I am a firm believer that everyone receives information in different ways and at different times. Recently, my son Noah reminded me of this and it touched on an application in the interviewing process.
Noah is an avid runner. He loves it--distance or speed, lacrosse or cross-country. He is currently involved in a speed and
agility training course. His first
session was two weeks ago. He came away
feeling positive about what he’ll get out of it, but not really understanding
what he was being taught. He had his “AH
HA” moment in his second session. I
don’t know what was said or done, but all of the sudden, he got it.
One of the more frequent questions we receive when presenting to companies centers around the interviewing process, especially as it pertains to new-to-real estate candidates.
Here's the question: What is it that makes you a good recruiter/hiring manager?
Even though we discuss this topic freqently (sometimes with the same audience) each member seems to take away something different each time the question is asked.
The answer that seems to resonate most with me is: It's the value that you impart to the candidate.
At some point in the interview process you learn the candidate’s story, what they have liked/disliked in their work history, what about their bosses they have liked/disliked etc. As you then discuss what you heard, you can reiterate their points of pain in such a way that will demonstrate that a career in real estate could be a good match simply based on what they shared with you.
Is there value in this dialog? Absolutely!
Your value started the moment they walked in the door, and continued while you genuinely listened to their story…everyone wants to be heard. Your value continued as you had an honest discussion about their story and how a new career in real estate could align with their own goals and career preferences.
Your value does not stop there…it is now at critical mass. It is what you extend to them between the interview, through licensure and hiring that will determine your overall success in recruiting YOUR top talent.
Keep your value in front of them. Isn't it a natural instinct for humans to hold onto what they value?
If you answered yes, by extension would you agree that your high potential talent would then hold onto you as a valuable resource and partner in reaching their career goals?
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Editor's Note: Lee Gray is the Senior Account Manager at Tidemark Inc. Lee is a guest contributor to WorkPuzzle. Comments or questions are welcome. .
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