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Agent onboarding checklist

Pre-boarding

Send offer letter and employment agreement to the agent.

Request signed offer letter and employment agreement from the agent.

Conduct background checks and verify licenses and certifications.

Provide the agent with necessary paperwork and forms to complete (tax forms, direct deposit form, etc.).

Schedule a meeting to discuss the onboarding process and answer any questions.

Administrative Tasks

Set up the agent's email account and provide necessary login credentials.

Provide access to necessary software and tools (CRM, MLS, company intranet, etc.).

Create a profile for the agent on the company website and other relevant platforms.

Provide the agent with business cards and other marketing materials.

Order necessary office supplies for the agent.

Training and Orientation

Schedule initial training sessions for the agent to learn about company policies, procedures, and technology.

Assign a mentor or buddy to the agent for support and guidance during the onboarding process.

Set up meetings with different departments (marketing, finance, legal, etc.) to familiarize the agent with the organization's structure and processes.

Provide training on sales techniques, lead generation, and marketing strategies specific to the real estate industry.

Offer ongoing training opportunities to help the agent enhance their skills and knowledge.

Marketing and Branding

Assist the agent in creating a personal branding strategy and marketing plan.

Provide guidance on utilizing social media platforms, websites, and other marketing channels effectively.

Coordinate professional photoshoots for the agent's headshots and property listings.

Ensure the agent has access to necessary marketing materials (brochures, flyers, signage, etc.).

Help the agent create and optimize their online profiles on real estate platforms and directories.

Team Integration

Introduce the agent to the rest of the team and facilitate networking opportunities.

Provide information about team meetings, events, and communication channels.

Assign the agent to a specific team or assign them specific responsibilities within the organization.

Encourage collaboration and knowledge-sharing among team members.

Monitor the agent's progress and provide feedback and support as needed.

Performance Evaluation

Set clear performance expectations and goals for the agent.

Schedule regular check-ins and performance evaluations to assess the agent's progress.

Provide constructive feedback and guidance for improvement.

Recognize and reward the agent's achievements and milestones.

Discuss opportunities for career growth and advancement within the organization.

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