When recruiting sales staff for real estate agencies, designate one person to be in charge of each of the following tasks: receiving applications, reviewing applications, conducting initial interviews, and conducting final interviews. If the company is small, one person can handle all of these tasks, but each step should still have clear completion conditions.
Let's start with the deliverables of this job.
This position involves application processing, closing deals, and obtaining licenses. Before opening a position, discuss whether the applicant is willing to take the exam, can travel outside the office, and has flexible working hours. Confirm which items are required before starting the job and which can be trained. Different tasks or shifts need to be explained separately.
Weekly Schedule Example
- At the beginning of the week, the hiring manager confirms the tasks, time, location, and compensation scope, and the administration organizes the received resumes.
- During the week, review resume analysis and original documents to clarify any gaps in information regarding licenses, business experience, and work schedules.
- After review, a preliminary test invitation will be issued, specifying the number of questions, the deadline, and the contact information for handling difficulties.
- Once the candidates are selected, the supervisor will review the report and decide whether to conduct an interview or conduct a supplementary selection; the next steps will be communicated simultaneously.
This is a scheduling example, which can be adjusted according to the candidate's schedule. Each invitation should have a response window; there's no need to wait until the weekend to handle ad-hoc issues.
How do supervisors and administrators hand over responsibilities?
Administrative staff are responsible for tracking the status of received documents and notifications; supervisors assess the evidence and necessary conditions for work. When professional competence requires practical experience or completed projects to be confirmed, qualified personnel are assigned to assist.
For real estate agents, this mock interview exercise can be used in subsequent meetings: using a fictitious property description, respond to the buyer's follow-up questions about the terms. When reviewing, pay attention to distinguishing between verified and pending details, clearly record requirements, and avoid promising unverified conditions.
What adjustments are needed after the first round?
If multiple people have different understandings of the license or willingness to take the exam, first clarify the full-time vacancy; if the issue is stuck because the supervisor hasn't responded, reserve a fixed review period. Using tools can help organize information, but the company still needs to complete communication and make hiring decisions.
The next step can be to refer to the three-step process from resume to interview for small and medium-sized enterprises without human resources .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Without a dedicated HR department, who is responsible for the initial screening and review of real estate agents?
This can be handled by the boss or the person in charge, with administrative assistance for data compilation and notification. Professional tasks should be assigned to individuals capable of assessing this skill level.
After the initial interview, how can a real estate agent supplement their work ability evidence?
Using a fictitious item description, please respond to the buyer's follow-up questions regarding the terms. The key is to distinguish between verified and pending confirmation items, clearly document requirements, and avoid promising unverified conditions. The company will arrange and review the initial screening; do not consider the initial summary as the final hiring decision.