Apartment Trends Magazine Nov / Dec 2017 | Page 17

MANAGEMENT
MARY GWYN, APARTMENT DYNAMICS
Speed Hiring! Finding
the Right People Fast!
A
tweet from GraceHill said that our industry is slow to hire. It
reminded me of why I try to be passionate about hiring. When
you have a vacant or about-to-be-vacant position, nothing is
really more important. If you’re a “man down," you can’t get your work
done as well, working to see the other person’s job is done . Everyone else
has to work harder too and you are torn between time to recruit,
interview, vet and hire, and time to do what’s not being done by the
“missing person.”
That doesn’t even consider the impact of the learning curve on
co-workers’ time and keeping results up. The best solution: rehire fast!
Here are 8 Tips to Speed Hiring:
1. Post ads before the ink dries on your outgoing employee’s notice!
Post the position on any site you think will draw qualified industry
professionals.
2. Call your “Employment Pool.” Think of people who have
“WOWed” you, or who have sent you a resume in the past.
3. Network! I was excited to get 2 great referrals from a business
friend I messaged on LinkedIn! Call your network and let them
know what you’re looking for, and contact everyone they suggest.
4.
Call any resume that meets your criteria FAST! In fact, set an
alarm so your email dings every time a resume comes in! A lot of
you know, a good maintenance resume has a shelf life of about 15
minutes. Whatever the role, set up interviews fast. Don’t “save up”
the resumes and call everyone at once. Talk to candidates before
their resume’s hit their “expiration date!”
5. Give everyone who interviews an application, and get it back before
they leave the interview. That way, if they make it to the next step
you won’t waste time trying to track them down, get the applica-
tion filled in. You’ll already have references and more to keep the
ball rolling.
6. Make your offer fast! Keep a draft offer letter handy that you can
edit and get in your candidate’s hands fast. Make sure it includes
all your benefits, and if possible, the dollar value your benefits add
to the offer. If there is a bonus program, education benefits, PTO,
vacation schedule, holidays, apartment discounts, vendor-partner-
ships that give discounts, any other “perks,” name them in the letter.
7.
8.
Check references as soon as you can. Call, stalk, email, and get
them checked. If you have trouble reaching one, enlist the
candidate to help you. Sometimes they can “guilt” a reference to
respond. Whatever you do, don’t skip this step!
Start any additional processes immediately. Credit, criminal, drug
screenings – all these take time. We typically schedule the drug
screening with the candidate when he or she accepts the offer.
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NOV/DEC 2017 • TRENDS | 15