"But the one thing that doesn't seem to change the thing that might actually be costing our industry the most is how we continue to hire the same kind of people, using the same logic, with the same expectations and then we're shocked when the outcome doesn't change. We call that recruiting. But really, it's just insanity with a business card."
"We fall back on the usual suspects: The familiar name. The person who's been around. The LO who swears this next move is the one that's going to change everything. They say all the right things: I just didn't get the support I needed. The last place overpromised. I've got deals lined up I just need a better platform. And my personal favorite If I had your platform, I know I could double my production!"
"And 90 days later, we're having the same conversation with our Ops we had the last time: Why is this file a mess? Why are they not updating the CRM? Why are they asking for a RUSH on every file? And we act surprised. If the behavior doesn't change, the results won't either. And that's the part we, as leaders, don't like to admit."
The industry repeatedly hires the same kinds of loan officers using rushed, familiar recruiting habits and expects different outcomes. Managers under pressure prioritize speed over fit and fall for familiar promises about support, platforms, and imminent deals. New hires quickly recreate prior patterns: messy files, neglected CRM updates, and frequent RUSH requests. Behavior rarely changes simply because the environment changes. Leadership often assumes systems or culture will fix performance, but unchanged behavior yields unchanged results, revealing a persistent gap in hiring strategy and accountability.
Read at www.housingwire.com
Unable to calculate read time
Collection
[
|
...
]