Saheed Kehinde Yusuf

The Operator’s Guide to Hiring Technical Individuals in Real Estate In simple terms, COVID-19 the aftermath of a pandemic that rocked the globe. But digging deeper, we see the pandemic recalibrate many of the world’s dynamics, with the real estate industry bemoaning some of the effects of this reset. Gone are the days when the sector had almost first dibs on crème de la crème of tech talents. Now, employers in real estate are realizing that hiring technical individuals in real estate is becoming harder. That is the case because the pandemic made hiring of technical individuals much more competitive than in the years gone by. Industry analysts have highlighted the shortage of technical talent in real estate companies in the aftermath of the pandemic (Sisson, 2021). Despite the staffing difficulties, commercial real estate firms canneed to be up to date with and continually adoptkeep up with new technologies and innovations in order to remainstay competitive in today’s fast-paced business environment. In other words, the stakes are high — extinction or subsistence is possible — To do this,so it is they need toimperative managers hire qualified individuals with the right tech skills. However, even amid these personnel shortages besetting possibly the whole gamut of markets, some businesses are adequately staffed with tech experts, a situation they created with premium recruitment strategies. Considering that approach is key to attracting and retaining talents, rReal estate companies will be much more effective in hiring technical individuals, if these organizationsy are proactive and designhave a focused, well-structured, and swift interview and onboarding processes. Below, we explore how to convince tech professionals that your brand and projects will fulfill their career objectives. Commented [1]: Unfortunately, in this sentence, "this" could refer to "stay/remain competitive" or "keep up with." Perhaps we should consider a rewrite to see if we can improve clarity. Today’s highly competitive hiring environment requires a new approach There was a time physical borders allowed companies in certain locales to cherrypick the best minds. Not anymore. The market for technical talent is the most competitive that it's ever been. With tThe advancement of the internet and global connectivity has eroded that edge and equalized the labor landscape so that hiring transcends geographical barriers and technical duties can be performed remotely from anywhere — coffee shops in Barcelona, coworking spaces in Denver, living rooms in Antananarivo, etc. That is, this new setup opens up the path for , technical talent to launch or further their careers at startups, midsize organizations, and conglomerates all over the worldhas choices all over the world in order to start or upgrade their career. The implication of this reciprocal access — talent ⇋ companies — is that businesses are competing with not only local entities in the same sector but also global firms in other industriesMany technical roles can be carried out remotely from anywhere in the world, making. And given humanity’s relentless attempt to digitize every operation, tech staff and their skill set will remain indispensable for a whilehiring technical talent even more competitive. Consequently, if The tech candidates — entry-level and seasoned pros alike — problem are exploringis exaggerated by the fact that young talent is looking at other industries, how can not real estate recruiters position their firms as the workplace for promoting careers.? To begin with, the sector mustIn such an environment, the biggest challenge is how quickly you are able to move swiftly to, headhuntapproach, and attract the candidates most qualified for your roles. Within this context, the traditional hiring process will be too rigid and slow to not work because it is too slowrespond to the dynamic demand of modern-day recruitment (Moise, 2021). Instead, experts recommend f you want to be successful in hiring technical individuals you need to embrace a new preemptive and fastpaced prompt approach where. talent hunters are You need to anticipate openings so when you post a role, you are well prepared to immediately reach out to candidates someone that is qualified for the advertised vacanciesthe next day. Also,One of the key challenges of real estate startups and mediumsized companies often cannot in attracting technical talent is matching the benefits and standards offered by larger corporations. To compensate for this gulf in perks offeredThus, these modest-sized companies should sellbeing prepared to provide a really solid experience to candidates; perhaps the prospects of a hospitable, charming work environment can convince them to trade the cubicles of that as a whole can compete with the package offered by the larger corporations for startups’ workspacesis vital for being successful in hiring technical individuals. Work culture predicated on equity and inclusion isIt is also vital in the tech sphere for talent attraction and retentionto talk to candidates about equity and inclusion, as it has been traditionally an important aspect in the technical space. Finally, it is important to gauge the candidate’s perspective, understanding, and technical skill sets from the outset. This will allow you to move faster and focus on other aspects not typically touched during the interview with the candidate. How to approach and carry out the interview Following a A structured interview process in terms of approaching and carrying out the interviewscan resonate well with candidates and allow you to with the best enlist the services of qualified technical talent for your role can go a long way in managing to hire the individuals you want. At this stage, approach is crucial. Here are some key considerations. First of all, determine the most importantkey qualifications and attributes of the candidates would needthat matter most for thate particular role. Once you have clearly defined the key selection criteria, review the submitted applications diligently and quicklyswiftly, and prepare the short list of the most qualified candidates (Moise, 2021). Still, Bbefore you proceed to the interviews, ensuremake sure that there is no applicant with weak credentials and not body on that list that you are not willing to really in contention consider for the position. HR experts also advise you Ggo into the interview with the appropriate attitudemindset. and foster a cordial, transparent atmosphere Your mindset should be focused on creating an interview experience that will allowso the candidate is comfortable and can to learn as much as possible about your company. You can achieve this by being very transparent and open from the beginning of the interview. Emphasize at the outset that they should feel comfortable asking really tough questions at any point of the interview process. FurthermoreAlways, throughout the conversation, ask the candidate what feels right to them and what does no't, in order so you can to communicate the level of transparency that prevails in the working environment of your company. This interview structure will allow you to more effectively determineassess if what the candidate’s personalities and workplace demands wants is aligned with your firmcompany’s goals and, priorities, and aspirations. TIn order to make such an assessment, you need to from the very start to dive into the core values, priorities, and initiatives of your company, and elaborate onwhat the working environment looks like and feels like. But you need to be very transparent and grounded in outlining to the candidate what you believe in and stand for as a company. It is very important to avoid having the candidate leave the interview with false expectations about your company. Also, Aavoid exaggerations or vagueness; applicants appreciateand very abstract concepts and be a realistic description of the when you describe the work cultureing environment in your company. By being transparent and realistic in terms of what your company stands for and how you work together as a team and a community, Pursuing this approach will fillensure that the candidate with feels confidencet about what it i's like to work at your company and whether their authenticity will be celebrated or reined in. They will also feel confident that they can be their true self at work. Finally, ensure that they walk away really confident in your company’s work and future trajectory. In our experience, ensuring potential employees have a crystallized perception of their responsibilities and the work environment can improve a company’s image among job seekers starting out and those with several years’ experience under their beltby carrying the interview along these lines, you will be surprised to hear that they’ve never had a conversation like this with a recruiter. What to look for The key elements to appraisethat you need to look for when interviewing technical individuals are competence and good culture fit. In ascertaining cCompetence evaluation starts with , you need to first identifying certain criticalkey skills, attributes, and knowledge for the particular role and ensuringe that the candidate’s responses provide a satisfactory validation of those skills and qualifications. Smaller companies and startups need to take some time to consider the required competencies, and what questions to ask in order to validate these at the interview (Burnaby-Atkins, 2021). AssessingValidating culture fit, on the other hand, may be more trickiery. Nevertheless, but in our experience, you should be able to validate a good culture fit, estimating this is possible if there's a clear sense of connection and alignment of tech applicants’ their personal core values align with your firm’s the core values of our company. Finally, it is important to look for some confirmation that you can build a relationship and rapport with the candidate, which is a necessary element in order to enable them him/her to actively be a part of your company. Conclusion Nowadays, commercial real estate companies, especially startups, are facing new recruitment challenges whose scope exceeds the application of traditional processes. Unfortunately, organizations in other industries have deployed flexible recruitment steps to attract tech candidates. This tussle has made hHiring technical individuals in today’s environment has become as competitive as ever. Commercial real estate companies, especially start ups, are facing new challenges that make traditional processes ineffective. That said, Bbeing proactive and prepared in terms of what to focus on, how to approach and carry the interview, and what to look for during the interview can swing the balance in your favor and ensure yougo a long way in hireing the most qualified technical individuals for your company.