NEWPORT BEACH, Calif. – October 22, 2015 – RETS Associates, a leading national real estate recruiting firm, announced the findings of its 4th Annual Survey of Real Estate Financial Analysts…
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NEWS
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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.”
When recruiting talent in real estate, it’s important to ensure a culture match between the candidate and the firm regardless of a candidate’s skillsets to create a long-lasting employment relationship will last. Identification of this match during the interview and vetting processes will save companies time and money.
In this Executive Q&A, Kent Elliott, principal at RETS Associates, a leading search and staffing firm that focuses specifically on the real estate industry, and Martin Pupil, president of the western division at Colliers International, discuss their insights and observations on the role that networking plays during the interview process.
