Are you looking to hire? Do you need a superstar to join your team, someone who can manage your business with care and initiative? You’re on the right path.
In today’s competitive market, finding skilled and talented individuals to elevate your business can be challenging. You require someone proactive, not someone who needs constant reminders. It’s essential to have a clear vision and a strategic approach when seeking the right candidate.
Just like you excel in your craft, look for someone specialized
Avoid seeking a Jack (or Jill) of all trades. If the role is highly administrative, don’t expect them to be a graphic designer and a sales rep as well. They excel in their expertise, just as you do. The aim is to streamline your hiring process: take your time to hire but act swiftly to let go.
Visualize what your new hire will accomplish and outline the essential requirements and desirable attributes. Always begin with the end goal in mind as today’s hire may not fit that role tomorrow. Remember, your employees are not family, so refrain from referring to them as such unless they are actually related to you.
Create a profile of your ideal candidate and establish realistic expectations by observing your colleagues’ hiring practices and employee retention rates. It’s not only about the salary; it’s also about how you treat your employees and the culture you cultivate in the workplace.
Review your job description to ensure it aligns with your needs, wants, and what you can realistically offer. This alignment is crucial in attracting candidates who will thrive in your work environment. Keep in mind that you may not find a candidate who perfectly matches your requirements, which is part of the learning process in distinguishing between what you need and what you want. Being flexible and open to diverse skill sets and experiences can lead to discovering a candidate who brings unexpected value to your team.
Networking is crucial, and you are the face of the brand
Networking is vital. Tap into your real estate network, targeting individuals who are not actively seeking roles on job boards. Valuable candidates are often those you actively seek out. Ensure your job description is clear on salary, hours, responsibilities, requirements, and desirable attributes. Remember, you are the brand ambassador for your business, and this is your chance to attract the right person. The more precise and enticing your job listing, the better quality applicants you will draw in.
Start by networking with your brokerage and colleagues to establish a referral network. This is akin to generating new business from your CRM. Leverage your existing connections and let them know you are in search of top talent. Referrals can often lead to high-quality candidates who may not be actively looking for new opportunities but would be open to the right one.
It’s challenging, but you’re resilient
Interviews can be a rollercoaster of emotions. Some candidates may express interest and then withdraw, necessitating you to start anew. This can occur at any stage of the recruitment process. It’s similar to a sales cycle: you continuously sell the dream to your candidate until they commit. Persistence and patience are key throughout this process.
Remember, while hiring is tough in any season, even with a surplus of candidates, all it takes is one exceptional candidate to enhance your business. This individual can bring fresh ideas, energy, and perspectives that propel your business forward.
Establishing your interview process
Mitigate risk by implementing a structured interview process:
1. Phone screen. Introduce yourself and express gratitude for the candidate’s interest. This initial step helps you assess their communication skills and enthusiasm for the role.
2. Face-to-face/video call meeting. Evaluate if the candidate aligns with your company culture while also showcasing your company to them. This is your opportunity to delve deeper into their experience and how it fits your requirements.
3. Paid assessment. Have them visit your workplace to evaluate mutual compatibility. This hands-on approach provides insight into their potential performance in the role.
4. Professional references. Conduct thorough reference checks. These references can offer valuable insights into the candidate’s past performance and reliability.
5. Extend an offer. Ensure it reflects the current market value and acknowledges the candidate’s value. A competitive offer demonstrates your dedication to attracting top talent. Do not underestimate the value your employees bring. Offering a low salary may result in losing them to a higher bidder.
Move candidates through the process efficiently, ideally every five days, to prevent losing them to other opportunities. Timeliness demonstrates to candidates that you respect their time and are serious about filling the position. It’s akin to dealing with a serious buyer for a property you have listed. Imagine dropping that ball!
The first three months
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This article was complied with AI assistance and reviewed by an editor. More information can be found in our T &C
