Mortgage Recruiters: Fill & Download for Free

Listen and ask questions (especially open-ended questions).Be genuinely interested. (In the long run, most people can tell.)Be a little bit vulnerable. Open up a bit.Open up about a flaw or blunder.In sales, approach a client as a consultant not a salesman. This means your job is to problem-solve, not to sell.Ramit Singh, great entrepreneur whom I am dying to meet, suggested something along the lines of " 'I'm not right for everyone; for the few people I'm right for, I do an extraordinary job . I’m here to figure out what you want.' The moment you try to appeal to everybody, you appeal to nobody."Follow through.Communicate delays, changes, or challenges on your end that affect them.Apologize when you should. Own up to your mistakes.Admit when you don't know something. And, don't be afraid to ask more questions-- to ask for someone's expertise. For example, I as a recruiter may ask a mortgage recruiter: "Do you have any advice on how I can better evaluate underwriters on how well they can review xyz loans? I've been struggling with...and I know the smart thing is to rely on the best people in the field, the experts .. and you came to mind..."Keep in touch. This doesn't mean only surfacing sporadically with a request to "like your business page" or other.Ask yourself daily: How can I serve others? Serve others and it will serve you. This could be as simple as sending an article to someone because it's relevant to their field and you thought they would enjoy the insights.Trust yourself.

It is risky enough to ask and consider questions with regard to job candidates' ages. As stated by the U.S. Equal Employment Opportunity Commission (EEOC), age discrimination involves treating someone (an applicant or employee) less favorably because of his age." There is also the Age Discrimination in Employment Act (ADEA), which prohibits the discrimination of job applicants who already celebrated their 40th birthday.In my particular field, executive recruiting for the mortgage industry, employers know that age does not preclude success. Assuming that an older loan originator will automatically have more experience and contacts than a young loan officer could be flawed thinking. Mortgage recruiting is like a meritocracy; if you are consistently successful at your job, you will have no problems getting a good position.

We use an Applicant Tracking Software (ATS) solution by PCRecruiter, which not only allows us to screen applications but also manage a pipeline of mortgage professionals as they move through the stages of the recruiting process.We market and promote the Web interface of our job database and then use Boolean search parameters on keywords and phrases to narrow down our search.This is what it looks like:Search Menu - Bradbury and Partners, Executive Mortgage Recruiting