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Suggest You - Loan Officer Marketing - How to Target the Right Agents
The Resilience FormulaAnyone can argue the accuracy of the Millions and Billions now purported spent each year by business and healthcare on stress-related illnesses and workplace absenteeism. Nevertheless, whatever the correct number is… it’s BIG! …and it is, in the Billions!In a new global economy where every cent is crucial to corporate survival, governments and business can no longer afford to ignore this costly and ever-growing crisis.The phrase Employee Burnout is common in this new millennium’s lexicon. Sadly, so is the phrase Long-Term Disability. What can be done about this?Whether it’s stress on the job, at home or a combination of both, most everyone understands and accepts that responsibility and stress are simply a fact of life. What most people do not recognize, however, are important things like:• What exactly causes personal stress and how it diminishes their quality of life, • The [predic
You typically have two objectives in this regard:
- To determine what segments or subgroups exist in the overall Agent population.- To create a clear and complete picture of the characteristics of a typical Agent of each of these segments.
Next, you'll want to attract people who are a lot like you. Doesn't it make sense if you're going to be spending time and great deal of energy working with particular agents that it's with people you enjoy and like?
The four-quadrant behavioral profile, DiSC™, provides a better understanding of yourself and others. Personal and professional success requires understanding people's model of the world, and realizing the impact of your personal behavior on others.
What is the DiSC Learning Model™?
It's a nonjudgmental tool for understanding behavioral types and styles. It provides a tool to help people explore behavior across four primary dimensions:
DOMINANCE
Direct
After spending months looking for first post-college job, many recent grads settle for a job they really don’t want. It’s common for new grads to feel trapped in their first job and many stick around longer than they should. Most twenty-somethings stay at their jobs because of credit card debts, student loan bills or just to appease their parents. However, recent studies and some first job advice may give help to these miserable entry-level hires.Many new career hopefuls stay at their jobs because of fear that there isn’t anywhere else to go. With financial burdens faced by most real world newcomers, losing a consistent paycheck is more threatening then prolonging unhappiness. According to “More New Grads Find Job Mobility Is Limited,” an article from CollegeJournal.com, students who have graduated in the past two years are less likely to leave their current jobs because of the difficulty in finding new jobs. CollegeJournal.com also refer
...One day he invited an agent to lunch. During the course of the meal, the loan officer told the agent every reason why they should do business together.
By the time they had finished, the loan officer convinced the agent to use his services. At first the agent was reluctent, but eventually acquiesced when they saw the loan officer pick up the lunch tab.
A week later the agent referred a buyer to him. Unfortunately the transaction didn't go smoothly. Although there were several meaningful reasons, the agent didn't want to hear it, and instead, became upset, really upset.
The transaction finally closed, albeit a week after the initial close of escrow. The agent was so disgusted by this, they told the loan officer that they’d never refer another buyer to him again.
It Doesn't Have To Be That Way
Loan officers tell stories like this frequently. In fact, some loan officers refuse to pursue real estate agents because they’ve developed an unfortunate perception - a negative one. Either way, the perception was created from their own personal experiences or they listened to too many loan officers describe their horrific stories.
Don’t let a bad past experience ruin your enthusiasm to partner with agents. Don’t allow what other loan officers have said negatively about agents to interfere with your beliefs. The greatest source of purchase transactions that occur daily are with residential real estate agents. You can’t ignore it. If you do, you're forfeiting too much earning potential.
The Power Of Choice
You have something going for you that’s extremely important when dealing with agents, they need you more than you need them.
See, you can earn income from generating loans from many sources of business. An agent can’t. For a purchase transaction to be completed, an agent needs you to handle the mortgage financing, unless of course, it's a cash sale, but how often does that happen!
This isn’t meant to give you a sudden ego trip. It’s meant to point out the obvious when dealing with agents. You have the power of choice. You get to decide which agents your marketing will attract.
Many Go About Marketing to Agents Wrong
Like a manager hiring a candidate for a job position, you're hiring agents to become your strategic partner. However, like managers who make poor hiring decisions, so can loan officers selecting agents.
To prevent this from happening, what if when you choose an agent as your strategic partner, you implemented the best practices that are used to hire good employees? For example, if you were given the task to hire a secretary, the first thing you would do is put together a list of criteria that the applicant would need to meet. Then you would hold an interview, sometimes several. And finally, you would conduct some background and reference checks before deciding to offer one of the candidates a position.
It’s not that much different when selecting agents. Why waste your time with unqualified agents? You begin with criteria they must meet before having an interview. So when you meet to explore the possibilities of working together, you're speaking with candidates who match your targeted audience.
3 Elements of Criteria
If you agree with the concept of targeting the agents you want to attract to your business, than your first step is to develop some basic criteria that you can use as a baseline for your selection process. Criteria that you can use to instantly screen agents, so you’re only pursuing ones that meet your profile.
Evaluation and criteria is easy to determine. For instance, there's statistical data you'll use to evaluate prospects, called agent demographics. Some examples include:
- Do you prefer working with part time or full time agents?- What type of buyers does the agent work with?
- What type of loan programs does the agent’s buyer use most frequently?
You typically have two objectives in this regard:
- To determine what segments or subgroups exist in the overall Agent population.- To create a clear and complete picture of the characteristics of a typical Agent of each of these segments.
Next, you'll want to attract people who are a lot like you. Doesn't it make sense if you're going to be spending time and great deal of energy working with particular agents that it's with people you enjoy and like?
The four-quadrant behavioral profile, DiSC™, provides a better understanding of yourself and others. Personal and professional success requires understanding people's model of the world, and realizing the impact of your personal behavior on others.
What is the DiSC Learning Model™?
It's a nonjudgmental tool for understanding behavioral types and styles. It provides a tool to help people explore behavior across four primary dimensions:
DOMINANCE
Direct
Why are some people not as successful as they want to be or many think that they should be? Why is it that some people are constantly moving but getting nowhere? Most often it is because they do not have clearly defined priorities or are not living in line with them. What is a priority then?As you travel, each new place you arrive at is a goal. If you are going on a road trip each new state may be your goal. Therefore, if each new location is your goal then priorities are your reason for going. Priorities are not what define you, they are what motivate you to succeed.Determining what your priorities are is very important because they are what motivate you to succeed. There is no need to have thirty priorities, one is all you need. Human nature requires us to have a reason to do something if not then it is easy to not follow through on our goals.Imagine the building of a new house or building. The first thing that is
Don’t let a bad past experience ruin your enthusiasm to partner with agents. Don’t allow what other loan officers have said negatively about agents to interfere with your beliefs. The greatest source of purchase transactions that occur daily are with residential real estate agents. You can’t ignore it. If you do, you're forfeiting too much earning potential.
The Power Of Choice
You have something going for you that’s extremely important when dealing with agents, they need you more than you need them.
See, you can earn income from generating loans from many sources of business. An agent can’t. For a purchase transaction to be completed, an agent needs you to handle the mortgage financing, unless of course, it's a cash sale, but how often does that happen!
This isn’t meant to give you a sudden ego trip. It’s meant to point out the obvious when dealing with agents. You have the power of choice. You get to decide which agents your marketing will attract.
Many Go About Marketing to Agents Wrong
Like a manager hiring a candidate for a job position, you're hiring agents to become your strategic partner. However, like managers who make poor hiring decisions, so can loan officers selecting agents.
To prevent this from happening, what if when you choose an agent as your strategic partner, you implemented the best practices that are used to hire good employees? For example, if you were given the task to hire a secretary, the first thing you would do is put together a list of criteria that the applicant would need to meet. Then you would hold an interview, sometimes several. And finally, you would conduct some background and reference checks before deciding to offer one of the candidates a position.
It’s not that much different when selecting agents. Why waste your time with unqualified agents? You begin with criteria they must meet before having an interview. So when you meet to explore the possibilities of working together, you're speaking with candidates who match your targeted audience.
3 Elements of Criteria
If you agree with the concept of targeting the agents you want to attract to your business, than your first step is to develop some basic criteria that you can use as a baseline for your selection process. Criteria that you can use to instantly screen agents, so you’re only pursuing ones that meet your profile.
Evaluation and criteria is easy to determine. For instance, there's statistical data you'll use to evaluate prospects, called agent demographics. Some examples include:
- Do you prefer working with part time or full time agents?- What type of buyers does the agent work with?
- What type of loan programs does the agent’s buyer use most frequently?
You typically have two objectives in this regard:
- To determine what segments or subgroups exist in the overall Agent population.- To create a clear and complete picture of the characteristics of a typical Agent of each of these segments.
Next, you'll want to attract people who are a lot like you. Doesn't it make sense if you're going to be spending time and great deal of energy working with particular agents that it's with people you enjoy and like?
The four-quadrant behavioral profile, DiSC™, provides a better understanding of yourself and others. Personal and professional success requires understanding people's model of the world, and realizing the impact of your personal behavior on others.
What is the DiSC Learning Model™?
It's a nonjudgmental tool for understanding behavioral types and styles. It provides a tool to help people explore behavior across four primary dimensions:
DOMINANCE
Direct
Are there any good cover letter samples available online? Yes there are, and we list some of the best places to find them below.Before you look at these, it will pay you in the long run if you understand how a cover letter can work, along with your resume, to get you the job interview that you want.A job application is either speculative – you want to work for a company, but they are not advertising; or it is an application for an advertised job.The key to writing a good cover letter is to understand two things. First, that your potential employer will have many applications to look at, either all at the same time if a position has been advertised, or every morning if he or she has been given the job of assessing speculative applications. Second, he or she will likely have very little time to read them and to decide if a candidate merits an interview. So every word on the cover letter has to count.As your cover let
This isn’t meant to give you a sudden ego trip. It’s meant to point out the obvious when dealing with agents. You have the power of choice. You get to decide which agents your marketing will attract.
Many Go About Marketing to Agents Wrong
Like a manager hiring a candidate for a job position, you're hiring agents to become your strategic partner. However, like managers who make poor hiring decisions, so can loan officers selecting agents.
To prevent this from happening, what if when you choose an agent as your strategic partner, you implemented the best practices that are used to hire good employees? For example, if you were given the task to hire a secretary, the first thing you would do is put together a list of criteria that the applicant would need to meet. Then you would hold an interview, sometimes several. And finally, you would conduct some background and reference checks before deciding to offer one of the candidates a position.
It’s not that much different when selecting agents. Why waste your time with unqualified agents? You begin with criteria they must meet before having an interview. So when you meet to explore the possibilities of working together, you're speaking with candidates who match your targeted audience.
3 Elements of Criteria
If you agree with the concept of targeting the agents you want to attract to your business, than your first step is to develop some basic criteria that you can use as a baseline for your selection process. Criteria that you can use to instantly screen agents, so you’re only pursuing ones that meet your profile.
Evaluation and criteria is easy to determine. For instance, there's statistical data you'll use to evaluate prospects, called agent demographics. Some examples include:
- Do you prefer working with part time or full time agents?- What type of buyers does the agent work with?
- What type of loan programs does the agent’s buyer use most frequently?
You typically have two objectives in this regard:
- To determine what segments or subgroups exist in the overall Agent population.- To create a clear and complete picture of the characteristics of a typical Agent of each of these segments.
Next, you'll want to attract people who are a lot like you. Doesn't it make sense if you're going to be spending time and great deal of energy working with particular agents that it's with people you enjoy and like?
The four-quadrant behavioral profile, DiSC™, provides a better understanding of yourself and others. Personal and professional success requires understanding people's model of the world, and realizing the impact of your personal behavior on others.
What is the DiSC Learning Model™?
It's a nonjudgmental tool for understanding behavioral types and styles. It provides a tool to help people explore behavior across four primary dimensions:
DOMINANCE
Direct
Online businesses do best with online marketing. Online opportunity and online work is, at the moment, at its zenith. Online communities help me connect Defining Collaboration Communities and Collaboration Web 2. Perhaps a better way of stating the issue is: What should you do to make online work successful in your work area. Most people manage by deadlines, and making decisions based on the online input keeps it real. People need to know what they are expected to do when they come to the online work area.Creative Commons licenses attach to the work and authorize everyone who comes in contact with the work to use it consistent with the license. Creative Commons licenses are expressed in three different formats: the Commons Deed (human-readable code), the Legal Code (lawyer-readable code); and the metadata (machine readable code). Creative Commons licenses give you the ability to dictate how others may exercise your copyright rights
3 Elements of Criteria
If you agree with the concept of targeting the agents you want to attract to your business, than your first step is to develop some basic criteria that you can use as a baseline for your selection process. Criteria that you can use to instantly screen agents, so you’re only pursuing ones that meet your profile.
Evaluation and criteria is easy to determine. For instance, there's statistical data you'll use to evaluate prospects, called agent demographics. Some examples include:
- Do you prefer working with part time or full time agents?- What type of buyers does the agent work with?
- What type of loan programs does the agent’s buyer use most frequently?
You typically have two objectives in this regard:
- To determine what segments or subgroups exist in the overall Agent population.- To create a clear and complete picture of the characteristics of a typical Agent of each of these segments.
Next, you'll want to attract people who are a lot like you. Doesn't it make sense if you're going to be spending time and great deal of energy working with particular agents that it's with people you enjoy and like?
The four-quadrant behavioral profile, DiSC™, provides a better understanding of yourself and others. Personal and professional success requires understanding people's model of the world, and realizing the impact of your personal behavior on others.
What is the DiSC Learning Model™?
It's a nonjudgmental tool for understanding behavioral types and styles. It provides a tool to help people explore behavior across four primary dimensions:
DOMINANCE
Direct
Two powerful tools to influence your target audience are case studies and your website. These tools show your potential customers that you are their best solution. In this article, you'll learn how to use case studies and websites to help with your IT marketing.Case StudiesA case study is a really fancy testimonial. It usually has the picture of the client with their logo, their full name, address, and other contact information.A case study will have a few short paragraphs where the client talks about the benefits that they've received by working with your firm over the years, and a strong endorsement signed by them and your firm's contact information at the bottom as a call to action. If you're targeting small medical offices, for example, and you have two to four related case studies, they can be incredibly powerful.WebsitesA website is an important IT marketing tool for your business. Put the right content
You typically have two objectives in this regard:
- To determine what segments or subgroups exist in the overall Agent population.- To create a clear and complete picture of the characteristics of a typical Agent of each of these segments.
Next, you'll want to attract people who are a lot like you. Doesn't it make sense if you're going to be spending time and great deal of energy working with particular agents that it's with people you enjoy and like?
The four-quadrant behavioral profile, DiSC™, provides a better understanding of yourself and others. Personal and professional success requires understanding people's model of the world, and realizing the impact of your personal behavior on others.
What is the DiSC Learning Model™?
It's a nonjudgmental tool for understanding behavioral types and styles. It provides a tool to help people explore behavior across four primary dimensions:
DOMINANCE
Direct & Decisive. Their focus tends to be on the bottom line and results.
INFLUENCE
Optimistic & Outgoing. They prefer participating on teams, sharing ideas, and entertaining and energizing others.
STEADINESS
Sympathetic & Cooperative. They prefer being behind the scene, working in consistent and predictable ways.
COMPLIANT
Concerned & Correct. They plan ahead, are constantly check for accuracy, and build systematic approaches.
In prospecting, you'll be more effective if you understand the different types of communication styles that work best for each. Some prospects are going to want all of the facts and supporting data and may take a long time to make a decision to move forward. Others will want to know how your service will benefit their team or organization and may even make a decision without hearing an entire presentation.
When dealing with demanding situations, loan officers need to be able to adapt their communication style to match the prospect's communication needs. After all, the golden rule has changed to, "Treat others how THEY want to be treated."
Finally, the most overlooked area and reason why loan officers experience so much grief working with agents is because of values. Loan officers are eager to transact business with Agents and commonly overlook if their values are similar or not.
Have you ever had an agent ask you to cut your commission for no apparent reason? Not learning about an agent's values early in the relationship building process and sometimes lead to disaster, misunderstanding and consequences. Values include, but certainly aren’t limited to:
- Are they honest?- Do they have integrity?
- Are they empathetic, especially when everything isn't going smoothly, like a loan not closing on time?
People are creatures of habit and the best predictors of future behavior are the ones demonstrated in the past. If you want to learn about an Agent's values, ask them about past experiences dealing with other loan officers. Listen for stories that get repeated, but with different loan officers. Although there are two sides to every story, when you develop a perception, it most often leads to reality.
Remember, if it walks like a duck, talks like a duck and acts like a duck…it must be a duck!
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