May 7, 2018 In this edition of The Hiring Squad, Kent Elliott, principal at leading national real estate recruiting firm RETS Associates (RETS), connects with Chad Froman, senior vice president of asset management at The Sobrato Organization. The two discuss Froman’s journey from a RETS candidate to a client and share ways to secure top […]
Although the U.S. unemployment rate is fairly low at 5.5%, RETS estimates that the commercial real estate industry is currently posting unemployment at half that level. Business is expanding, hiring is brisk, and well-qualified candidates can be selective in their professional options. The most successful organizations will have a hiring plan in place and will be ready to act quickly when a leading candidate is identified.
Speed is essential, but companies must also reach out to impress candidates with fresh opportunities and assure them of a good fit in their organization. Most candidates are currently employed, often with very good compensation package and benefits, so firms must be ready to step up with offers designed to attract top talent. Candidates are seeking positions with a career path from both short and long term perspectives. A difference in healthcare coverage, and/or a flexible work schedule and paid time off can make or break an agreement. As a REIT Vice President recently told RETS, “Two weeks of annual vacation time won’t bring quality, Millennial generation talent on board in this market.”