JOBS VACANCIES CAREERS RECRUITMENT APPOINTMENTS JOBS VACANCIES CAREERS
expectations are not clear. candidates.
“Where the employer is vague Joshua Rayner agrees that this
about their requirements and is a candidate’s, not a recruiter’s,
cannot define the role or confirm market. “Dove & Hawk has got
the salary and benefits, candidates more jobs than have good
are reluctant to interview. candidates,” he says. He points out
Employers can miss out on seeing that while basic salaries have
someone who could be hugely remained pretty much on a level
beneficial to their business.” for some years, the bonus element
She also sees CVs from many has been badly affected by the
managers and salespeople with decline in property prices and in
Recruiters and estate
financial services or retail the volume of sales. “From about
experience looking to move into £30,000 in 2003 to 2006, OTE has
agents agree that local
estate agency. But, she says, it’s come down to nearer £25,000,”
experienced negotiators that the he says, “and that just isn’t all that
estate agents are looking for – not attractive.”
press advertising
‘crossover’ candidates. So an Joshua has one thing to say to
apparent wealth of potential, anyone who left the market over
doesn’t really work.’
judged purely on the number of the last couple of years. “If you’re
CVs coming in, masks a real interested – come back to the
shortage in experienced, qualified market, and fast, please!
trainees and using general That makes speed of the utmost
recruitment agencies for support importance. “Quite often they say
ASK THE EXPERT
staff. That would probably secure ‘We’re looking for this and we
Andrew Deverell-Smith has some pointers for agents
the best result in the most cost- want it yesterday’ – desperately,
wanting to recruit staff
efficient way for many agents. urgently, not to fill it in a few
One thing that both recruiters weeks’ time.” He believes that

PLAN : Recruiting staff – then think about swallowing
and estate agents agree on, makes the market very different presents an opportunity to these costs again if you make the
though, is that local press from what it was at the height of analyse your business…how this wrong decision.
advertising doesn’t really work. the boom; now, recruiters have role brings value, whether you
Joshua Rayner would consider a much more challenging task could do things differently. Plan

USE COMPETENCY BASED
local print media if he was ahead of them. a strategy, take advice on how to TECHNIQUES: Competency
advertising trainee negotiator attract the strongest candidates. focused interviews use techniques
positions, but otherwise finds Anthony Hesse to access people’s experiences,
it produces the wrong type of of Property

WRITE A JOB SPEC : Less traits and suitability. They allow
candidate. And Simon Mortlock Personnel (left) than 20 per cent of our clients the interviewer to forecast how
says, “We haven’t put an advert in points out how have formal job descriptions on people are likely to operate - far
the local paper. It’s not something while vacancy file – you should – they help you more useful than just having a chat.
that we would immediately think levels in understand what you need;
to do – not from a negotiator residential sales fell, lettings and candidates prepare for interviews

THE 80:20 RULE: It’s
point of view anyway.” property management vacancies and recruiters or HR companies imperative to listen and not talk;
remained strong. But while that provide a better service. in the first interview the
RECRUITMENT IS ON THE UP might indicate there’s a surplus of interviewer must spend
The last couple of years have been excellent residential sales

BE CLEAR: With all parties 80 per cent of his time listening.
dire for both estate agents and candidates looking for work, that involved, miscommunication
recruiters in the property sector. hasn’t in fact been the case. wastes time and money.

BE HONEST! Employers
But it seems things are looking up. It’s become more difficult to get frequently state facts which turns
Curchods is now on a recruitment good people, because, “Up to

DON’T HURRY: Mistakes cost out to be completely false.
drive; Simon Mortlock says the firm 80 per cent of people either losing money, a slap-dash approach to Candidates will value honesty
is looking to bring in new trainees or leaving their jobs in estate recruitment is testament to other in a prospective employer - if you
to a number of branches. Joshua agency are changing career areas of your organisational and mislead them, you’ll lose out!
Rayner says, “The market’s picked paths,” thinning the talent pool. management style. The success
up again,” while two or three And with on target earnings now of an estate agency is defined by

REFERENCES: Absolutely
months ago, demand was mainly lower than when most negotiators the people working within it. essential. Only 10 per cent of our
for listers, now, demand for joined the industry, it’s difficult to Keep in mind the costs associated clients reference new employees
negotiators is coming back, and tempt them back. Many younger with getting it wrong! as a matter of course. The reasons
he’s even hiring area managers. ex-negotiators are choosing to go for doing so are obvious.
Savage cuts in the workforce travelling for a while, or to go back

EXPLORE YOUR OPTIONS:
at many agents have left them into education. A thorough recruitment process

INDUCTION: The better you
ill equipped to deal with a more Annette Farrell believes estate includes assessing all options induct people, the sooner you will
buoyant housing market, he says. agents have to raise their game to before making a decision. see results. There is a tendency to
“A lot of people have stripped get the right people. The highest Consider training costs, throw people in at the deep end
down to the bare bones and now demand currently is for guarantee periods, ‘down-time’ and see if they swim. Some call
they’ve got gaps happening. experienced sales and lettings whilst the person finds their feet this old school, I call it shortsighted.
If two of their negotiators go on negotiators. But she says these
holiday over Christmas and then candidates know their way around
someone is sick, they won’t have the market and they won’t
See vacancies online at www.propertydrum.com/articles/jobs or
anybody to answer the phone.” interview for positions where the
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62 FEBRUARY 2010 PROPERTYdrum
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