It’s a happy day for everyone when things work out.
Placing staff in new positions is fraught: we always want the best possible fit for both the client and the candidate and we go to some lengths to make sure that this is the case every time. Some are better than others but there is nothing more satisfying than a situation with a positive outcome for all concerned.
Recently, we received an inquiry through our website for a candidate who had just heard about us from a colleague. She wanted to know if what she had been told by her employer about salary was fair and true, within the current real estate market.
Here’s a snippet from the email:
Two years ago, during a performance review, my boss told me that I’d never make a penny more than the $39,000 he was paying me because I was at the top of the pay scale for my position . If he is correct, please let me know but I believe I am underpaid especially since in addition to the normal real estate work I do (listings, booking showings, all web-forms, top producer management, expenses, payroll, HST, marketing and social media), I am also doing a lot of manual work preparing homes for sale (painting rooms, sanding and oiling floors, sanding and puttying walls, doors and door frames till there are no more flaws.)
***
Within five minutes of receiving this email, I texted the candidate, figuring she was probably at work. I confirmed receipt of her inquiry and asked her for a time to talk.
During her lunch hour, we discussed her experience, skills, situation and I presented her with a client that would love to interview her. She was floored. She couldn’t believe that within minutes of her email, she was scheduled for a call with me, and then an interview with a client.
That was on a Monday. By the Saturday of that week, she had met with the new team, a very prestigious one that most candidates dream about joining, and she was hired on the spot. The realtor made the hire before consulting with us. Normally, I advocate for more interviews and reference checks but the realtor had already offered her the job. The realtor went with her gut instincts and years of recruitment experience because she knew the potential and experience this candidate came with. Still, I was uneasy about that decision.
Only one week after her initial email to me, the candidate gave her two weeks’ notice and started counting down the days to her new career. Did I mention that she was hired at fair market value for her skills and experience? The whole experience of finding this gem of a candidate, finding a role that would suit her and satisfying a client with a rare pearl, what could be better than that?
Now, fast forward to her Monday start date. The realtor that hired her on the spot messages me: “I think I made a mistake”. My heart dropped. Seeing candidates leave jobs because of a realtor’s impulsive decision always scares me. There are steps to take to ensure a successful hire is made and when we skip steps, the candidate usually pays for the mistake. The realtor realized within a few hours that the candidate hadn’t been trained on everything in real estate, although she had years’ experience. Every real estate team runs differently. What works for one, doesn’t work for another. The realtor thought this candidate was a great hire, but regrettably didn’t have the time to train her on the things she didn’t know.
I had to move quickly. I arranged another interview for the candidate with a very professional realtor. By Friday, he had completed an all-day assessment with her and knew that she was the perfect addition to his team. Minimizing damage is our focus when things go wrong. It doesn’t take away from the stressful week that both the candidate and I had, but it was a happy ending to an awkward start.
We also take care of both sides of the story: we found a replacement for the realtor who realized her first hire wasn’t the right fit. This time, we insisted on her conducting two interviews and an assessment before she hired the replacement. And she did! Her replacement started one week after that first hire started.
Replacing candidates rarely happens, but when it does, seamless is what we aim for at AGENTC. This is what we do. We hunt for the best candidates, we recognize who is worth presenting and who needs some more work, and we know which teams to place them in. And we support and facilitate a smooth exit when the right hire isn’t made. It is matchmaking personalities and skills for professionals done right.
