Tag Archives: Hiring

Continually Recruiting: Attracting the Best Healthcare Candidates


Continually Recruiting:

How to Attract the Best Healthcare Candidates in Houston


The best recruiters know that finding the perfect person for a job starts well in advance of a position opening up. Employers who recruit top talent are constantly recruiting, through marketing themselves and upping their desirability as a place to work.

healthcare recruiting

Even in a job market experiencing as much growth as that of the Houston healthcare industry, if you aren’t continually recruiting you won’t be able to hire the best person for the job. Here’s how to create a recruiting strategy that is constantly drawing from a talented candidate pool:

1. Market Yourself as an Employer

During the hiring process candidates are not only trying to impress you as their employer; but you should seek to impress them as well. Multiple employers seek after the best of the best candidates and you need to have a competitive edge in order to get their attention.

What does this look like? To start with, your website is one of the most effective marketing tools in your arsenal. Make the most of it by having a way for potential employees to submit their resumes online, along with a running list of current job openings. Additionally, your website should make it clear why a talented candidate would want to work there. Job perks, company achievements, and positive reviews can all be subtly marketed to catch the eyes of candidates.

2. Test the Waters

Practice makes perfect – and this is true when it comes to recruiting. How do you know if a job posting will speak to the right type of person for a job? Or if the best candidates are even clicking on your job listings? One way is to test the waters of your pool of applicants. Trying out job postings with different key words or perspectives can help you mine valuable insight into the healthcare job seeker market for when you do need a new employee.

What if you aren’t hiring right now? Even if you don’t need a new employee at this moment, you can still post jobs and follow up with candidates. You never know what will happen: people quit, people get fired, and testing the waters could reel in an applicant that’s a perfect fit.

 3. Keep in Touch with Applicants

Following up with applicants is a good policy to have as a recruiter, and candidates will take notice. Thanking candidates for their application, and letting them know in a timely fashion if you’ve chosen to go with someone else will be appreciated by those applying.

How does this pay off? Healthcare job applicants who you don’t hire may be right for a position in the future or are potential customers – and keeping in touch with them is one way to leave a positive impression.


These success of these 3 recruiting strategies lies in their ability to draw candidates 365 days a year. Continuous recruiting attracts the best candidates by getting a leg up on your competition, preparing for unexpected job vacancies, and not losing out on someone who could be perfect for your company.

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Recruiting 101: Reading Between a Resume’s Lines


Recruiting 101: Reading Between a Resume’s Lines

apartment job resume recruiting

Have you ever wanted to hire someone from the first glance at his or her resume? Sometimes a well-crafted resume is a huge relief during a drawn-out hiring process. But how do you know if a person will hold up to the promise of a good resume? Here’s 3 questions to consider: 

 1. How do they describe previous jobs?

Perhaps the area where you can get the most insight into a candidate is in how they describe his or her previous jobs. A resume isn’t complete without listing the most important responsibilities at previous position (and if this is missing it should be a red flag!). More specifically, descriptions of previous jobs should prove that a candidate made a significant contribution to the company and performed skills relevant to an apartment job.


2. How has their career progressed?

A resume may be perfectly formatted with a long list of skills; however, if a candidate has not demonstrated progress within their career—movement up the career ladder—then you may need to reconsider. A pattern of stagnant professional growth in the past could (and most likely would) continue if you hire a candidate like this.

For example, if a candidate has spent many years in leasing is there a reason that they never moved up to a management position? On the other hand, if only high-level positions on a resume are listed you should be curious how they got there. Applicants may have great reasons for a lack of natural progression on his or her resume; but if they haven’t shown growth in their career then it would be a good idea to ask why.


 3. How is their resume formatted?

The typical resume follows a template listing education first, or if not then the candidates most recent job. Some applicants may also include an ‘Objective’ or ‘Career Summary’ section first. While there are many ways to write a resume, applicants with an unclear, distracting, or completely unconventional resume should be examined closer.

Standard resume formatting works well for a reason—employers know what to expect and where to find certain information. Dates of employment, job titles, and listing a city (Houston, Austin, etc.) or address should be clear at first glance. If a resume is unorganized then it could be foresight into an applicant’s work habits.   


Good-looking resumes can be persuasive, but if you read between the lined you may discover that a candidate who looks perfect at first glance isn’t right for the job at all. Consider these 3 questions before hiring, and ask about a resume’s details during the interview process.

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Recruiting 101: Know What You’re Looking For


Recruiting 101: Know What You’re Looking For


What are the top traits you desire in an employee? What skills must they have? If you aren’t asking questions like these before you begin the recruiting process you run the risk of hiring someone who is a poor match for your property. Know exactly what you’re looking for and find the right match in 4 steps:

1. List Specific Skills

Be as specific as you can! If there are certain skills that will be required to fill a position successfully, make these a requirement. You want to make these clear with candidates and on job postings; otherwise you could end up falling in love with a candidate only to find out they are lacking a non-negotiable skill. Being specific upfront will also save you time—weeding out unqualified applicants and targeting those who will benefit your apartment property.

 2. Find Someone Who Fits with Your Culture

Recruiting is energy consuming. If you’ve been fishing for candidates for weeks without luck you may be tempted to pick someone who is talented—but doesn’t quite fit with your property. Talent is essential; but so is cultural fit. You could hire the most talented leasing professional in Houston, but if they represent values that clash with your properties’ then they will most likely not flourish on the job.

 3. Know Where to Look

The follow up to knowing what you’re looking for is knowing WHERE to look…you can’t find the candidate who matches your criteria if you aren’t looking in the right places. It isn’t hard to find applicants in the pools of job seekers in Houston and Austin; but finding the best of the best is harder. Posting on general job boards (Craigslist, Indeed, etc.) will get an open position out to the public; but you might have more luck finding skilled applicants by asking around your professional network, on social networks, or for referrals from current employees.

 4. Don’t Settle

Pursuing ideal candidates, even when it is time consuming, will be worth the effort in the long run. The cost of a bad hire is high, draining time and money to hire someone who isn’t quite right—and then to repeat the process when it doesn’t work out with him or her.

Hiring a dream candidate is possible, but it takes planning. These steps can simplify the process, but you should still be prepared to commit the required energy to finding a new hire. If you don’t have time to see the recruiting process through, consider hiring a staffing company, who can find and send you employees that match what you are looking for.



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How to Talk about Salary


How to Talk about Salary 

 apartment job salary

Salary negotiations in the hiring process can be a touchy subject. You don’t want to ask for too much money and turn an employer off; but you also don’t want to undervalue yourself. Here’s 4 ways to get paid what you’re worth & follow the proper etiquette for talking about salary:

1. Do Research

If you don’t know what people in your position get paid in your city you should start by doing some research. For example, leasing positions on average in Houston and Austin can vary by over a dollar. Cities where apartment job seekers flood the market will usually pay less per hour than less desirable locations. You can find out what an expected salary is for your position by asking others in the field or contacting local professional organizations.

2. It’s Okay to Negotiate Salary

While talking about money with a potential employer can be uncomfortable, it is okay to try and negotiate with them—most will even expect it. Don’t throw out a number that is outrageously higher than what an employer offers, but you can try to market yourself as worth a little increase.  Also, don’t bring up the subject too early on in the hiring process, an employer will usually want to discuss salary toward the end of your interview.

3. Sell Your Skills

When it comes down to money-talk in the interviewing process one way to try and negotiate for higher pay is to remind an employer of the value you bring to their property. Through showing what you have to offer a hiring manager is more likely to consider you worth the money. One way to do this is by explaining the skills and experience you possess that will directly help you excel at an apartment job.

4. Stay Positive

You should always be prepared that the expectations you and an employer have for a salary may be different. If you do try to negotiate a salary offer it could be turned down; and if this happens it is important to stay positive—you don’t want to start off on the wrong foot at a new job.


The unwritten rules of salary negotiation are not complicated if you remember to stay flexible and focus on demonstrating your value to a property. The apartment industry has somewhat set hourly wages in Texas, but you can always try to negotiate if you’ve got desirable skills and experience.

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Hiring the Right Person for Your Property


6 Ways to Hire the Right Person for Your Property


According to the Harvard Business Review, 80% of turnover is due to bad hiring decisions. In particular, these bad hiring decisions stem from flawed hiring practices. Hiring the right person takes more than just posting a catchy job ad or skimming resumes; it is a system that must be constantly evolving and improving to match the needs if your property.

Here’s how:

1.    Know Exactly What You Are Looking For

Picture your ideal candidate—and then think about what characteristics they have. Whether you stick closely to a checklist or have more broad requirements, knowing exactly what you are looking for ahead of time will save lost time and energy down the road.

2.    Take a Close Look at Credentials

How many years has a candidate worked in the industry? Do they have any formal training? Resume’s can be polished to look professional; but don’t be fooled by someone who doesn’t have enough relevant experience.

3.    Have a Standardized Hiring Process

From the time you post a job opening to a hire’s first few weeks you should have a set process for each step of the way. This standardized set up should most likely include application procedures, interview questions, and a timeline.

4.    Use Your Team for Referrals

If you have employees on your property that are already thriving, chances are they will have a good sense of who would likewise be successful at your property. Asking around your current staff for new employee referrals could lead you to a gold mine with relatively little hassle.

5.    Continue to Train Once Hired

The hiring process doesn’t end on an employee’s first day; rather, it should continue on as a new hire is trained and integrated into your apartment property. Very few people will thrive in a new work environment without clear instruction and support.

6.    “Test Drive” Candidates – Use a Staffing Company

Someone may look great on paper—they may even act their interview—but how do you know if they will fit with your property’s culture? One way is to have candidates work a couple of days onsite to see if they are a good fit! A staffing company is a cost-efficient way to do this, as they will already have a pool of skilled candidates to match with your property.


Don’t settle during your hiring process—keep searching until you find the missing piece of your team. Hiring top talent equals making top profits, and saving the hassle of having to hire again in a few months.

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