"Bear in mind, the brightest and best property mangement professionals can still have multiple job offers to choose from, and just as employers seek the best candidate for the job, the candidates seek the best employer", Nikki Atarid, CEO, ATARID.com
Saint Augustine, FL (PRWEB) July 6, 2010
Regardless of whether anyone believes the recession is over or not, one thing is certain, property management companies and homeowner associations need to employ astute property managers who can reduce costs for associations, and secure accounts for the management companies. The goal for employers is to locate the most capable and experienced candidates through a viable source, usually a recruiter specializing in property management.
To find the best property managers, employers need to be proactive and prepare for the hiring process. Suitable candidates need to be interviewed without delay, so that job openings can be filled quickly as neither management companies, nor homeowner associations have the additional manpower to step in and look after the community's needs, while a replacement is being sought.
With this in mind, the hiring procedure should be focused and have a time limit, this is to ensure potential employees are not lost in the process. If an employer takes too long to decide on candidates, they must also be prepared for candidates to be recruited by other firms. "Bear in mind, that the brightest and best property management professionals can still have multiple job offers to choose from, and just as employers seek the best candidate for the job, the candidates seek the best employer", says Nikki Atarid, CEO, ATARID.com.
So, the question that needs to be asked by employers is "should the 'ideal candidate' be overlooked, or hired right away to make an immediate, positive impact on the community?".
Top ten steps for hiring property management personnel:
1. Create a person profile - get input from all the decision makers of the personality and characteristics needed to fulfill the requirements of the job.
2. Create a job specification - this is the time to make any changes, if needed.
3. Specialist recruiters can provide a short-list of qualified candidates that meet your criteria, which can assist in reducing recruiting timelines.
4. Streamline the interview process to ensure key decision makers are not eliminated.
5. Decide on the number of interviews required - if second interviewing candidates, have a date set.
6. Limit the number of candidates to interview.
7. When the 'ideal candidate' has been identified, make the job offer including start date, salary and benefits.
8. Recruiters can assist in negotiating the package with the candidate.
9. Give the appointed candidate the hire packet on the day of the job offer; this should be completed and returned prior to the start date.
10. Conduct background checks, drug screening, references prior to the start date, if possible.
ATARID.com is a Florida based niche recruiter specializing in recruiting for the property management industry - categories range from Property Managers, Resort Managers and CPA's to VP's and other industry Executives. http://www.ATARID.com
For further information please contact Nikki Atarid, CEO, ATARID.com on 1 904 32 8909.