Are you planning to hire the candidate for your real estate assistant role who looks and acts the part to perfection? Is she all what you’ve dreamed of and more? Have you already asked her out for dinner, to chat and see if she would be interested in coming to work for you?
Congratulations! You’ve made it this far with all the niceties.
Now it’s time to put your candidate through the ringer! But here’s a tip: get your associate to interview the to-be assistant too! You will get a broader perspective on her qualifications and abilities, as well as whether or not she will be a good fit for your team, by having someone else from your team speak with her.
A few helpful tips for hiring right, the first time
Among others, be sure to ask situational open-ended based questions, which have real life, concrete answers. Example? “Describe a time when you were faced with multiple priorities and your boss was calling you. What did you do and how did you manage it? What was the outcome?” We often find that managers avoid these questions, opting instead for interviewer-led ‘yes’ and ‘no’ questions, which are easier to be sure, but not very instructive as to how your candidate will act and react in the field.
Why am I so forthcoming about hiring right the first time? It’s because you need to stop being the revolving door and charitable bank account where people can come and take as they please. You cannot simply make an instinctive hire without running the risk that it will cost you hundreds, if not thousands. of dollars, including your precious time. What also happens, as a snowball effect, is that word gets out in the industry about your frequent hiring sprees. It’s not fair to you and the emotional roller coaster you have to go through each time to make the right hire, to say nothing of the rest of your team.
This is where an experienced recruiting firm comes in: to provide consultative insight that includes how to build a team through best practices and who to hire first and who not to hire or whether you really need a recruiter at all, at the current stage of your business.
What does AGENTC do for you?
We go through hundreds of resumes a week and speak to a lot of people that are in the real estate industry. We keep a consistent level of access and effort across the board, for everyone. This means that whether you’re a client or a candidate, you’ll get the same AGENTC customer service. Our process is not rocket science but it has enough fail safe procedures to ensure you’re getting the best talent for your business, every time.
So when we assess and recommend a candidate you’re looking to hire, we mean business! You should never hire on a whim, without assessing him/her. It’s not only detrimental to your business but also detrimental to the person coming on board, who might only find out they’re being let go in a few minutes, hours or days. The cost to both of you is just not worth it.
Case in point for a good hire
When you come across someone you like to hire, you should execute the same process much as you would if you were out in the dating world. When you’re dating, you usually put a prospective partner through a few outings before proceeding to the next level. Whether or not the end goal is marriage, those dates are essential as a way to assess how the prospect behaves throughout the dating process. Likewise in hiring, you need to sit your candidate in front of the computer on a busy day and see how they weather the experience. Only then can you proceed to provide a verbal offer followed by a written offer, with all the terms and conditions.
Guidance and help is at your fingertips: call AGENTC and take the away the worry about whether or not you are hiring right, or creating a revolving door!
