Over the years I have trained many managers on a
piece of software we developed called the TalentPipeline.  We developed this software specifically as a
recruiting tool for managers to diligently and thoughtfully keep track of their
recruiting efforts and their recruiting network.

Shorty after introducing the software, I saw a pattern develop quickly among the majority of early adopters. Most managers seemed to have an insatiable desire to dump a VERY large database of
agent contact information into their TalentPipeline, even though I had advised against
that and advocated for a smaller more manageable pipeline.

Steve Tobak, a management consultant, discusses the
benefits to a quality versus quantity network in the excerpted article below.

“Success in business is all about relationships.
Your network is your most important asset. Treat it that way…

Business life has always been about connections.
Business leaders spend decades building and cultivating those relationships.
They cherish their networks because they know it's their most valuable asset.

If your networking strategy is simply to grow it,
then you're likely doing more harm than good. Contrary to popular wisdom,
bigger networks are not necessarily better networks.”

Steve provided a list of ways to build and maintain
a network of strong, quality relationships. 
The following strategies are worth noting here;

1. Respect contacts as individuals.

Remember that contacts are real relationships with
real people. They have their own lives and they're busy. Your urgent needs may
mean squat to them. You have to respect that, meaning you can't just send out
blanket, generic requests to groups of people and expect anything in return
except a lot of irritated contacts.

When it comes to relationships of any kind, you've
got to remember that it's a two way street. You have to give to get. The best
way to do that is to always, and I mean always, ask yourself: What's in it
for them? It doesn't have to be quid pro quo, but it helps if you do
something for others before asking them to do something for you.

And never spam them. Ever.

2. Keep your network current.

Let me tell you something interesting about
contacts. They don't age well. They get out of date really, really fast. That's
because it's a crazy, complex world so people are constantly adapting to
changing conditions.

The truth is you're better off keeping your list of
key connections short and staying in touch with them as appropriate.

3. Make your network personal.

Look, success in business is all about
relationships. That's how all opportunities arise between individuals. And
there's a big distinction between old school networking and social networking.
A personal relationship creates a level of trust that really sets you apart
from the virtual hordes.

In other words, one personal, face-to-face relationship is worth a
thousand online ones. That doesn't mean you shouldn't network with people on
LinkedIn or wherever you want to spend your time. Just keep in mind that, if
you never really get to know someone, that relationship isn't likely to amount
to much. So why bother?”

If you want to be successful in managing and nurturing your network you must be mindful of the people not the numbers.  If your network is too large, the valuable work of cultivating those relationships is either non-existent, or not genuine.  While it may appear on paper that you have a large network, it only becomes valuable if it is being tended to with value, authenticity and time.

Question:  How many candidates are you able to successfully maintain in your talent network?  

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Editor's Note: Lee Gray is the Senior Account Manager at Tidemark Inc. Lee is a regular contributor to WorkPuzzle. Comments or questions are welcome. .

In my
previous life (pre-Tidemark), I was a case manager for Big Brothers and Big Sisters in New Hampshire. Before that, I worked as an "at risk" youth counselor for another non-profit organization. 

While
the backgrounds of those I served was not pretty, the outcomes of my efforts did make a difference. In my previous positions, I had to set my goals for the long-term.  Short-term results were either nonexistant or difficult to detect.   

Obviously,my experiences are not
in the same vein as most real estate owners and managers, but there are some suprising similarities between the roles. In fact, if you're going to meet your retention and
recruiting goals, you will be more successful if you approach the problem from a framework of helping those you want to recruit and retain. This is what worked at Big Brothers and Big Sisters, and it can work for you as well.

The starting point of this process is gaining an understanding of what is causing the individual to struggle (ie. what are his/her needs).  The only way to truly get this information is to naturally engage in a relationship building process. 

Once you can identify an area of concern and
can help that person navigate through it, you have become an incredible source
of value and authenticity–two critical components in retention and
recruiting.

Brian
Patrick Eha, assistant editor for Entrepreneur.com, recently wrote an article
discussing the work of the late Zig Ziglar.  Below is an excerpt, which is very relevant to my point.

“If you want to achieve your goals,help others achieve theirs. Motivational speaker Zig Ziglar did
just that, reportedly traveling more than five million miles in his career and
touching a quarter of a billion lives. Fortunately for us, he left behind a lot
of sound advice.

'You will get all you want in
life if you help enough other people get what they want,' Ziglar famously
said. Put his maxim into practice: Next time you're in a meeting, focus on
discerning the other person's needs rather than your own.

Form personal connections with
customers.
 Customers often buy from the
businesses and sales professionals whom they like on a personal level. Do a
little research before meeting with your next client and look for common
ground.” 

Try substituting “customer” and “client”
with "agents," both existing and those whom you wish to recruit.

Once you get to the point of helping people
solve their problems or overcome obstacles impeding their success, you will have
taken one giant step towards your recruiting and retention goals.

Take it from a Big Sister…helping others achieve their goals will naturally help you
achieve yours.

Question: 
What difficulties do your candidates commonly face?  Have you figured out a creative way to help
them over these obstacles?  Take a minute
to share what you’ve learned…

Join the WorkPuzzle Discussion at the Tidemark Online Community (TMOC)

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Already of a member of TMOC?  If so, join the WorkPuzzle Dialog Group by clicking on the WorkPuzzle Group icon on the left side of your TMOC homepage.  Questions?   Email the WorkPuzzle editor (workpuzzle@hiringcenter.net) and we'll walk through the process.

Editor's Note: Lee Gray is the Senior Account Manager at Tidemark Inc. Lee is a regular contributor to WorkPuzzle. Comments or questions are welcome. .