12 tips for employers hiring a lot of student, recent grads for early career, real estate jobs 

When hiring dozens or even hundreds of candidates for real estate roles, employers need a recruitment strategy that emphasizes self-motivation, sales skills, and local market knowledge. Real estate roles—such as agents, leasing consultants, transaction coordinators, and property managers—often require licensing, strong communication abilities, and a comfort level with commission-based or performance-driven work. Employers can streamline hiring by using applicant tracking systems (ATS) to filter for licensure status, sales experience, and familiarity with tools like CRM software or listing platforms. Job boards like College Recruiter can be especially effective for attracting early career professionals interested in entering the real estate industry, particularly in entry-level sales or support roles. Pre-employment assessments that evaluate negotiation skills, customer interaction, and goal orientation can help identify candidates likely to thrive in fast-paced, client-facing environments.

To manage high-volume hiring efficiently, real estate firms and property management companies can host virtual info sessions, recruitment events, or licensing prep workshops to engage prospective candidates. Group interviews and sales simulations—such as mock showings or objection-handling exercises—allow hiring managers to assess how candidates present properties, build rapport, and close deals. Structured interviews with behavioral and scenario-based questions can help gauge a candidate’s ability to manage time, navigate difficult clients, and stay motivated in a performance-driven setting. Once hired, a strong onboarding program that includes licensing support (if needed), mentorship, and hands-on training ensures that new real estate professionals hit the ground running with the tools and confidence they need to succeed.

We reached out to a dozen hiring experts to ask for their suggestions for employers who plan to hire dozens, hundreds, or even thousands of students, recent graduates, and others early in their careers for real estate jobs.

• Focus on Quality Over Quantity
• Prioritize Mindset Over Experience
• Provide Effective Training and Mentorship
• Be Honest About Job Realities
• Hire for Personality and Drive
• Invest in Long-Term Retention
• Seek Passionate and Adaptable Candidates
• Look Beyond Experience to Attitude
• Standardize and Automate Hiring Process
• Value Strong Sales Backgrounds
• Use Video Platforms for Screening
• Ensure Clear Job Roles and Expectations

Focus on Quality Over Quantity

For me, one of the biggest mistakes employers make when hiring high-volume candidates for real estate jobs is focusing too much on quantity over quality. It’s tempting to bring in a large number of agents quickly, thinking more people equals more deals, but in my experience, that approach can backfire.

In my opinion, the key is hiring with intention, making sure every candidate aligns with the company’s culture, values, and long-term goals. I’d rather take the time to find the right people who will thrive in this business than onboard a bunch of agents who churn out in six months.

One thing I always look for is coachability. In real estate, skills can be taught, but mindset and work ethic are harder to train. When hiring at scale, I focus on people who are eager to learn, take feedback well, and are willing to put in the work.

On the flip side, a mistake I see often is neglecting proper onboarding. You can hire the best talent, but if you don’t have a solid system in place to train, support, and integrate them into your team, they won’t stick around. That’s why we’ve built a structured team training manual that walks new agents through everything from tech and contracts to lead generation and time management, so they’re set up for success from day one.

Bottom line? Don’t just hire to fill seats; hire to build a team that lasts.

Adam Chahl, Owner / Realtor, Vancouver Home Search

Prioritize Mindset Over Experience

One of the biggest mistakes employers make when hiring a high volume of real estate candidates is focusing too much on experience and not enough on mindset. Real estate is a skills-based business, and skills can be taught. But drive, resilience, and a genuine ability to connect with people—that’s harder to train. Too many brokerages look for agents with past sales experience, assuming that guarantees success. It doesn’t.

Instead, hiring managers should focus on identifying candidates who are hungry to succeed and willing to put in the work. Look for people who thrive in uncertain environments, don’t shy away from rejection, and can build relationships naturally. Those are the people who will stick with it long enough to develop the skills that actually lead to success in real estate.

Another thing to avoid? Overpromising what the job entails. Some brokerages sell a dream that doesn’t match reality, leading to quick turnover. Be upfront about the challenges, the long hours, and the persistence it takes. When you bring in people who truly understand the business and are motivated to grow, you’ll have a stronger, more committed team in the long run.

Justin Landis, Founder, Justin Landis Group

Provide Effective Training and Mentorship

As a real estate agent, I have realized how important it is to have effective training and clear expectations in place. I think large real estate firms need to implement efficient onboarding systems to get new agents up to speed quickly. Simply handing over a desk and a phone is not enough.

New agents usually find themselves struggling without the right training and input. I believe in providing comprehensive training and mentorship. This approach helps them get started and enables them to produce good results quickly. It’s equally important to be upfront about how commissions work and the market challenges they will face. This transparency helps prevent new agents from feeling deceived and potentially leaving the firm prematurely.

I have also noticed that some brokerages place too much emphasis on a candidate’s personality, overlooking the real indicators of a successful agent, such as discipline and resilience. While having a charming personality can help in sales, it is a strong work ethic and the ability to persevere that truly count in the long run. Post-hiring support is another area where firms often fall short. Without regular follow-ups, coaching, or access to necessary resources, new agents might lose their motivation and decide to leave. The most successful firms I’ve seen recruit carefully and support their agents consistently throughout their careers.

Jeff Burke, CEO, Jeff Burke & Associates

Be Honest About Job Realities

I’ve seen many new faces rush into the real estate game, lured by the dream of making big dollars right from the start. However, anyone interested in this career should know that building a successful career in real estate doesn’t happen overnight. It takes real expertise, hard work, and a considerable amount of time to establish a steady business.

I believe some brokerages do a disservice by only hyping up the potential earnings to attract more people. This usually ends up disappointing many new hires when they realize the paycheck isn’t as immediate or as substantial as they’d hoped. Those who come in only for the quick cash tend to leave just as quickly, which results in high turnover and a lot of dissatisfaction.

For me, honesty is crucial. As an employer, you should be upfront about what the job entails. This includes being clear about the training phase, how commissions work, and just how long it might take before you start seeing consistent earnings. Offering solid support is also important. You should provide mentoring, help with finding leads, and continuous training.

Instead of overselling the dream, focusing on equipping new agents with the right tools and skills helps you build a team that’s not just looking for a quick payout, but one that’s ready to put in the effort and persevere through the challenges.

J.D. Songstad, Realtor, MrWestside Real Estate

Hire for Personality and Drive

When hiring a high volume of candidates for real estate jobs, one mistake employers often make is focusing too much on experience and not enough on personality and drive. Real estate is a people business. You can teach someone the technical skills–how to write a contract, how to market a property–but you can’t teach hustle, resilience, or the ability to connect with clients in a way that builds trust.

The best hires aren’t always the ones with the most impressive resumes. They’re the ones who are coachable, self-motivated, and willing to put in the work to build relationships. Too many brokerages bring in agents based solely on past numbers, then wonder why they don’t perform in a new environment. Instead, focus on their attitude, communication ability, and whether they genuinely enjoy working with people.

The other big mistake? Hiring without a solid training and mentorship plan. Real estate is a tough business, and throwing new agents in without proper guidance is a recipe for high turnover. If you want to scale up with the right people, invest in their success from day one. That’s how you build a strong, lasting team in this industry.

Jimmy Welch, President, The Jimmy Welch Team

Invest in Long-Term Retention

One of the smartest things employers can do when hiring a high volume of real estate agents is to invest in long-term retention. Too often, brokerages bring in as many agents as possible, assuming a few will stick. This approach leads to high turnover, wasted resources, and a revolving door of agents who never reach their full potential.

Instead, focus on setting new hires up for success right away. Provide strong mentorship, clear systems, and hands-on training so they don’t feel like they’re being thrown into the deep end. Real estate can be overwhelming for new agents; without the right support, many will burn out before they ever close a deal. The more you invest in their growth, the more likely they are to stay and thrive.

Also, don’t just look at sales potential–look at character. Real estate is a relationship-driven business. The best agents aren’t just good at closing deals; they’re great at building trust. If you hire with that in mind and give people the tools they need to succeed, you won’t just be filling positions–you’ll be building a strong, loyal team that will drive your business forward.

Matt Ward, Team Lead, The Matt Ward Group

Seek Passionate and Adaptable Candidates

From my experience, hiring high-volume candidates in real estate isn’t just about filling roles—it’s about finding people who are truly passionate about helping clients and navigating market changes. I strongly believe that the best hires are those who bring both skill and heart to the job. Real estate is more than sales; it’s about guiding people through one of the biggest financial decisions of their lives. That’s why it’s important to look beyond a candidate’s resume and focus on their ability to build trust, communicate clearly, and stay motivated in a fast-moving industry. Creating a strong talent pipeline through networking and mentorship helps attract individuals who see real estate as a long-term career rather than just a temporary opportunity.

Another thing I recommend is not making hiring decisions based solely on past sales numbers. For example, someone who performed well in a booming market may struggle when conditions shift. I’ve seen that the most successful real estate professionals are those who stay informed, adapt quickly, and put their clients’ needs first. Without these qualities, even the most experienced hires can fall short. Employers should seek individuals with resilience, a willingness to learn, and a true passion for helping people find the right home or investment. That’s what leads to lasting success.

Betsy Pepine, Owner and Real Estate Broker, Pepine Realty

Look Beyond Experience to Attitude

As a real estate expert and investor in Miami, FL, with over 10 years of experience, I’ve learned that hiring the right people is key to success in this business. I do about 10 rehabs yearly and manage 10 short-term rentals with top reviews, so I’ve worked with contractors, property managers, and real estate professionals at all levels. When hiring high-volume candidates for real estate jobs, one of the biggest mistakes employers make is focusing too much on experience instead of attitude and adaptability.

When hiring for roles in real estate—whether it’s for agents, leasing specialists, or property managers—look for candidates who can problem-solve, communicate well, and adapt to fast-changing situations. Real estate is an industry where things don’t always go as planned, and you need people who can think independently. A strong work ethic and willingness to learn will often outweigh years of experience.

I’ve seen firsthand that employees with great people skills and high motivation outperform those with long resumes but poor communication. For example, in my short-term rental business, I hired a property manager with no prior experience but a strong background in customer service. Within six months, guest satisfaction scores increased by 15%, and bookings rose by 20% because of their ability to quickly respond to issues and create a better guest experience.

One mistake I’ve seen in high-volume hiring is rushing the process just to fill positions. In real estate, hiring the wrong person can be costly. A poorly trained agent or property manager can lose leads, mishandle deals, or create unnecessary problems. A single bad hire in property management can cost thousands in lost revenue due to poor tenant relations or mismanaged repairs.

The best approach is to hire for attitude, train for skill, and have a structured onboarding process. Investing time in finding the right candidates instead of just filling roles quickly will lead to higher retention, better performance, and a stronger team in the long run.

Andy Saintilus, Founder, We Buy Doors

Standardize and Automate Hiring Process

When hiring high-volume candidates for real estate jobs, employers should standardize the hiring process and leverage automation to streamline candidate selection. Using structured interviews, pre-screening assessments, and clear evaluation criteria ensures consistency and fairness, making it easier to identify top candidates efficiently. 

Additionally, implementing applicant tracking systems (ATS) and automated scheduling tools can significantly reduce administrative workload, allowing hiring teams to focus on engaging with the most qualified applicants. By automating repetitive tasks and maintaining a standardized evaluation process, employers can hire faster, reduce bias, and improve the overall candidate experience, ultimately leading to a more effective and scalable recruitment strategy.

Jason Donajkowski, Broker / Owner, Paragon Property Management Group

Value Strong Sales Backgrounds

One thing employers should do when hiring a high volume of candidates for real estate jobs is to look beyond direct real estate experience and focus on candidates with strong sales backgrounds. When we were building my newly created team, I noticed that recruiters initially prioritized applicants with real estate experience. However, during our second recruitment cycle, we expanded our search to include candidates with general sales expertise. This shift proved to be a game-changer.

Many of these candidates were highly coachable, adaptable, and eager to learn. With the right training and support, they quickly transformed into top-performing agents in Dubai’s competitive real estate market. Sales skills—like negotiation, relationship-building, and understanding client needs—are transferable and often more valuable than prior real estate knowledge.

By being open to candidates with diverse sales backgrounds and investing in their growth, employers can uncover high-potential talent and build a dynamic, successful real estate team.

Lama Fardon, Property Advisor, Stage Properties Brokers LLC

Use Video Platforms for Screening

If you’re running a real estate agency, you probably already know that most, if not all, real estate agents work on 100% commission. Turnover rates are typically high in this industry. 

You may feel rushed to hire candidates, but you shouldn’t. 

Utilize platforms that allow applicants to respond to pre-recorded questions via video. This will help you save time and evaluate candidates beyond a resume.

When interviewing candidates, clearly outline the mental demands of a 100% commission position. Be transparent. They will be responsible for their own income.

Andrew Reichek, Broker, Bodebuilders

Ensure Clear Job Roles and Expectations

When hiring high-volume candidates for real estate jobs, ensuring a proper understanding of the job roles and expectations from the start is crucial. In my experience, clear communication about job roles reduced employee turnover by 15%. Providing detailed job descriptions and requirements from the outset helps align candidates’ expectations and responsibilities.

Moreover, prioritizing training for high-volume hiring in the real estate sector is important. One approach we used was implementing a mentorship program where new hires shadow experienced agents, which shortened the learning curve significantly. This not only helps new employees get up to speed faster but also fosters a team-oriented environment.

Finally, paying attention to cultural fit can greatly improve retention rates. In our practice, we conduct informal interviews focusing on values alignment besides formal assessments. We’ve noticed that candidates who align with our company culture tend to perform better and stay longer, reducing the need for frequent rehiring efforts.

Don M Walters, Owner, The Ephraim Group