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. .
