Recruiting in a candidate tight market

11 October 2016 Megan Swan

Office People

As recruiters, we are often asked the question how can I apply for a role where the job ad is full of requirements that normal people simply don’t possess? It’s a catch 22, you need experience to get into real estate 80% of the time but how do you get that experience if no one will give you a chance or if the employer’s expectation is unrealistic? The market we are in at the moment is candidate short and it’s no surprise that there are an abundance of vacancies in real estate and property with limited candidates willing to make a move or take a gamble on stepping into the industry.

Below are a few options where we can help you work smartly in a candidate short market, these options should assist you in increasing the opportunity of filling your vacancy in the quickest time frame possible without compromising the integrity of your business. 

Dealing with a recruiter: Resolver fill more than half of our vacancies through our database, existing network or referrals. Traditional job boards no longer drive the quality or volume of applicants they once did, so more than ever you need a recruiter on your side to uncover hidden talent you simply don’t have access to at your fingertips.

Timing: You need to act with bullet speed. Sitting on a CV for more than 24 hours can lose you the candidate and then scheduling or rescheduling the interview more than 2 days after receiving the application can also cost you the candidate. More than ever you need to act quickly, you simply can’t afford to muck about. Many candidates are unfortunately in a position of power and they are not always prepared to wait.

Meet the market: Salaries, job titles and responsibilities have all shifted over the last 18 – 24 months, we don’t suggest paying over inflated salaries or offer senior job titles that are unwarranted but do listen to the market and look at what is offered so you remain competitive, if you refuse to offer it, you can bet your competitor probably will.

Transferable skills: Look outside the box you think you need to fill and explore all options; hospitality, customer service and sales roles from other industries can transfer well into real estate. Street smarts can trump book smarts and even looking at temp to perm as a try before you buy on a candidate is a great way to approach the hiring process.

Resolver enjoy solutions based recruitment with a consultative approach to guide you through the process, we don’t simply shove CV’s and candidates in front of you and hope for the best. All of our team have previously worked in the real estate and property industry so we know the roles first hand that you as clients are looking to fill. Get in touch with the Resolver team today to discuss your recruitment needs.