Hiring the right candidates is crucial for multifamily properties. The multifamily industry faces unique challenges in recruiting top talent, from identifying individuals with property management abilities to those who can adjust to the constantly evolving landscape of resident needs and expectations.
Recruiters play a key role in finding top talent for multifamily organizations. In this article, MSB recruiters will share insider tips and secrets about the multifamily recruiting industry. By pulling back the curtain on what they really look for, our goal is to provide valuable insights to guide and support candidates in their quest to improve their chances of landing a job in the multifamily sector.
Secret 1: The Resume Scrutiny
Recruiters have honed their ability to spot potential issues when scanning resumes. With an initial review time of just 6-8 seconds, your resume must create a powerful first impression – and quickly.
Common resume red flags that recruiters look out for include:
- Unexplained employment gaps
- Basic information missing
- Lack of quantifiable achievements
RECRUITER TIPS:
1. Consistency is key: “Immediate red flags on a resume are when you have an active LinkedIn page, and your resume doesn’t match the LinkedIn page. […] It’s so important when you are actively looking for a new job, whether you are employed or unemployed, to have your resume match your other profiles!” –Ashley Kahriman
2. Customize your experience: “Immediate red flag: when someone lists the exact same details/ responsibilities word for word under each position on their resume.” –Kelsey Arnall
3. Explain job changes:
“One of the biggest red flags to me is frequent job changes or frequent breaks in between jobs that are unexplained. […] It is key to highlight this on your resume so that nobody is passing over your resume at first glance thinking that you look “hoppy” or lack stability.” –Alyssa Smith
“This may seem like an obvious thing, but you have no idea how often I see this… If you have worked for a company for 5 years, and it was two or three different positions, make sure to make a header in the resume that shows the company name and the total time of tenure… then you can break down the different roles you have performed. If you don’t do this, it could look like you are a job-hopper, when you really are not! There are only a few split seconds that someone will review your resume initially, so it is best to make it obvious that you have tenure within your current or prior companies.” – Jennifer Branscome
4. Focus on impact: “What you need is metrics that highlight your impact in the role. Consider the day-to-day responsibilities you manage, and also the strategic work you’ve done to make your community run more efficiently.” –Diana Nisonger
By understanding these red flags and following the advice of our recruiters, you can create a resume that stands out for all the right reasons in those crucial first seconds of review.
Related Articles:
What to Leave Off Of Your Resume
How to Create a Solid Resume
Secret 2: The Social Media Sweep
In today’s digital age, your online presence can be just as important as your resume. Recruiters often dig deep into a candidate’s social media profiles as part of their screening process. In fact, 70% of employers check out applicants’ profiles during their screening process.
When reviewing social media, recruiters typically:
- Look for active social media accounts
- Check for any unprofessional or controversial posts or content
- Assess if the online presence aligns with the company culture
- Look out for inappropriate content or excessive complaints about past employers
The impact of this screening can be significant. Research shows that over half of employers have found content on social media that has prevented them from hiring candidates.
Given these statistics, maintaining a professional online presence is crucial. The potential impact of negative content on your job prospects cannot be overstated.
RECRUITER TIPS:
Keep it positive: “Be careful not to use your social media as a sounding board to air personal or even professional grievances. Hiring managers want to see proactive approaches to issues, someone who can think on their feet, and someone who can remain professional even in difficult situations.” –Ashley Powers
By being mindful of your online presence and following these tips, you can ensure that your social media profiles enhance, rather than hinder, your job prospects in the multifamily industry.
Related Article:
How to Use Your LinkedIn Profile to Attract Hiring Managers
Secret 3: The Make-or-Break Phone Screening and Interview Insights
Phone screenings and interviews are critical steps in the hiring process. They provide recruiters and employers with valuable insights into a candidate’s personality, skills, and fit for the role. Interestingly, research shows that 1 in 2 employers form an opinion about a candidate within the first 5 minutes of an interview. During these interactions, recruiters are on high alert for certain red flags and positive indicators.
Key factors that recruiters evaluate during interviews include:
- Preparedness and research on the company/role
- Ability to provide concrete examples of qualifications
- Cultural fit based on behavioral questions
- Ability to articulate skills and experience clearly
- Level of enthusiasm and energy
RECRUITER TIPS:
1. Maintain professionalism: “Dressing professionally for a video is essential! Don’t wear a tank top, make sure you have brushed your hair, put on a little make-up to polish up your look, cover up any large tattoos, take out the nose ring, and please don’t chew gum or suck on a mint while on a video interview! All these details play into the first impression you are making! I’m not saying someone can’t be themselves with their expressions, tattoos and piercings, but we want to make sure to remove any potential bias in this critical stage in the interview process!” –Jennifer Branscome
2. Stay positive: “A major red flag as a recruiter would be when speaking with a candidate, especially if it’s the first time, and they trash talk a current or previous employer. While expressing pain points is something I look for so I can make sure to target the best fit for a candidate, having nothing positive to say about your current/previous employer is always something that raises my hairs.” –Tricia Hitt
3. Focus on growth: “Better not Bitter. Even in the worst employment situations, there can be lessons learned, and either employers or employees can benefit from exit interviews or feedback. Working with a recruiter, I highly recommend keeping it positive.” –Ashley Powers
4. Professional consistency: “The Perfect Match! If the LinkedIn doesn’t match the resume, and vice versa, and it takes more than a few moments for a candidate to try and recall their most recent job activity, it’s a red flag for me. If you don’t know your own job history and can’t explain that to your recruiter, MSB won’t be able to best represent you to a client!” –Ashley Powers
By being aware of these factors and following our recruiters’ advice, you can increase your chances of success in phone screenings and interviews in the multifamily industry.
Secret 4: The Reference Check Revelations
Reference checks play a crucial role in the recruiting process, often serving as the final step before a job offer is made. Their significance cannot be overlooked – 80% of employers who conduct reference checks have changed their minds about a potential employee based on the information they received.
During reference checks, recruiters typically:
- Speak to direct managers rather than HR contacts
- Gain insights into workplace performance
- Look for common red flags
- Check for any conflicting information compared to what the candidate provided
The impact of reference checks can be substantial. A striking 69% of employers have changed their minds about a candidate after consulting a reference. Interestingly, this change isn’t always negative – while 47% of employers develop a less positive view, 23% actually form a more positive opinion after speaking with references. These numbers underscore the critical role that reference checks play in the final stages of the hiring.
RECRUITER TIPS:
1. Choose references wisely: “If you have trouble providing me with 3 solid references, and you have been in the industry for 15 years, I have more questions and doubts. You should never provide a reference for someone for whom you are unsure how they feel about you.” –Ashley Kahriman
2. Prepare your references: “When you get all the way to the reference check, don’t let non-responsiveness hurt your chances of getting the role. Make sure your references know you are interviewing and are prepared to respond and say positive things.” –Diana Nisonger
3. Seek diverse perspectives: “Think about the 360 perspectives. We say in the recruitment world, you want to be a well-rounded recruiter- respected in your position and knowledgeable in your craft, well received from clients and peers. This goes for candidates too! Red flag if the only person who can speak on your behalf is a colleague or peer. You need to be able to have someone speak from a supervisor’s perspective. This is part of the 360 perspectives in gathering references!” –Ashley Powers
By understanding the importance of reference checks and following these tips from our recruiters, you can better prepare for this critical stage of the hiring process in the multifamily industry.
Final Thoughts
Our MSB recruiters have shared valuable insider knowledge about the multifamily recruiting process, from resume crafting to reference checks. Applying these tips and insider knowledge can significantly enhance your chances of standing out in the competitive multifamily job market. Ready to take the next step in your career? Connect with MSB Resources for personalized assistance and access to exciting job opportunities in the industry.