Evaluating Buyer’s Agents Behaviorally

Evaluating Buyer's Agents Behaviorally

Employing behavioral tests to identify and select Buyer’s Agents can drastically reduce training and other costs. It’s easy to get enthusiastic about a Buyer’s agent when they are interviewed. However, you will discover the next day that they’re not competent to sell, convert leads, make leads, or even close the contract. You may find that they’re successful over only a few months; however, they will quit your team and leave on their own. They then invest in them. Then, when you’re in a position to recoup all that money and time you put into it, and they depart without even an apology.
If you are looking at the manner of conduct of Buyer’s Agents, you need to assess their:

D – Dominance
I – Influencing
S – Steady
C – Compliance

The four behavior styles, as well as the combination with them, influence the Buyer’s Agent’s behavior and response in specific circumstances. I believe that there’s an extremely good mix of these styles, and some of them are good and some that could cause disasters to occur in service, sales, and the longevity of being part of the team. Let’s take a look at each of these options.

The risky behavioral combinations

If you are a Buyer’s Agent with high scores in compliance, it is important to be very cautious when you hire them. Many studies were conducted around the world. Only a fraction of the top-performing salespeople are able to get their Compliant Score as their highest two scores from a DISC test. My personal opinion is that the chances of getting an excellent sales performance from the people in this group are very low and definitely in opposition to the probabilities.

It could be you am describing who is an exceptional case. My words to you are Congratulations! You must be an exceptional person because you’ve beaten the odds. Why would you attempt to roll the dice once more? Additionally, the time you spend to get them to a certain level of competence likely won’t be worth it.

Another difficult combination would be one who has a high dominant score. They will be selling and do it in a high volume. Their problem is not in sales or sales production; the issue is their self-confidence. They’re team players as long they are part of the team. Their performance will be rapid and substantial. The issue is that you’ll likely be training your competition.

The reason I am aware of this is that I, too, am one of them. I was an assistant for an agent for three months at the beginning of my career. I racked up a number of sales and listings in the three months. It was simple for me to figure out “how much money I was making him”. That was my way of thinking that is typical of a dominant. I felt I was being cheated of the split arrangement between my Lead Agent, which is why I quit the company and joined his company, and set out to explore my options on my own. My Lead Agent, as well as I, did not have a formal agreement on the length of time I would be working for him. The contract was not a non-compete clause, and he had to spend the entire time training his competition.

Similar to me, it is possible that you are hiring someone who becomes your own competitor when you employ someone with an extremely high score. I’ve witnessed this happen in numerous instances in the last 17 years.

The most effective behavior style for Agents for Buyers Agents

I’ve studied the performance of sales, the longevity of service, as well as lead conversion ratios and referrals generated by many teams. My professional opinion is that people with an attitude that is good scores in Steady and Influencing are the best Buyer’s agents. Due to these two behavior influences, you will find one who is positive and excited about their work as well as real estate. They are people-oriented and are service-oriented. They are skilled at verbal persuasion naturally. They are social, convincing, trustworthy, people who are friendly, listeners to the best, and honest and consistent.

There is someone who potential customers will trust and like immediately. They are reliable and organized like an expert in the field of service. They are devoted to following up on leads handed to them. They won’t generate the same amount of leads as those with a higher Dominant Score, but they will follow up with leads more effectively. If the Dominant is annoyed or bored with leads that don’t buy as quickly, the stable in this Buyer’s Agent will behave as a bulldog with an ear. They’ll chew on it until they’ve gotten it right.

Utilizing a behavioral analysis or evaluation to improve the chances that you’ve hired the right person is a must as an element of your process. If you are looking to grow your business by hiring people and employees, you should not waste your time and energy, as well as training and money on the wrong people for work. You’ll spend just a few dollars at the front end but reduce the cost in the long run.

It’s similar to the famous commercials of the 1970s produced by the Fram oil filter firm. The mechanic with the grease would always declare, “You can pay me now, or you can pay me later.” The mechanic was saying the same things I am. It is possible to invest in evaluating the people you hire to ensure success today and spend more later on lost performance, turnover in sales, blow-out sales, and re-hiring and training individuals to replace the bad hirings that we make currently.

Dirk Zeller is a sought out speaker, acclaimed author, and the chief executive officer of Real Estate Champions. His company has trained more than 350,000 agents around the world each year via live events and self-study, and online training programs and newsletters. The real estate community has accepted and praised his best-selling books: The First Year of Real Estate and Success as a Realtor Estate Agent, Agents for Dummies(r), The Champion Real Estate Agent, The Champion Real Estate Team, Telephone Sales for Dummies(r) Effective time management for Dummies(r) and more than 300 articles published in print.

Real Estate Champions is a top coaching firm. The training program covers a broad spectrum from agents who are new to experienced professionals, as well as people interested in the field of real estate marketing or investment in real estate.