Referral Requests script to partner with HR for relocating employees in a new city

Introduction

This script is designed to help real estate and mortgage professionals forge valuable partnerships with Human Resources departments. You'll learn how to articulate a compelling value proposition that simplifies the relocation process for their new hires, positioning yourself as an indispensable resource. Our goal is to make the employee relocation experience seamless and stress-free, benefiting both the company and its valuable talent.

Opening Lines

"Hello [HR Contact Name], my name is [Your Name] from [Your Company]. I'm reaching out today because I specialize in helping companies like [Company Name] streamline the relocation process for their incoming employees. [PAUSE] We understand how crucial a smooth transition is for new hires, and how much time and resources HR can dedicate to it."

"Many companies find that offering dedicated, expert support for housing and financing helps their new talent settle in faster and focus on their work sooner. [LISTEN] I'm curious, what's been your experience supporting employees relocating to [City/Region]?"

Main Script Body

"Thanks for sharing, [HR Contact Name]. My team and I provide a tailored, end-to-end relocation service that truly takes the burden off HR and ensures a positive experience for your employees."

"Imagine your new hires arriving in [City/Region] with a dedicated point of contact for all their housing needs. We provide personalized neighborhood tours, connect them with top-rated real estate agents who understand their unique needs, and offer expert mortgage guidance – often including pre-approvals before they even arrive."

"This isn't just about finding a house; it's about helping them find a home where they feel comfortable and can thrive. Our service significantly reduces the stress and uncertainty of moving to a new city, allowing them to hit the ground running at [Company Name]."

"We handle everything from initial consultations to closing, ensuring a seamless experience. For your employees, this means less time spent searching and more time settling in. For you, it means happier, more productive employees and a significant reduction in administrative tasks related to relocation."

"Our goal is to be an extension of your HR team, providing a high-touch service that reflects positively on [Company Name]'s commitment to its people. We want to make their transition so smooth, they feel supported every step of the way. [PAUSE] Does that sound like it could benefit your relocating employees and your department?"

Handling Objections

1. "I need to think about it."

"Absolutely, I completely understand you'd want to consider all your options. [PAUSE] What specifically comes to mind when you say you need to think about it? Is there any particular aspect of our service that you'd like more clarity on, or perhaps a specific concern that's weighing on your mind?"

"Many HR professionals initially feel that way, but once they see how our integrated approach saves them time and boosts employee satisfaction, it becomes a clear win. Perhaps we could schedule a quick 15-minute follow-up next week, and in the meantime, I can send you a brief overview of our process and some testimonials from other HR partners? That way, you'll have all the information you need to make an informed decision."

"My aim isn't to rush you, but to ensure you have all the facts. Could we schedule a brief follow-up call, say Tuesday afternoon, to address any questions that come up after you review the materials?"

"What's the biggest benefit you see for your employees, and what might be the biggest hurdle on your end? Knowing that helps me understand how best to provide you with the information you need to think it over."

2. "The price/rate is too high."

"I appreciate you bringing that up, and it's a common initial thought. However, I want to clarify that our partnership with your HR department comes at no cost to [Company Name]. We earn our compensation through the standard real estate and mortgage processes, just like any agent or lender."

"In fact, our service can actually save your employees money by connecting them with competitive mortgage rates and experienced agents who negotiate on their behalf. We focus on finding them the best value in their new market."

"The 'cost' you might be thinking of could be the administrative time spent on coordination. However, our value proposition is precisely to reduce that time for you. Think of the indirect costs of a delayed or difficult relocation for a new employee – lost productivity, decreased morale, and even potential attrition. Our service mitigates those risks, which ultimately saves the company money in the long run."

"So, to be clear, there's no direct charge to [Company Name] for our services. Our value is in the efficiency, expertise, and employee satisfaction we deliver. Does that make more sense?"

3. "I'm working with someone else."

"That's great to hear you already have a system in place, [HR Contact Name]. I respect existing relationships. [PAUSE] Could you tell me a little bit about how that partnership currently works for your team and your relocating employees?"

"Often, even with an existing provider, companies find value in having a secondary, specialized resource. We offer a highly personalized, high-touch experience that complements what you might already have. We could serve as an excellent backup, or even specialize in particular employee segments or housing types that your current partner might not prioritize."

"We don't necessarily need to replace your current partner. Many HR departments find value in having a diverse network of resources. Perhaps we could discuss how our unique approach to personalized tours and mortgage pre-approvals might offer an additional layer of support that could significantly enhance your employee experience without disrupting your current arrangement. Could we explore that possibility?"

"I'd be happy to share some of our recent success stories or show you a demo of our personalized onboarding process, just so you have a point of comparison. There's no obligation, but it could offer a fresh perspective. Would you be open to a quick 20-minute discussion to see if there are any gaps we could fill?"

4. "I'm not ready yet."

"I completely understand that timing is everything. 'Not ready yet' can mean many things. [PAUSE] Could you help me understand what needs to happen internally for your company to be ready to explore a partnership like this?"

"Whether you're relocating one employee or twenty, having a proven system in place reduces stress when the time comes. We don't need to start moving people tomorrow, but having a preliminary discussion now allows us to tailor a plan specifically for [Company Name] for when you are ready."

"Perhaps 'not ready' means your next relocation isn't for a few months. That's actually the perfect time to set up this partnership, so when the need arises, you're prepared. We could map out a strategy now that we can implement when the time is right, completely taking the pressure off future urgent needs."

"Even if you're not ready to implement, I could share a few best practices for relocation that we've gathered from other HR professionals, completely free of charge. It might give you some insights for when you are ready. Would you be open to receiving that?"

Closing Sequence

"Based on our conversation, I'm confident our service can significantly enhance your relocation program. How about we schedule a brief follow-up call, perhaps next [Day of Week], at [Time]? I can walk you through a more detailed proposal tailored to [Company Name]'s specific needs and answer any remaining questions you might have."

"I'll send over a calendar invite now. [PAUSE] Does [Day of Week] at [Time] work for you?"

"This will be a quick, productive call, just 20 minutes, to explore how we can start making your relocating employees' transition smoother, starting with your very next hire."

Follow-up Strategy

After our call, I'll send a concise email summarizing our discussion and confirming the next meeting, attaching any relevant introductory materials. If I don't hear back, I'll follow up within 2-3 business days with a brief, value-added email (e.g., a link to a relevant article on relocation trends or a quick case study), reiterating my commitment to supporting their team.

Action is the foundational key to all success. Go out there and start building these powerful partnerships!

---

Authored by Edi Shek (NMLS# 216981)