Is your agency’s recruitment strategy working?
Recruitment is one of the biggest challenges that we as property managers face. Turnover in the industry is high and finding talented, enthusiastic and committed property managers can feel like an overwhelming task.
Here are our tips for getting the very best out of your approach to recruitment.
Before you even think about the quality of your talent pool, it’s critical to step back and take a look at the way you’re hiring. Are you constantly scrambling to hire people when you find yourself in a sticky situation? Here are four things to consider when it comes to your recruitment process.
Make sure that you have experienced members of the team involved in the interview process and invest in getting their expertise when it comes to new talent. Remember, when you’re in the recruitment process your candidates are interviewing you just as much as you are them, so send the right impression about your agency and the importance you place on attracting the right people.
We’ve all been there, when you just need to find someone to take on the role. Invariably, this leads to accepting standards that you wouldn’t otherwise, out of sheer desperation. Switch your mindset to think about hiring before you actually need to; always be on the lookout for talent and keep a list of people you could approach when the time comes. Networking is key!
Get a second opinion
Never complete a hire without at least two people from your organisation meeting the candidate. While it does mean more time spent on the process, it’s critical for ensuring the right fit for your agency in terms of skills/experience as well as culture.
When it comes to attracting great talent, there’s no bigger advocate for your organisation than your existing group of staff. How can you ensure that your staff, with connections into the industry, are referring your workplace? Tap into who your staff know and ensure you get a glowing recommendation from them.
It sounds like a no-brainer, but the reality of recruitment is that you just can’t beat hiring good people. Finding someone with a personality that’s going to fit in seamlessly within your team is often the hardest task, so making hires based on whether or not someone is a good cultural fit will likely ensure optimum longevity for a candidate.
Hire on attitude, not experience
When looking for a good cultural fit, make sure you’re taking stock of a candidate’s attitude—not just their experience. Sparkling resumes are ten-a-penny; but finding someone with an attitude that resonates with your organisation is priceless. Experience can be garnered; a great attitude cannot.
Know your point of difference
When heading into an interview with a potential candidate, make sure you’re ready to sell your organisation to them. Know your points of difference, and make sure you’re able to articulate them well—this will ensure you and your team will stand out in comparison to your competitors.
So, what does all of this mean for your strategy? Look to adopt an always-on approach to recruitment and make sure you never compromise on culture.