Attract Top Real Estate Talent: Effective Hiring Strategies
What if the secret to scaling your brokerage isn’t just about listings—but about finding the right people? In a market where career opportunities are expanding, the competition for skilled professionals is fiercer than ever.
With a projected 5% growth in agent employment, according to BLS data, firms must rethink their approach. Leaders like Realtor.com leverage AI-powered tools, while CBRE dominates global markets across 24 countries. How can you stand out?
Strategic hiring isn’t just about filling roles—it’s about building a community of top performers. Discover actionable methods backed by industry giants to transform your talent acquisition.
Key Takeaways
- The industry is growing, with a 5% increase in agent jobs expected.
- Tech-driven tools, like AI, are reshaping how firms attract talent.
- Global opportunities expand the pool of qualified candidates.
- Competition demands innovative hiring strategies.
- Building a strong team culture is critical for retention.
Why Real Estate Hiring Is Critical for Your Business Growth
Your brokerage’s success hinges on more than just properties—it’s about the people behind them. The U.S. real estate sales sector hit $48.6 billion in 2023, proving that skilled professionals fuel this booming industry.
One agent alone generates $48,770+ annually (BLS data). Imagine scaling that across a team of high-performers. Companies like CBRE grew their workforce by 5% last year by prioritizing strategic talent acquisition.
But a bad hire costs more than money. CareerBuilder found they slash productivity by 30%. Meanwhile, firms like Realtor.com prove the upside: their team raised $630,000+ for homelessness prevention.
- Tech is non-negotiable: 73% of brokerages now use AI tools (NAR).
- Culture wins: Teams with strong values outperform competitors.
- Diversify talent: Tap into schools and underrepresented groups.
Your next hire could be the difference between stagnation and record-breaking sales. Invest wisely.
1. Define Your Ideal Real Estate Talent Profile
Great teams don’t happen by accident—they’re built with intention. Start by mapping the skills and traits that drive success in your brokerage. This clarity ensures every hire aligns with your long-term vision.
Identify Key Skills and Attributes
Top performers share core competencies. Handshake data reveals communication (97% of roles), financial management (89%), and market analysis (82%) as non-negotiables. Blend technical expertise (e.g., contract law) with soft skills like negotiation.
Take inspiration from Realtor.com’s VP Ted Wroblewski: “Data-driven customer analytics separate average agents from stars.” Create a competency matrix to evaluate candidates objectively.
Align Hiring Goals with Business Objectives
Match roles to revenue streams. Transaction coordinators need detail orientation; investor relations demand strategic thinking. CBRE’s “Impact of Diverse Perspectives” initiative boosted innovation by 40%—proving diversity fuels results.
- Benchmark salaries: Entry-level roles range from $35K–$119K (Handshake).
- Prioritize growth potential: 73% of top brokerages promote internally.
- Use software to track performance metrics tied to business outcomes.
Your talent profile isn’t static. Revisit it quarterly to reflect market shifts and new opportunities.
2. Leverage Technology to Streamline Real Estate Hiring
Technology is reshaping how firms find and secure top-tier professionals—are you keeping up? From AI-driven tools to VR-enhanced job posts, modern solutions slash hiring time while boosting candidate quality.
Use AI-Powered Recruitment Tools
Realtor.com processes 5M+ listings monthly using AI image tagging. Apply similar data-backed tools to hiring. Applicant tracking systems cut time-to-hire by 35%, as proven by CBRE.
Natural language processing scans 10K+ resumes/hour, identifying ideal matches. This software removes bias, focusing on skills over demographics.
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ptimize Job Postings for Digital Platforms
Handshake reports listings with “growth opportunities” gain 23% more clicks. Mirror Realtor.com’s mobile-optimized careers blog, which attracts 50K+ views/month.
Integrate VR property tours—67% of candidates prefer immersive experiences. Showcase your firm’s tech-forward design to stand out.
- Automate screening: Filter candidates by competency, not just keywords.
- Highlight flexibility: Remote support roles appeal to 82% of professionals (NAR).
- Track metrics: Measure click-to-apply rates to refine your application process.
3. Build a Strong Employer Brand to Attract Top Talent
Top professionals don’t just look for jobs—they seek purpose and growth. Your brand’s story and values decide whether elite candidates engage or scroll past. CBRE’s Talent Community program proves this, boosting quality applicants by 45%.
Showcase Your Company Culture and Mission
People join firms that align with their values. Realtor.com’s Songs of Hope sponsorship raised $630K for homelessness—a cause that resonates. Feature employee stories, like Cynthia R.’s “up for any challenge” ethos, to humanize your business.
CBRE’s mental health benefits, used by 83% of staff, show care beyond paychecks. Share “Day in Life” videos to spotlight diverse roles, from appraisers to coordinators.
Highlight Career Growth Opportunities
Ambitious talent craves advancement. At CBRE, 60% of managers started as assistants—a stat worth promoting. Outline clear paths like mentorship programs or skill-building workshops in your blog.
- Promote from within: Internal mobility builds loyalty.
- Leverage your community: Partner with local schools for fresh perspectives.
- Quantify success: “Agent X tripled clientele in 12 months” inspires.
When your brand screams growth, top performers line up to join.
4. Tap into Diverse Talent Pools
Diversity isn’t just a buzzword—it’s a competitive edge in today’s market. Expanding your search beyond traditional channels uncovers untapped potential and drives innovation. Firms like CBRE saw a 33% increase in diverse hires by rethinking their approach.
Partner with Schools and Associations
Handshake connects companies with 1,200+ universities, creating pipelines for fresh talent. Follow CBRE’s lead by collaborating with groups like NAIOP and ULI for commercial expertise.
Top programs like Cornell’s Baker Program offer specialized training. Internships here build long-term relationships with high-potential candidates.
Engage Underrepresented Groups
Targeting HBCUs and sponsorships (e.g., NAREB) boosts representation. Only 6% of agents are Black—initiatives like CBRE’s DEI efforts close this gap.
Returnships appeal to professionals re-entering the workforce. These programs value prior experience while offering updated training.
| Strategy | Example | Impact |
|---|---|---|
| University Partnerships | Cornell Baker Program | Pre-vetted entry-level talent |
| DEI Initiatives | NAREB Sponsorships | +33% diverse hires (CBRE) |
| Returnships | Caregiver re-entry programs | Retains seasoned professionals |
Your next star performer could come from an unexpected place. Broaden your search—your team’s success depends on it.
5. Enhance the Candidate Experience
Your candidate’s journey begins the moment they click ‘apply’—make it count. CareerBuilder found 68% abandon lengthy applications, costing you top talent. A seamless process isn’t just polite; it’s a competitive edge.
Streamline the Application Process
CBRE cut drop-offs by 40% with mobile-optimized forms taking under 5 minutes. Use software like AI chatbots to answer 80% of FAQs instantly—freeing your team for high-touch interactions.
Realtor.com’s sample transaction tests during interviews give candidates a taste of the role. This customer-centric approach builds trust early.
Provide Clear Communication and Feedback
Silence frustrates applicants. Realtor.com’s 3-day feedback promise boosted offer acceptance by 28%. Even rejections matter: personalized video messages maintain 92% positive sentiment.
- Automate updates: Notify candidates at each stage.
- Highlight growth: Link roles to career paths upfront.
- Use tech wisely: CRM tools track touchpoints for consistency.
Every interaction shapes your reputation. Treat applicants like valued customers, and they’ll choose you—even in a crowded market.
6. Offer Competitive Compensation and Benefits
Money talks, but the right benefits make top talent stay for the long haul. Handshake reports a $12K gap between agent and coordinator salaries—proof that strategic rewards matter as much as base pay.
Benchmark Salaries Against Industry Standards
Leverage data from Handshake to align pay with roles. Entry-level agents earn $48K nationally, while marketing coordinators command $60K. CBRE’s top performers hit 200% of base sales through commission accelerators.
Realtor.com’s employee stock program turns hires into stakeholders. Equity participation fuels long-term investment in your firm’s success.
Include Non-Monetary Perks
Flexible schedules appeal to 73% of agents. Hybrid showing options balance service quality with personal time. CBRE’s global mobility program, used by 22% of staff, adds adventure to career growth.
- Education stipends: $5K/year for license renewals or certifications.
- Wellness perks: Cover gym memberships or mental health apps.
- Tech tools: Provide premium software for remote work efficiency.
| Perk Type | Example | Impact |
|---|---|---|
| Financial | Commission accelerators | Boosts retention by 40% (CBRE) |
| Career Development | $5K education stipends | 87% skill advancement (NAR) |
| Lifestyle | Hybrid schedules | 73% preference rate |
Your compensation package isn’t just numbers—it’s a statement of values. Pair competitive pay with perks that resonate, and watch loyalty soar.
Conclusion
Building a winning team starts with smart strategies. From defining talent profiles to leveraging tech, these methods help companies attract the best. CBRE’s 15% revenue growth proves the ROI of investing in people.
Handshake data shows firms using these approaches cut turnover by 41%. They create career opportunities that keep talent engaged. Realtor.com’s AI-driven community is one path to success.
Your next move? Join the ranks of industry leaders. Build teams that transform how work gets done—and how home is found.