The most prevalent model in the mortgage branch system has
managers originating while managing an office. Recruiting talented loan
officers is the fastest route to sustained monthly growth. We’ve all watched
medium size mortgage companies open new branches as a way to expand their
territories quickly. Why not grab more of your local market share with the same
strategy?
It’s time to think bigger. Capitalize on your expertise and
start transferring your knowledge to a new generation of loan officers who are
getting trained and licensed. Recruiting is a sales position. As a mortgage pro
you sell Realtors on using your service. You sell yourself to customers as a
knowledgeable professional they can trust. You sell everyone on your company.
Recruiting is a defined process. With training you can
recruit the talent you want, when you want, to make your office a powerhouse
loan operation.
Adding 3 loan officers to your staff who each close 1.5
million a month obviously adds 4.5 million to your production each month. How
hard would you have to work to close an extra 4.5 million by yourself? Work
smarter and expend less energy. Now consider the numbers if you consistently
recruit and add 6 loan officers to your team in the next twelve months, and
another six the year after.
Recruiting takes practice and know-how. Using the best
tactics will protect and bolster your brand. The best recruiters use a system
to qualify and dismiss less than desirable candidates. They only extend offers
when they know a candidate will accept. They know how to dismantle
counter-offers made by an existing employer. Success lies in being prepared and
managing the process.
How can you manage a process you don’t know? Recruiting
looks easy but can be brutal. There are proven methods and strategies to
attract and hire the strongest and most dedicated originators. Have you
considered how much money you can save in headhunting fees if you
systematically were able to recruit and hire the candidates you want?
In-house recruiters have multiple offices clamoring for
candidates. They can only do so much. Why put your livelihood in the hands of
distant recruiters? Why delegate this key responsibility when you’re in front
of a faucet of candidates? When you have a recruiting method, adding loan
officers is like picking flowers from the garden. Recruiting is mysterious only
when you don’t know how.
Branch managers come across names of the competition every
day. They’re in the prime position to gather those names and initiate harmless
conversations. By understanding how to recruit effectively. You're having conversations anyway; Make them count. A seasoned manager will recruit 30 – 40 – 50 loan
offices for their operation in 24 - 36 months. Those guys (women included) are
killing the competition, and growing their paycheck.
Would you like one office to add over 100 million dollars in closed loan
production or more to your bottom line this year? The mystery of recruiting evaporates
once the principles are mastered. A few tweaks to your existing techniques may
be all that’s needed. Of all the routines one can choose to master, recruiting
has the potential to improve your life in a profound way.
We’re all people with goals and personal motivators. Learn to recruit. Save yourself time, money, and aggravation from ineffective
recruiting attempts. Stop looking at recruiting as an extra chore. Embrace the possibilities
and ride your career to the moon!
NOTE: A no-fluff, step-by-step training program on how
to recruit loan officers will take your production to the next level within 12
months. We stand ready to place this process in your hands. Kimberly Schenk has
recruited in the mortgage industry for 20 years. She’s recruited in multiple
industries (engineering, legal, insurance, financial )and has been training recruiters and business people for 10 years.
Schenk cares about your success and over 1100 professionals have benefited from
her programs.
visit: Magic of Recruiting
visit: Magic of Recruiting
