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NLA WELCOMES CEO
The National Landlords Association (NLA) welcomed new Chief Executive Officer, Richard
Lambert, to the organisation in October. Richard joins the NLA after nine years as the Chief Executive of the British Woodworking Federation and, before that, as a Policy Director at the British Property Federation. Richard said, “I’m hugely
impressed at the way in which the NLA has built itself into a respected national organisation and developed a reputation as an effective representative voice for landlords. I’m looking forward to taking this even further by ensuring that the NLA continues to work for its members, while seeking a coherent policy for the private- rented sector from government.” David Salusbury, NLA Chairman, said: “Richard brings a wealth of experience to the NLA. His record is exemplary; past achievements
include leading his previous organisation through the recession, while increasing membership and improving on the service it delivers to members. “I would like to welcome Richard
to the NLA and look forward to the benefits which his experience as an industry leader will bring to the private-rented sector.”
PROMOTIONS AT FITZ-GIBBON Fitz-Gibbon has promoted
Aimee Bruce to Manager of its Chiswick office. Aimee was previously a
Senior Negotiator at Fitz-Gibbon’s St Margarets branch, “My patch extended from Kensington out towards Chiswick. I’m thrilled to be Chiswick manager and lead a team who are dedicated to exceeding clients’ and tenants’ expectations in everything from lettings to acquisitions and management. Lettings is complex and demands our specialist approach.”
Holly Birch is promoted from Accounts Assistant to Lettings Negotiator at Fitz-Gibbon, Chiswick. She is also a trained beauty therapist. “Careers in beauty, and in lettings gave me the opportunity to develop my
interpersonal skills,” says Holly. “I was drawn to Fitz-Gibbon by its friendly environment and I believe personal service is paramount.”
NAEA PRESIDENT JOINS HAMPTONS INTERNATIONAL Hamptons International has appointed Wendy Evans- Scott, President of the National Association of
Estate Agents (NAEA), as Manager at its Epsom Sales branch. With 27 years of experience in the property industry in areas residential sales, lettings and
relocations, Wendy will be responsible for facilitating the development of the Epsom office as the main agent in the area. Wendy previously worked for Hamptons from 2006 to 2008. Julian de la Poer Beresford,
Regional Director at Hamptons International, commented, “We are proud to welcome Wendy Evans- Scott to the Hamptons network.” Wendy added, “I am delighted to rejoin Hamptons and to contribute to the ongoing success of the Epsom branch. Through my work at Hamptons and my position as President of the NAEA, one of my principal goals is to help to lift the reputation of estate agents and encourage professionalism in our industry.”
PROPERTYdrum magazine is the place to announce your appointments and promotions. Send us a brief report with a good photo and we’ll do our best to include your good news! Email the Editor:
sheila@propertydrum.com
The recruitment X-factor
How do you recruit the right staff? Deverell Smith Recruitment carried out extensive research to provide some answers.
R
espondents to the survey were all based in the Greater London area, with a broad range of ages, salary groups and job levels represented.
Questions were asked on remuneration, working environment, the company type, preferred travel time and job satisfaction. On renumeration, 88 per cent ranked
“competitive basic salary” as the most important factor. In second place was ‘additional holiday’ and the third most important factor was “Company contribution to pension”. QUOTE: “Yes, money is important but so
too is feeling valued, appreciated and getting regular feedback and support. Sometimes, not even money can replace that.” The second section focused on their working environment, asking which factors increase an employee’s satisfaction or attract the best new candidates.
“A clear opportunity to progress within their role” was the most important factor, placed in the top three by 62 per cent. The second was “finding work interesting”, by 53 per cent and a ‘Good work/life balance’
66 NOVEMBER 2011 PROPERTYdrum
also showed as an important consideration by 50 per cent.
The third question asked respondents to think
about the company as opposed to the specific role. 70 per cent said that they wanted to work for a company of which they could be proud. Financial stability was also very important, with 63 per cent placing it in their top three. 40 per cent deemed the location of the company as important. QUOTE: “I would like to work for an
organisation that values and supports staff, offers them job security and rewards them for their performance and commitment.” The fourth section sought to gauge the
employee’s willingness to travel for their ideal job. 56 per cent of respondents said that they would travel for 30-60 minutes each way for their ideal job. 38 per cent said up to 30 minutes; six per cent said they would travel for over an hour. The fifth section was very much the crux of the
project, designed to ascertain just how happy London’s property professionals are in their jobs on a scale of one to five. The results were very surprising.
75 per cent are indifferent or dissatisfied with their job. Only eight per cent said that they are “very satisfied”. The free text area was also awash with negative comments from employees expressing their dissatisfaction with their role.
QUOTE: “It is unfairness in the workplace that upsets me the most. Certain teams are treated differently than others and I find that very difficult indeed to deal with.” In summary, the DSR survey shows that in
order to be appealing, a company’s offering, when seeking to attract new talent and maintain good relationships with its existing employees, must entail more than just a good basic salary. Whilst undoubtedly important, a good basic salary is often only the foundation from which an attractive proposition can evolve. The importance attached by respondents to
other factors is something that DSR sees on a daily basis – firms with the strongest brand identity, the best reputation and the best development programmes attract the best talent in the market.
CAREERS
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