The hiring process is no picnic—not for the job candidates or for the employer—but it’s a necessary step in building a great real estate team. As you navigate through the process of writing a job description, posting to job boards, reviewing resumes, and interviewing candidates, you might find yourself getting overwhelmed. To help you narrow down your choices and find the very best person for your team, here are some things to consider.
1) Do they share personality traits with your current team?
Identify the characteristics that make your employees great—maybe it’s a strong work ethic blended with a bubbly personality—and choose a new hire that also possesses these traits. Make sure the new hire will fit in with your company culture.
2) Do they have the skills required for this position?
Prior to hanging the “We’re Hiring” sign, come up with a list of specific skills the ideal candidate would have. Then, during the interview process, you can ask them to describe a time when they exhibited these skills. For example, if you’re looking for someone with strong negotiation skills, you could say, “Tell me about a deal you negotiated that made you very proud.”
3) Do they possess one of your “negative core values?”
Borrow this idea from Bounce Exchange CEO Ryan Urban: he has a list of “negative core values” that he looks for in interviewees. If they possess one of those negatives, they’re out of the running.
Identify the character traits and behaviors that you DON’T want in an employee (scatterbrained, poor eye contact, talks about compensation more than once during the interview, etc.) and use those to narrow down the choices.
4) How do they behave outside the interview?
It’s difficult to get the full picture of someone from just one interview. Book In A Box CEO JT McCormick likes to send an email after the interview to see how the interviewee responds.
Whether you send a follow-up email or wait to see if they reach out to you, pay attention to your candidate’s communication skills and writing style, as well as how quickly they respond.
5) Do they say “I” or “We?”
When asking prospective employees about their past experience working on a real estate team, pay attention to whether they use “I” or “We” more often. An article by Inc.com points out that someone who only talks about his own accomplishments might not be a team player. The person who brings up how her actions impacted the whole company—that’s who you want on your real estate team.
6) How do they respond to an unconventional question?
An article by Fast Company suggests asking an unconventional question to test “flexibility, openness and the ability to think on their feet—all necessary skills in today’s workplace.” It’s also a great way to help them relax and open up.
If you need an idea, borrow Capriotti Sandwich Shop CEO Ashley Morris’s question: “What would you do in the event of a zombie apocalypse?”
7) Am I settling?
Before you pick up the phone to call your final pick and make the job offer, ask yourself this very important question: Am I settling?
Does this person meet all of the job requirements...or are they lacking one key skill? Did they hit it off with your current team during the interview...or did it feel forced?
If you haven’t found The One, don’t settle. Avoid wasting the time and money associated with staff turnover, and wait until you find the perfect fit.
I hope you find these to be helpful during your hiring process. While some of these suggestions probably feel obvious (make sure they have ALL of the required skills!), it never hurts to have a reminder. And I encourage you t\o try some of these less-conventional ideas, such as putting together a list of negative core values or coming up with a question that will catch them off guard (and maybe even make them laugh).
Best of luck on building your real estate dream team in 2017!
What's the singlemost valuable piece of advice you have to share about the hiring process? Share in the comments section below!