re not all the way down at the bottom of the hiring funnel. So we’re still filtering here, right? So we’re really only determining if we’re
willing to spend an hour with them at the next step, which is our in person interview. So when we schedule the phone interview, I
like to see them all in a row so they see the same person. Um, I mean, again, at least in clusters, right? So maybe groups of five so we don’t get too
exhausted. So I would schedule them 30 minutes apart. So if you’ve got 15 minutes, that a 30 minute
break. So let’s say you schedule them at one o’clock
in the afternoon, that’s going to be 15 minutes. And then I would schedule your next one for
one 45. What we’re going to do is, as they are talking,
you’re going to start looking for different behaviors and you’re going to see when you’re
interviewing for an SC behavior in the admin position, you’re going to see a lot of S’s,
C’s and I’s come up. You typically won’t see me, Any D’s at all
apply for this job. Um, so you won’t see many of those, but you
will see a lot of S, C’s, and I’s.. It’s, are they in the right order? Right? Do we have an S, then a C, and is the I low
enough so that we don’t have a highly social person in our administrative role because
that, that, that usually works out poorly. So let’s take a look at your phone screening
interview. And in looking at page one, you can actually
see on the phone screen interview that first page is all about open ended questions. But first look at the bottom of it and you’re
going to see at the, after the the open ended questions, you’re going to see a place where
it says ideal this behavior and you’re going to see a part where this candidates this behavior. And hopefully you filled this out ahead of
time, right, where you know you’re looking for an SC and you might even write the percentages,
75% plus and 50% plus. So we know and just remember what we’re looking
for. And then write that candidates down. It might be sci and might be cs, they might
be sc and then write their percentages beneath. So we, so we kind of remember what we’re looking
for and what we’re listening for. If we’ve got someone that’s a 60% I that we’re
going to do a phone screening interview, we will remember to listen for the I. Does this, how much per person? How much does this person talk? How gregarious are they, how, how fast do
they talk? Right? So were we remembered a look for that I as
we ask them these five open ended question and those five open ended questions are quite
frankly, they’re listed right there in your materials in front of you. It’s asking about work experience, education,
training, their interests, and then we’re going to ask them about their goals and we’re
going to ask them about their habits. Now we will, we do want to genuinely know
about that information, but we’re also letting them talk so we can listen for that behavior
as well through, if that’s the real goal of this first page, then you’re going to see
as we move on in the worksheet to pages two and three, about 34 30 to 40 specific questions
that we have for you. Um, now again, we are, we tend to be over
inclusive. There’s no way in 15 minutes you’re going
to run through 34 questions after doing the initial open question, open ended questions. But those are designed for you to pick from,
right? It’s over-inclusive. We really want you to ask about eight or 10
of those questions, um, based on what you need based on the questions you like or but
based on what you still need to know. Having asked all of the questions, uh, in
the open ended questions section, right? So you might, as you’re listening, you’re
scanning through and you, you, well, you know, I’d like to know about that and as they’re
answering, you’re looking for your next question you’d like to know about so you can kind of
pick from those and then we’re really going to be done. Now there is a section three for additional
questions that most of you won’t use. We only use the additional questions second,
when a second phone interview is needed before we meet in person. And typically that’s going to be done. Um, with a larger organization that already
has an administrative assistant that’s been actually conducting the entire hiring process
going through the funnel for the person who’s ultimately making the decision. So a lead agent of a team might have an administrative
assistant that’s hiring a second administrative assistant. So that first hire, that first administrative
assistant is actually handling the hiring process, sending out the emails, looking at
the resumes, maybe even conducting the phone screening interview up to this point. And this person can’t decide whether we should
meet him in person. So now the lead agent comes in and actually
ask the additional phone screening interview questions on this page to make the final determination
of whether we’re going to waste an hour meeting them in person, uh, for the in person interview
following that phone interview, phone screening interview. We want to make sure we took very good notes
and we want to fill that page up with notes and additional questions that we might want
to ask in the in person interview as well too. Um, very important we do that. The reason we take these notes is all along
this process we’re actually building a file for our candidates, right, and we’ve got a
lot to put in that file. If they’ve made it to the phone screening
interview and we decided to pass them through to our in person interviews, we’re typically
going to have a much smaller group of people now. Right. Usually you’re going to see between three
and eight. We’ve already got their resume, we’ve got
their initial writing sample in the email. We’ve got their disc assessment report and
now we’ve got this phone screening interview worksheet in their file as well too and we’re
going to add more to it, right, because if you look down the funnel, we still got an
in person interview form to fill out and include in their file and then we’re going to have
a references check form to fill out and include in their file as well too. It’s and so on and so on. So we’re going to start growing this very
detailed file on this person, which is going to come in very handy later on when they start
working for us down the road. Thanks again for your time.

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