How to recruit great staff for your office

For most real estate principals, recruitment is an integral aspect of their business’s success. After all, it can be difficult for a business to maximise its potential without the right team behind it. While recruitment can be a time-consuming and sometimes difficult task, a clear and smart recruitment strategy can go a long way to making the process easier. To help principals develop a strategy that works for their business, we will be running a four-part series about how to execute effective recruitment initiatives. 

An effective recruitment campaign can be broken down into three main phases: generating applicants; the interview process; and offering the position to the successful candidate. To start, we will focus on how to generate a strong applicant pool. Here are three key considerations that should underpin this stage of the process:

1. Review the position description: an up-to-date job description will be vital to attracting suitable candidates regardless of whether you manage the recruitment process in-house or externally.  To help formulate an accurate and up-to-date job description, you may want to consider meeting with the outgoing employee to discuss what their job entails on a day-to-day level. This method may not always be appropriate, however, depending on the circumstances behind the employee’s departure. In cases where it’s inappropriate to discuss the job description with the departing employee, the employee’s manager, colleagues or contract may provide alternative sources of insight into the position;

2. Consider your advertising: various forms of advertising can yield different results. Experimentation when advertising job vacancies can pay off depending on the position in question. Some real estate offices have found that mobilising employees’ Facebook networks has helped with recruitment. More traditional advertisements, online and in local newspapers, are also proven recruitment tools;

3. Consider social media: research from Jobsite, a recruitment firm in the UK, has shown that 94 per cent of professional recruiters use some form of social media when recruiting. Taking the time to look at candidates online profiles may help you to identify people who are the right fit for your team – or prevent you from hiring the wrong fit. 

Check back next week when we will be discussing how to formulate appropriate and effective recruitment interview questions. 

Posted by George Tarbey on 19/07/2013 at 12:00 AM | Categories:


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