Attracting top talent is essential for success, no matter the industry. In apartment communities, hiring managers often feel frustrated when the right pool of candidates isn’t available. Fortunately, there are proven ways to draw top talent from multiple industries and secure the next ace for your team.
It all begins with the job post. Think of the posting as the “window” job seekers use to view your company – you want to make sure what they see is attractive and inviting. Below are a few ways to accomplish this:
Make the Job Title Appealing to Multiple Job Searchers
Pigeonholing your job posting can eliminate a wide sector of attractive candidates. For example, a job opening listed simply as “Leasing Consultant” is likely to be scrolled past by those not specifically seeking that title. A better approach would be to post with a more engaging headline, such as “Leasing Consultant Who Loves Improving Communities.”
A job seeker with a philanthropic background or someone looking to join a company with a broader mission would be far more likely to stop and read the description. With this approach, you effectively put your opportunity in front of an entirely new demographic of job seekers.
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:
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What specifically needs to be done?
Be clear about the core responsibilities of the role so candidates know exactly what is expected. -
How will success be measured?
People want to understand how they can become top employees if they strive for success. Define the metrics or outcomes that matter most. -
Why would the right person want this job?
Highlight what your company offers that others may not, such as culture, growth opportunities, or unique perks. -
What are the common attributes of your top performers?
Identify the hard skills, soft skills, and personality traits your best employees share. This may even require interviewing current staff to get real insight.
After completing your research, write a job description that highlights hard skills, soft skills and the areas you’re willing to train. Additionally, think about what your company offers in return, and how success will be measured.
A description built around these attributes will feel more welcoming to candidates who may not have been searching for your exact position but recognize they have the ability to succeed if hired.
Treat Candidates Like Potential Residents
When hiring for a new position, it’s easy to treat applicants like faceless resumes you either accept or reject. However, this approach can harm your company for several reasons.
The biggest reason is that applicants have friends and family members who may be a better fit for your company culture. If their experience with you is positive, they’re likely to share your opportunity. Even if the role wasn’t right for them. At the very least, you might even gain a resident referral.
Make sure every applicant receives a genuine and fair chance at consideration, along with follow-up and closure regardless of the outcome. The goal of every phone call and in-person interview should be to leave the applicant genuinely enthusiastic about your company – even if they aren’t ultimately the right fit for the job.
Finding the right talent for your apartment community can be challenging, but it becomes extremely rewarding when approached the right way. Hiring the best candidates directly impacts resident happiness and reduces employee turnover.
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