When thinking about your office’s growth plans consider the gaps you have in a personnel sense; relo agents, agents to do floor time, specific production ranges, specialty i.e. commercial, new construction, mentors, etc. Then center your growth activities to fill those very specific spots.
In conversations with candidates as you get to know them, these are easy transitions into their interests so that you gain more knowledge on fit and motivation. The more intent you are in getting know someone the more success you will have.