3 Tips To Hire A Great Assistant

Top REALTORS® tell us one of their biggest pain points is hiring an assistant. They often hire what turns out to be the wrong person. Then wonder whether they’re cut out to have an assistant in the first place, because all their fears about delegating to someone come true.

Here are 3 tips to mitigate the risk of a bad hire:

1. INTERVIEW ENOUGH PEOPLE

When you finally get to the point of hiring, whether it’s your first hire or fifth, you’re in pain. You need help. Yesterday. You interview a handful of people. And as soon as one person “shines”, you think that’s “THE ONE”!

The problem is, if you’re not comparing them to great people, they’re probably average, not great. If you only talk to five people, and all five are 4-5’s on a scale of 1-10, (you probably discarded the 1-3’s), then when you interview a 6, the 6 looks like a “Rockstar”. You got to where you, because YOU are a 10. You need to interview enough people so you’re comparing 9’s and 10’s to each other.

How many?

My last hire required 400 resumes, 100 phone interviews, 20 Zooms, then personality assessments, and 3 people who went through multiple in-person interviews.

2. HAVE AN ELEVATOR SCRIPT

Unemployment is at historic lows. Great candidates are hard to find. Your best candidates are working elsewhere & have bumped into a ceiling of opportunity. So how do you find them?

You DON’T tell everyone you know “I’m looking for an assistant. Do you know anybody?”

When you do that, people only think of the unemployed. Or they think of people who are “assistant material”. (Which is only defined by their experience, not by what you are looking for.)

Instead, create an elevator script that captures the qualities you want and don’t mention the job title.

Example: “I have an amazing opportunity for the right person. I’ll describe who I’m looking for. I want you to think of who you know that sounds like that. They’re probably already working somewhere else. Ready?

Then: “Who do you know that’s really detail oriented, never gets flustered with a million things going on, and is someone people love. For example, they might not be the PTA President, they’re more likely the behind the scenes person running all the committees.

3. HIRE PEOPLE YOU LIKE, NOT PEOPLE LIKE YOU

When you interview a candidate, and it feels great because you “click”, take a step back and determine why.

Do you like them because you share the same values? Or does it feel good because they’re like you? (For example, you chatted away, the hour flew by, and you had the time of your life because they were as outgoing as you.)

You need to like the person you’re about to spend a lot of time with. AND you need to ensure they balance you. If you’re not detail oriented, hire someone who is. If you hate paperwork, hire someone who loves it. If you’re big picture, hire someone who loves making things happen after someone else has the ideas.

Bottom Line: There’s a lot that goes into hiring. Spend as much time hiring your “work spouse” as you would preparing to marry. That will set you up for success.

(As originally published in DC Metro Real Producers Magazine by Christy Belt Grossman)

Ops Boss Coaching™ is here to bring clarity. We’re here to make your life easier, and to raise the bar for operations professionals. Here’s how:

Ops Boss™ Group Coaching & Training Center where newer assistants gain confidence and lay a foundation to operate the business like a boss. Includes 3 ninety-minute group coaching calls/month, PLUS an on-demand video training library that explains the “why” behind what you do.

Be A Boss! 10 Secrets of a Mega EA Class – A half day class taught around North America where agents and admin learn the difference between an “average assistant” and an Ops Boss™. It includes things like accountability, goal setting, mega mindset, and the 3X Rule.

Be A Boss 2.0 – “Systems Are Sexy” Class – A half day class taught around North America where admin learn how to build systems that are smooth, purposeful and generate income!

Elite One-on-One Coaching – Forty 30-min calls a year. This is one-on-one coaching for Assistants, EAs, Directors of Operation, Chief Operating Officers & Transaction Company Owners who are ready to go to the next level and get bossy.

Ops Boss™ Leader Retreat – Once a year weekend event for high level operations leaders & TC Company Owners. It is All Ops, By Ops, For Ops, and will be held Oct 23-25, 2020 just outside Washington D.C.

Being an Ops Boss™ means taking ownership of your side of the business, being accountable to RESULTS, and striving to be the best you can be – personally AND in your career. Don’t misunderstand. There’s nothing wrong with being an “average assistant” and earning “average wages”. If you would like to be more, we want to help you (or your assistant) be an Ops BOSS™!

  • […] month’s post talked about HOW to go about hiring a great assistant. (Or as we like to call it, an Ops Boss™). This month, we’ll give you some ideas about where to […]

  • >