Are you hiring? Looking for the next superstar to join your team? Do you need someone who can treat your business like it's their own? Do you need someone to give you direction instead of you chasing? Great! You're on the right track.
In today's tough market, it's hard to find qualified and talented people who can help elevate your business. You need people who are proactive, not people who are constantly prompted. A clear vision and strategic approach is essential when searching for the right candidates.
There are people out there who are just as good at their craft as you are. Find people who are good at their craft.
It's important not to ask for a jack of all trades. If the role is administratively focused, don't expect them to also be a graphic designer and an outbound salesperson. They are just as good at their craft as you are. The goal is to systematize your hiring: hire slowly and fire fast.
Think about what the person you hire will do and make a list of must-haves and nice-to-haves. Always start with the end goal in mind because the person you hire today may not be there tomorrow. Remember, you are not hiring family members. Don't call your employees family members unless they are actually related.
Observe the hiring patterns and employee retention of your peers to create an avatar of your ideal hire and set realistic expectations. It’s not just about pay, it’s also about how you treat your employees and foster a workplace culture.
Double-check the job description and make sure it matches what you want, need, and can realistically deliver. This match is critical to attracting the right candidates who will thrive in your business environment. Remember, you won't find a candidate who perfectly matches your description; it's part of the learning process of understanding what you need and what you want. Flexibility and openness to different skill sets and experiences will lead to finding candidates who bring unexpected value to your team.
Networking is key and you are the brand ambassador
Networking is paramount. Leverage your network of people with real estate work experience and target those who are not actively searching on job boards. Quality candidates often need to be sought out. Clearly state your job description, including salary, hours, responsibilities, must-haves, and preferred qualifications. Remember, you are the brand ambassador for your business and this is your chance to attract the right talent. The more accurate and compelling your job description is, the higher the quality of applicants you will attract.
First, network with agents and colleagues to build a referral network. This is similar to generating new business from your CRM. Leverage your existing relationships and let them know you're looking for talented people. Referrals often lead to high-quality candidates who may not be actively looking for a new position, but would be open to the right opportunity.
It's hard, but you're even harder.
An interview is a rollercoaster of emotions. Some candidates who show interest will decline and you will have to start over. This can happen at any stage of the recruiting cycle. It's similar to a sales cycle: you're constantly selling the dream until the candidate signs the contract. Persistence and patience are key in this process.
Remember, hiring is tough at any time, but even in a candidate-rich market, all it takes to strengthen your business is one outstanding candidate who will bring new ideas, energy, and perspective that will move your business forward.
Define the interview process
Mitigate risk by having a clearly defined interview process.
1. Phone interview: Introduce yourself and thank the candidate for their interest. This first step helps gauge the candidate's communication skills and enthusiasm for the job.
2. Face-to-face/video meeting to assess whether the candidate will fit your business culture and at the same time, highlight your company's appeal. This is your chance to dig deeper into the candidate's experience and how it aligns with your needs.
3. Paid assessments: We invite you into the workplace to assess mutual fit. This hands-on approach gives you insight into how you would perform in a real role.
4. Professional references. We conduct thorough reference checks. These references provide valuable information about the candidate's past performance and credibility.
5. Make an offer. Make sure it reflects current market value and acknowledges the candidate's value. A competitive offer demonstrates your commitment to attracting top talent. Don't downplay the value an employee brings. Offering a low salary could cost you the employee to a higher bidder.
Move candidates through the process quickly, ideally every 5 days, so you don't lose them to other opportunities. Timeliness shows candidates that you value their time and are serious about filling the position. This is very similar to a serious buyer of a property you have listed. Imagine what would happen if you dropped the ball.
The first three months
Make sure you have clear paper trail regarding salary, leave, bonuses, job description etc. The first three months are crucial to set the tone and build cohesion in the company.
Often referred to as the onboarding phase, these first few months are essential for integrating new employees into the company culture and ensuring they have the tools and support they need to be successful.
It's about brand presence, talent, strong customer service and consultative selling
Your brand presence is reflected in who you hire and demonstrates who you are in your interactions with both clients and employees. Your past employees and interactions shape your brand. A positive reputation as an employer attracts quality candidates and contributes to the success of your business in the long term.
Understand that recruiting doesn't end with hiring, it's about talent, strong customer service and consultative selling. Your employees can become your biggest fans and referral sources. Increase employee satisfaction to increase retention and attract inbound leads.
The recruiting process is an ongoing one that requires diligence, strategy, and a commitment to fostering a positive work culture. It can be emotionally taxing and you have to manage not only your own emotions but also those of the people involved in the process. But by following these steps and keeping a clear focus on your goals, you can build a team that will take your business to new heights.