In the multifamily industry, attracting and retaining top talent is crucial for success. From property management to leasing and maintenance, the industry’s ability to thrive depends on the quality of its workforce. While there are many approaches to recruitment, one stands out for its effectiveness – direct outreach. This proactive method not only helps you attract skilled talent but also strengthens long-term retention. Let’s explore how direct outreach can transform your hiring practices and ensure your multifamily business stays ahead in 2024 and beyond.
1. How Direct Outreach Attracts Top Talent in Multifamily: A Competitive Advantage
Direct outreach allows multifamily companies to take a proactive stance in identifying and securing talent. Rather than relying on traditional job postings and waiting for candidates to come to you, direct outreach empowers your team to target high-quality professionals with the skills your properties need. This is especially useful when searching for top-tier talent, like experienced property managers, leasing consultants, or maintenance supervisors, who may not be actively searching for a new role but are open to better opportunities.
Why It Works:
- Passive Candidates: In the multifamily sector, many of the most qualified candidates are already employed but may be open to hearing about new opportunities. Direct outreach lets you connect with these passive candidates who aren’t scanning job boards but may be ready for a career change if the right offer comes along.
- Targeted Recruitment: By using direct outreach, you can focus on professionals with a specific skill set, such as those experienced in managing large multifamily portfolios, or specialized maintenance staff with HVAC certifications. This reduces the time spent sorting through irrelevant applications.
Example: Securing Experienced Property Managers
A growing multifamily company looking to hire property managers for multiple new developments might use LinkedIn or an industry-specific platform to identify experienced professionals managing similar-sized properties. By directly reaching out and offering them a more attractive role—perhaps with better benefits or career advancement opportunities—you can entice top talent to consider your company before they even start thinking about leaving their current role.
2. How Direct Outreach Helps Retain Talent: Building Stronger Connections
Attracting top talent is only part of the equation. Retention is equally critical, especially in an industry where employee turnover can directly impact property operations and resident satisfaction. Direct outreach helps multifamily companies establish personal, meaningful relationships from the outset, making candidates feel valued and connected to the organization from the very first conversation.
Why It Works:
- Personalized Communication: Direct outreach allows you to tailor your recruitment messaging to the candidate’s career aspirations. This personalized attention can create a strong bond that continues well after the employee joins your team.
- Early Engagement: Building a relationship during the recruitment process means candidates already feel a connection with your company culture and leadership, which lays the foundation for higher retention rates.
Example: Retaining Maintenance Technicians Through Career Development
A multifamily company reaching out to an experienced maintenance technician could highlight not just the role itself but also long-term growth opportunities, like certification programs or career advancement paths within the company. By emphasizing the potential for development early on, you build loyalty and commitment to the organization, which boosts retention.
3. How to Perform Effective Direct Outreach: A Step-by-Step Guide
To make direct outreach work for your multifamily company, it’s essential to approach it strategically. Here’s how you can perform effective direct outreach and enhance both talent acquisition and retention:
STEP 1: Research and Identify the Right Candidates
Before reaching out, thoroughly research potential candidates. Use multifamily industry job boards, LinkedIn, or professional networks to find individuals who possess the right skills and experience. Whether you need a seasoned property manager or a leasing consultant with a proven sales track record, precise targeting is key.
STEP 2: Craft a Tailored Message
Once you’ve identified potential candidates, craft a personalized outreach message that resonates with them. Avoid generic emails or LinkedIn messages. Instead, highlight why their specific experience makes them a great fit for your company and how you can help them advance their careers.
Example: Reaching Out to Leasing Consultants
If you’re targeting a leasing consultant, your outreach message might emphasize your company’s commission structure, training opportunities, and the chance to work at a high-demand property. By tailoring your message to what matters most to leasing professionals, you increase the likelihood of grabbing their attention and sparking interest.
STEP 3: Leverage Multiple Channels
While LinkedIn is a popular platform for direct outreach, don’t limit yourself. Engage candidates through industry events, local real estate or property management associations, or even multifamily job fairs. The more channels you use to connect with potential hires, the better your chances of creating lasting relationships.
STEP 4: Maintain Ongoing Communication
Direct outreach doesn’t stop after the first message. If a candidate isn’t ready to make a move right away, continue to build the relationship by keeping in touch. Regularly update them on new property developments, job openings, or company growth. This ongoing communication keeps your company top of mind when they’re ready for a change.
Example: Nurturing Relationships with Property Managers
Imagine reaching out to a property manager who’s happy in their current role but intrigued by your message. By keeping them in your network, sending occasional updates, or inviting them to industry events, you build a professional relationship that could lead to a future hire when they’re ready to make a career change.
4. The Long-Term Retention Benefits of Direct Outreach
Direct outreach doesn’t just help you attract candidates—it plays a critical role in retaining them long-term. By building strong, personal connections early in the recruitment process, you foster a sense of loyalty and belonging that extends beyond the initial hire. Employees who feel engaged from the start are more likely to stay with your company, reducing turnover and strengthening the overall performance of your properties.
Example: Retaining Leasing Professionals Through Recognition
A multifamily company using direct outreach to engage leasing professionals might emphasize a culture of recognition and reward. By acknowledging top performers and providing growth opportunities, the company not only attracts top talent but ensures they stay for the long haul.
Direct outreach is a powerful recruitment and retention strategy. By proactively identifying and engaging top talent, tailoring personalized communication, and maintaining relationships over time, multifamily companies can attract and retain the skilled professionals they need to run successful properties. As the demand for qualified multifamily talent grows in 2024, companies that leverage direct outreach will stay ahead of the competition, building strong teams that ensure long-term success.