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Karen Colbert, Real Estate Pro in Sandy Springs, GA

Selecteing an assistant

Asked by Karen Colbert, Sandy Springs, GA Wed May 21, 2008

I am interviewing for a part time assistant to help me keep in touch with clients and work on mt web site. Does anyone have any ideas for questions I should use in the interview process? Any other tips you might suggest.

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I used Craigslist in Austin to search for a fulltime asst, had 94 inquiries, interviewed 3, hired 1. Here are the initial screening questions I used:
What is your ability to make a one-year commitment to the position?
Why you are willing or able to make a change at this time?
Rate yourself on your computer skills (1-everything I touch breaks and I do not know the difference between cut & paste & Google to 10-I have a programming degree and all my friends call me with their computer issues)?
Comment on your ability to learn new software or navigate something new on the internet.
If you have your real estate license (not required), what broker holds your license and what are your short and long-term real estate goals?
Do you have any interest in obtaining your real estate license?
Do you have reliable transportation?
Please take the DISC behavior profile assessment (attached to this email but not required), and record your profile here using page 2 to record your “scores”:
How would you describe your personality and the best attributes you bring to the table?
Web Reference: http://www.tnpblog.com
0 votes Thank Flag Link Thu May 22, 2008
I would highly recommend writing a basic job description for your own use and goals for the person. This way you know what you are looking for during the interview process to develop a list of standard questions to review regarding skills/experience. You can even create a role play for the types of phone calls they will handle on your behalf. And consider your phone call to them to set up the interview a great opportunity to get a feel for their phone manner. Ask for examples - not statements. Ask open ended questions - "tell me of a time you...." "what would (boss/peer/teacher) say about (work attribute)" Best of luck - very important hire.
0 votes Thank Flag Link Wed May 28, 2008
I would highly recommend writing a basic job description for your own use and goals for the person. This way you know what you are looking for during the interview process to develop a list of standard questions to review regarding skills/experience. You can even create a role play for the types of phone calls they will handle on your behalf. And consider your phone call to them to set up the interview a great opportunity to get a feel for their phone manner. Ask for examples - not statements. Ask open ended questions - "tell me of a time you...." "what would (boss/peer/teacher) say about (work attribute)" Best of luck - very important hire.
0 votes Thank Flag Link Wed May 28, 2008
hi Karen, I just added a new person to my team this week! all of the answers below are good, I 'll just add a bit more. test them on a few things, I really don't do re flyers, but I made sure that everyone I interviewed could sit down in front of the computer and make a flyer. didn't tell them what program to use etc. gave them all the same info and same pictures, and had my assistant keep track of how long it took them. You could also have them do a typing test, give them a paragraph to copy etc. we also had them find our web sites etc via the web. I had 40 resumes, worked it down to interview 5 and choose one. The biggest thing I would say, is don't be in a hurry! as jed says your first hire (or any hire) could be your most important!
good luck
leanne
0 votes Thank Flag Link Sat May 24, 2008
Karen,
Two suggestions, first have you thought of a virtual assistant. Many agent here use them. Second, read or re-read Gary Kellers book "Millionaire Real Estate Agent" the chapter on the key hire. I've been a hiring manager for a long time and his advice was right on the money. The basic message is - you are looking for the CEO of your business. You want someone that is everything you are not but will collaborate with you to move the enterprise forward.
I'd also recommend the E Myth Revisited. He has very good points about who entrepreneurs hire and why they don't hire the right person.
0 votes Thank Flag Link Thu May 22, 2008
Jed Lane; Fog…, Real Estate Pro in San Francisco, CA
MVP'08
Contact
If you are a broker, you could offer training incentives, such as paying commissions on referrals once they are licensed. Before they are licensed, you can "bank" that oney and use it towards their expenses, such as a car or communications allowance.

They should get a real estate license anway, just to understand all of the terminology.

I would start with a flat rate per hour to make it simple, then offer incentives after 30-60 days if things are going well.
0 votes Thank Flag Link Wed May 21, 2008
Karen, I would make sure they have a solid technology background and basic knowledge of real estate. Also, desktop publishing and web experience. You don't want to hire someone that is going to take up most of your time training. It might be possible to "share" the assistant with other realtors to make the job more appealing and financially rewarding in order to get a good quality prospect.
0 votes Thank Flag Link Wed May 21, 2008
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