Licensed Agents

This section provides the tools and guidance needed to recruit and hire a licensed real estate professional onto your team. It includes resources such as job posting templates, interview scripts, reference check forms, and onboarding checklists to ensure compliance and consistency throughout the hiring process. Managers will learn how to identify top talent, and structure compensation or team agreements that align with brokerage standards. Following this SOP helps streamline recruitment, protect your business legally, and set up every new licensed team member for long-term success within the your team culture.

7 Steps to Hiring a Team Member

7 Steps to Hiring Licensed Agents

 

Recruiting licensed agents doesn’t need to be complicated—but it does need to be intentional. At Century 21 Heritage Group, we follow a proven system that ensures we attract, evaluate, and onboard only the most qualified and aligned prospects. This approach reduces reliance on gut instinct (which often leads us to hire people we like or who are like us, rather than who the team actually needs) and instead delivers a consistent, repeatable, and scalable hiring process.


When done poorly, recruiting is one of the costliest mistakes a team can make—not just in terms of money, but also time, training, morale, and culture. These seven steps will help you avoid that trap and build your team with confidence and clarity.

 

 

Step 1: Define the Role with a Clear Job Description

 


Before you post an ad or schedule an interview, you must know exactly who you’re looking for and what the role involves. A strong job description sets clear expectations, outlines key duties, and shows how the role fits into your team’s larger mission. It also communicates professionalism and structure to candidates from the start.

Tip: Refer to the Field Agent Contract as a starting point to define responsibilities and performance benchmarks.

 

Step 2: Write and Place an Effective Ad

 


A great ad attracts attention, creates curiosity, and generates qualified leads. Your ad should clearly instruct interested candidates to send their name, number, and best time to connect via email. This simple requirement immediately filters out people who don’t follow instructions.

Use multiple advertising channels, including:

 

 

 

Step 3: Host a Group Information Session

 


This is where we flip the script: You’re interviewing them—even if they think they’re interviewing you.

Use this session to:

 

 


Only candidates who complete and return the forms move forward. Everyone else receives a polite thank-you email. This keeps the process automated and emotionally neutral.

 

Step 4: The 24-Hour Test

 


Next, send a short email-based assignment that must be completed and returned within 24 hours. This tells you everything:

 

 


Only those who respond on time continue to Step 5. Up to this point, your time commitment has been minimal—but the candidate has been putting in the effort.

 

Step 5: Conduct a 10–15 Minute Phone Interview

 


This brief call is about filtering, not selling. Use it to confirm details, assess self-awareness, and get a real sense of the person.

Ask deal-breaking questions like:

 

 


You’re looking for clarity, speed, and self-awareness—not just charisma. If they pass this call, you move them to the next step.

 

Step 6: Face-to-Face Interview

 


This step is about presentation, professionalism, and consistency.

 

 


Remember: You’re not offering them a job. You’re inviting them to join a team. Set expectations clearly, including the 3-week unpaid onboarding period where they must prove themselves. Use a standardized evaluation form to stay focused and consistent.


If you have more qualified candidates than roles, a second interview will reveal who wants it most.

 

Step 7: Making the Offer

 


Invite them to a final meeting—but don’t tell them what it’s for. This gives you one last chance to observe how they show up and ask any final questions.

Then ask:

“How badly do you want to be part of this team?”


Their answer tells you everything. If it aligns, bring out the two agreements:

 

 

 

Final Thoughts

 


This process isn’t just about hiring—it’s about attracting and aligning the right people with your culture, your systems, and your standards. Use this system consistently, and you’ll build a team of professionals who are not only capable—but committed.

 

PDF Document - Download the PDF – 7 Steps to Hiring Licensed Agents.pdf

Sample Job Posting

 

Job Title: Licensed Real Estate Sales Professional – Team Member

 

Are you ready to take your real estate career to the next level with a powerhouse team backed by one of Canada’s most respected brokerages? Join [Team Name], proudly operating under Century 21 Heritage Group, and become part of a collaborative, high-performance environment designed to accelerate your growth and success.


Since [year], our team has helped hundreds of families and investors buy, sell, and build wealth through real estate. We don’t just sell homes—we build long-term client relationships through trust, transparency, and results.

 

Who You Are:

 

 

 

 

What You Can Expect From Us:

 

 

 

 

What You’ll Do:

 

 

 

 

Ready to Apply?

 


If you’re ready to align yourself with a supportive team that values performance, professionalism, and purpose—we want to hear from you.

Submit your resume and a short introductory message to [email address or application link].


Let’s build something great—together.

 

Sample Doc - Sample Job Posting for Team Member.docx

Tests

 

Disc Assessment -Tony Robbins Disc