Finding Great Talent in Today’s World

One of the biggest challenges in the current property management industry, especially as we continue to grapple with COVID-19, is finding and keeping high-quality employees. Why? Baby Boomers are retiring and Millennials are the largest working demographic, with GenZ close behind. All of which means we must adapt and modify some (but not all) traditional hiring practices to attract and retain quality employees.

Job Description — Be Specific

The days of vaguely worded, cookie-cutter job descriptions are long gone — that is, unless, you want to wade through piles of equally generic resumes from unqualified applicants. Before you start writing, take time to fully assess what each position (yes, each one) requires. The more accurate and concise your description, the better chance you have for finding top applicants.

• Know exactly what you want — Determine your non-negotiable requirements such as education, certifications, and experience; important job skills (both hard and soft); and expected time commitment (days/hours/overtime/etc.). To narrow the field further, consider listing other desirable abilities, including tech-savviness (working knowledge of office and property management software), email and social media marketing experience, and any additional languages (spoken or written), etc.

• Describe the position in real terms — In addition to outlining the responsibilities, the description should include expected and measurable requirements (i.e., The property coordinator should be available to meet and show properties as scheduled by the company). Don’t be afraid to create and include job-specific tests.

• Sell your company — It’s no secret that retaining valuable employees a challenge, not to mention costly — particularly with younger workers. This means that not only does an applicant have to impress you, but you need to earn their loyalty by creating a desirable work atmosphere. Consider offering educational opportunities, good salaries, and benefits, etc., which will bolster your staff retention.

The Interview — Ask the Right Questions

Once you have a list of suitable candidates, it is time to get to know them (in person or online). To get the best results, ensure you ask the right questions:

• Hard skills— Ask how their industry experience and capabilities translate to the position, as well as their knowledge of industry laws and regulations (feel free to be specific), software programs, and property management best practices.

• Soft skills — Your employees are the face of your property, and their ability to relate and connect with current and potential tenants — as well as co-workers and outside contractors — has a huge effect on your business. This can be difficult to assess, as candidates usually put their best foot forward. So, ask them: Do they consider themselves friendly? Communicative? Reliable? Respectful? Calm in the face of conflict? Then, pick one or two of those attributes and ask them to elaborate and provide examples.

• Job fit — Are they a good match for you? A few questions regarding how they work can be revealing: Why they want to work specifically in your company. Why they left their previous job. Do they prefer to work alone or as a team? What’s that biggest challenge they’ve faced property management (and how did they resolve it)? What are their career goals?

• Culture fit — Each company has its own “culture” — casual, social, and autonomous; button-down, organized and micromanaged; or somewhere in between. Will the candidate not only “fit in” but thrive? Some things to address: What do they value most in the employer? How do they define personal success?

Follow-up — Dig Deeper

Once the interviews and complete, hopefully, you have a strong list of potential new employees. They’ve met the job requirements on paper and in person. Now it’s time to investigate further:

• References — Require candidates to provide at least two references, preferably in the property management industry. It’s is often believed that a previous employer is legally prohibited from providing an unfavorable recommendation — but, in fact, they can do so if they have a reasonable justification. So, ask: Were they productive in their former job? Did they get along well with their colleagues? Did they have any discipline problems?

• What’s online? — A candidate’s social media activity (Facebook, Instagram, Twitter, WhatsApp, etc.) can speak volumes. If you can view their accounts, learn about their interests, involvements, and disposition. For example, if someone is disrespectful or offensive on social media, chances are they’ll probably be the same way on the job. Consider this information during your decision-making process.

• Background Check— Information that basic online searches can’t reveal, employee screening can. While they vary by state, they may include (but are not limited to): work history, education, credit, driving record, criminal record, medical history, and social media. You may also choose to require drug screening. To keep costs lower, decide which screenings you feel are required per job or position.

Finding the right people for your property isn’t an easy task; therefore, invest the time and effort to be diligent and confident that you have the best candidates. Remember that you’re not only hiring for today, but for tomorrow and beyond.