A powerful recruiting brand helps prospects opt-out of the recruiting process when they don’t fit the position or the culture. Your ideal agent recruiting profile should build upon this idea. The first step is defining what you want, but don’t stop there. Also define and list the characteristics you’re not willing to accept. Here are a few of examples: New Agents: I’m looking for new agents who will quickly transition to working full-time. I won’t accept agents who are planning to sell real estate part-time. I’m looking for new agents who have an established sphere of influence in the community. I won’t accept agents who have been living in the community less than a year. Experienced Agents: I’m looking for agents who are completing 8-12 transactions/year and want to scale to 20+ transactions. I won’t accept agents who are completing less than 5 transactions/year. I’m looking for agents who are individual contributors and want to use our support systems to grow. I won’t accept agents who are planning to build a team inside my brokerage. Sometimes it’s easier to quickly recognize what won’t work. From there, you can focus more effort and attention on those who have a higher probability of succeeding.