How to Hire the Right ISA for Your Real Estate Business

Nate: [00:00:00] Well welcome everybody to the Structurely and Hatch Coaching webinar. We're excited to be here. Hopefully you guys are excited to be here on a Friday afternoon as well. Here to talk about how to hire the right ISA for your real estate business.

Nate: [00:00:31] My name is Nate Jones. I'm the CEO co-founder of Structurely we're an artificial intelligence inside sales agent company. We love to be working closely with with the hatch coaching and Hatch Realty team which we've got to be the best on that team. I would say with us today Robby T and Erik had taken away guys.

Robby: [00:00:53] Awesome. Well yeah I'm really excited today because we're going to get talk about something that's really dear to our hearts. All about hiring the right ISA and what I'm going to do is I actually want to keep attached to Erik first because you're the one who did this right the first time. And our last call you coined the phrase we fumbled our way through it. But you know I'd love for you to really start things off. Erik How the heck do you hire the right ISA for the real estate business.

Erik: [00:01:27] Gosh I wish it was an easy answer and it is not a pride myself. I pride ourselves on being really good at hiring Hatch Realty and Hatch coaching are based out of Fargo North Dakota. Our communities are two hundred thousand people. We will sell 650 ish homes this year we were this last year that number 43 real estate in the country. And I give you those facts and those pieces of data because it's important that you understand that it hasn't always been this way and we've built it now on the backs of ISAs and I've gotten really good at hiring and that's still been the hardest position I've ever had to fill. It's exhausting. It's difficult this year. Question right now from Ryan asking how do you keep somebody in that department long term like. There's just so much meat and potatoes here so let me dive into your question with more specificity Robby. I want to take you back to 2013. I saw some big wigs some people who really knew what they were doing that they wanted. They had ISAs in their world and even the Red Book the millionaire real estate agent book talks about people like call centers and outbound callers and realistically we had a plethora of business. And with that plethora of business we were letting in a lot of leads go unattended to. We didn't get back to them at all or if we did it was like a 24 hour period. And so here it was the hiring trend, write this down. Really important hire your friend. After 20 minute interview and then I want you to take that piece of paper and tear it up and just disregard everything I just told you because that was how I hired the first one and I got lucky. I had somebody who just answered and responded to leads and we actually got lucky. He had no desire to be like this big producer and agents loved being kind of behind the scenes prides himself on being a number two. And it was a really good culture fit. He was fine at the job but he was a really good culture fit. What happened is we then got introduced to a guy named Robby and Robby was in his young 20s. A year or so out of college was working on political campaigns and Josh our first ISA vouch for him when he said Rob is a really good dude and so I brought in Robby to interview him and I at this point I started slowing down and the interview process I used to just hire people because I liked them because they were great. But I started to figure out who we were and who we didn't know our role. We now developed a nine step hiring process that I'm happy to go over here in a moment. But in this ISA world one I brought in Robby here is the biggest difference maker of him and anybody else is he was hungry like notch not just hungry saying I want to make 100 thousand dollars or whatever it is. Robby had a chip on his shoulder. He had some people to prove he had a life that he wanted. And the only way to get through that and to that was ridiculously hard work. And so I'll be honest Robby gave a very mediocre interview. He dropped the f bomb three times in the interview and yeah maybe was more I don't know.

Erik: [00:04:55] He he started off as very nervous and fidgety and like doesn't like people at the first place. So he's like all super awkward. And then as he got going and as he got talking I started to see his heart and his passion and that's what I liked what he was and he was so rough around the edges and I just know that he he he was hungry.

Erik: [00:05:16] And Josh rush for him that he will be a culture fit. So for me that was enough to take a chance on him. And a lot of times those of us who are looking to hire ISAs are looking for the perfect DISC profile. And we're looking for the perfect set up and we're looking for the person that's going to crush it for us and we're looking for. We're looking for somebody who is maybe more qualified than we are sometimes at that point in our game when we were developing we needed somebody to answer the phones. And that's sort of a hire Josh we need somebody to respond believes and that's why we hired Josh and that wasn't even that he said the right things. He just he just answered the phone and call people and said How can I help you what are you looking for. Right. And then as we've gotten better we've now refined it and refined it and defined it. And at this point now this is the end of my long winded answer here at this point. Now we have decided that hiring an ISAs is crucial in our business. And so we brought on people we have got a 50 percent success rate where the rest of our company nearly doubles that with our success rate for retaining people for an extended period of time and then they either say we're only batting 500.

Erik: [00:06:29] I mean it's pretty difficult to find great talent at this point because our standards have continued to rise. But if you don't have an ISA Don't start your standard right here because you're in trouble my friends start here because this is really where you're at. If you're if you're new in that business you've got to you've got to grow with them. So that's there you go. Ya go ahead.

Nate: [00:06:52] Yeah I mean Robby you have anything to add in terms of like culture fit. I know you guys like you'd like Erik said fumble fumble forward. Did you know that Hatch was the right culture fit for you like during the interview a week after. You still not know it's the culture fit.

Robby: [00:07:10] I hope so yeah. I would say this from my perspective when I was going through the interview process.

Robby: [00:07:19] Most places you sit down and it's very surface level questions. It's going to be what's your past experience like what qualifies you for this job. Right those very surface level answers and although I swore many times in my interview Erik and I also he got to the heart of why was that.

Erik: [00:07:44] That's why you swore Robby I threw you off of what be a typical question that you were already prepared for and that's what brought the real Robby out and so many of us go through a hiring process. You spent 30 minutes talking to somebody and we think this person will be great my world. And that's like going on one date with somebody and married them. It's absurd. I mean like. Unless you're a great catch like Nate's who is single by the way ladies out there watch out.

Nate: [00:08:14] The only reason I'm going to Ve...