Hiring Tips

How To Avoid Employee Turnover in the Apartment Industry in 5 Easy Steps

Employee retention is without a doubt one of the most intense challenges facing most hiring managers in apartment communities across the board. There is nothing more frustrating than taking the time to find that perfect candidate, train them, then lose them and have to start from scratch.

While it is impossible to wipe completely out this part of doing business, aside from creating leasing consultant robots, there are ways to take preventative measures to ensure your employee turnover is as low as possible.

1. Keep Your Employees Busy

Many managers are satisfied when employees complete their tasks efficiently and on time and do not ask more of their staff when things are running smoothly. While this may seem like a benefit to the employees, this can actually backfire.

People need to feel productive in their work. If the job itself does not occupy all their time on the clock, the downtime can leave employees feeling useless and not challenged.

Make it a point to have side projects going on and involve your staff so they always have something to contribute to. You can reward activities such as working in a resident garden, writing articles for a resident newsletter, and logging time in the property gym. All of these on-the-clock activities can contribute to your staff’s mental and physical well-being. A happy employee does not usually leave their job!

2. Prepare Your Employees for the Rhythms of the Year

Any seasoned apartment industry professional knows that there are certain times of the year that are busier than others. When bringing on a new team member, it is important to prepare them for that upfront.

People can get through most anything if they have a deadline to look forward to. Deadlines will prevent new-hires from getting overwhelmed and feeling like they are not doing a good job, which is a major motivator to quit.

This also applies to your current employees. Make sure they are taken care of during the busiest of times by checking in with them often and offering praise. Let them know that you know this is a stressful time and that they are doing a great job.

On the flip-side, make sure there are things to occupy their time during the slow season, such as the things mentioned above. Don’t let boredom cause your employees sights to start straying to new opportunities.

3. Don’t Be Afraid to Fire Employees That Are a Bad Fit


Many managers put off firing employees that they know are not a good fit for the company. There are many reasons for this, including trying to control turnover.

This can be very harmful to your property’s culture and make good employees decide they don’t want to put up with an incompetent co-worker. By not letting one bad apple go, you risk losing the whole tree. Make sure the environment your staff works in is free of stress from bad hires.

4. Offer Flexibility

Flexibility is high priority with Millennials, which comprise the largest sector of today’s workforce. In some cases, employees would sacrifice a pay raise to have the opportunity to work remotely for a couple days of the week. Think about what jobs can be done from home within your apartment community. Maybe you can offer longer shifts if the employee would like only to work four days a week. You can find many ways to get creative with scheduling and save yourself time and money when it comes to employee happiness and reducing employee turnover.

5. Get Hiring Help

apartment job

In rare circumstances, an apartment community has a dedicated HR manager who’s only job is to hire and maintain an apartment community’s staff.

In most cases, however, the hiring manager is wearing multiple hats and can find it overwhelming to do their core job and while sifting through hundreds of job applicants. By the time they get to interviews, they are desperate to fill the open position and can look over red flags they might not have if they had more time to focus on hiring that perfect employee.

In these cases, it is hugely beneficial to work with a staffing company that specializes in the apartment industry. It’s their business to place their candidates in a position that they are going to thrive. They want your return business after all!

If the new hire does not work out, the staffing company will work to replace them and make it right. The investment can be well worth it to not only find your perfect new team member but have the insurance that you won’t be starting from scratch if they don’t work out.

Reducing employee turnover does not have to be rocket science, it’s an achievable goal that will result in both your’s and your staff’s happiness in the workplace.

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Apartment Communities CAN Hire the Best Job Searchers, and Here’s How!

Attracting top talent to your company is a must for success, no matter what industry you are in. Many times, hiring managers in apartment communities feel the frustration of not having the right pool of talent to hire from. However, there are ways to attract the top talent among job searchers from multiple industries to secure your next ace on your team.

It all starts with the job post. The job posting is the “window” that job searchers are looking at your company through and you want to make sure the view inside is attractive to them. Below are a few ways to accomplish this:

Make the Job Title Appealing to Multiple Job Searchers


Pigeonholing your job posting can cut out a wide sector of attractive job searchers. A job opening listed as “Leasing Consultant” is likely to get scrolled past by those that are not specifically looking for that position. A better way to search for a candidate would be with the title “Leasing Consultant Who Loves Improving Communities”.

A job searcher that comes from a philanthropic background or who is looking to sign on with a company with a wider mission (link to millennials post) would stop to at least read the job description. You have effectively put yourself in front of a whole new demographic of job searchers.

Make Your Job Description Accurate AND Interesting

Many times a job description can be a mundane task for lower-level positions and hiring managers put something simple out there without much thought. Before seeking candidates, ask yourself these essential questions:

1. What specifically needs to be done?

2. How will success be measured? People want to know they are going to be a top employee if they strive for success.

3. Why would the right person want this job? What does your company offer that others may not?

4. What are the common attributes of your top performers? Define the hard skills, soft skills and personality that your top people share. This may require interviews with current employees.

After doing your research, write a job description that focuses on hard skills, soft skills, what you would be willing to train, what your company will offer in return, and how the employee will be measured for success.

A job description that focuses on these attributes will be welcoming to someone that was not specifically looking for your advertised position, but knows they would be able to succeed if they were to be hired for it.

Treat Candidates Like Potential Residents

When hiring for a new position it is very easy to treat applicants like faceless resumes you have to accept or discard. This can be harmful to your company for multiple reasons.

The top reason being that applicants have friends and family members that might be a better fit for your company culture. If they had a great experience with you, they are likely to tell them about your opportunity if it didn’t work out for them. At the very least you might get a resident referral!

Make sure that everyone who applies is given a genuinely fair shot at being considered, and that he or she receives follow-up and CLOSURE regardless of the outcome. The goal for each phone and in-person interview is to have the person enthusiastically interested in getting your job, even if they are not a good fit.

Finding the right talent for your apartment community can be arduous, but extremely rewarding if the process is approached correctly. Factors such as resident happiness and employee turnover are effected by the hiring of the best job searchers on the market.

For more information on hiring the largest sector of job searchers out there today CLICK HERE. 

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What Do Millennials Look For In Their Leasing Consultant Job?

It is no secret that millennials, adults between the ages of 18 and 33, are now the top generation in the workforce. It is also common knowledge that their desires are different from previous generations, which can be frustrating for companies looking for top talent.

Cities, like Austin, Texas, are becoming hot-spots for millennials, which leaves one to ask: What are millennials looking for in a leasing consultant job in places like Austin, Texas and elsewhere?

Research companies, such as The Intelligence Group, have dedicated themselves to answering that question.

According to The Intelligence Group, a full 86 million millennials will be in the workplace by 2020—representing a full 40% of the total working population.

That is a staggering statistic. The group also discovered the following:

64% of them say it’s a priority for them to make the world a better place:

Millennials are invested in the “bigger picture”. No longer is a successful career enough to make an employee of their generation feel fulfilled. This is a fantastic opportunity for a management company to shine when hiring for a leasing consultant job.

A job description could include the company’s commitment to finding new and improved ways of providing eco-friendly housing and services that support and enhance lifestyles while embracing “going green.” Additional benefit could be gained by explaining the organization’s goal to find the creative talent needed to make the world a better place.

88% prefer a collaborative work-culture rather than a competitive one:

Leasing Consultant Job

Image Credit: Ikon Images/Corbis

In generations past, the corporate ladder and competitive culture is what motivated employees to work harder. That is no longer true with the new working generation. Millennials want to break down the corporate caste system and feel like every job matters.

According to the Bureau of Labor Statistics, the average young adult has held an average of 6.2 jobs by age 26. Why not enable them to shift careers within your company? Give all employees access to the training and learning they need to move both vertically and horizontally.

In interviews for leasing positions, be transparent about how personal goals are aligned to the goals of the organization so that even a new leasing consultant understands how their daily labors are aligned to what the company is doing as a whole.

88% want “work-life integration”:

Millennials are not often willing to “take work home” with them, but they want work to reflect the culture and environment of the rest of their lives. A company can achieve this by sponsoring activities for employees to participate in such as movie nights, birthday parties, and guest speakers. Another fantastic way to encourage this culture is to offer paid volunteer time for employees to get involved in their cities while representing their company. All of these things can be used in job postings and interviews to attract potential employees of the millennial generation.

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