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New York City’s new pay transparency act had a shaky rollout and met with criticism from many in the business community, but it also touched off a wave of CRE professionals eager to find out how their paychecks stack up and arm themselves for compensation negotiations.

This new access to compensation information is part of a growing movement in the U.S. and reflects a shift away from the old notion that the very subject of pay is taboo, offering a glimpse into how others are paid and potentially contributing to a talent shakeup in CRE and beyond.

“Candidates seem to be on a fact-finding mission to ensure their compensation is in line,” said Building Careers President Carly Glova, who heads a recruiting firm focused on CRE. “They have been reaching out to us in droves, not necessarily with the intent to move positions, but with regards to their market compensation. Many are taking the initiative to have those conversations with their supervisors before getting to the point of a counteroffer.”

With some of the largest markets in the country, including California and Washington, soon to be under such rules, and an effort by advocates to increase pay equity, it’s likely firms nationwide will see this as an evolving part of job posting, recruitment and, especially in early days, retention.

“It’s coming down the pike,” CRE Recruiting founder Allison Weiss said. Her firm has already made all of their positions in New York state compliant to the new standard.

A handful of companies and industry groups with large presences in New York City responded to Bisnow’s inquiries about the pay transparency act: Savills had no comment, REBNY said it wasn’t the best source of information, and CBRE said “we are in compliance with the New York City salary transparency law.” JLL, Rudin Management and Colliers didn’t respond to inquiries by press time.

A review of CBRE postings for jobs in New York City on Nov. 7 found some positions, such as Fund Portfolio Manager, including a salary range of $150K to $170K and an explanation of potential bonus compensation, while others, such as Workplace Experience Coordinator, initially didn’t include any salary or pay information. After being contacted by Bisnow, CBRE has updated its NYC listings.

Read More: https://www.bisnow.com/new-york/news/top-talent/nyc-pay-transparency-laws-rollout-unclear-but-cre-impact-seems-unmistakeable-116273

Typically, the first thing we’re told to do before getting a job or applying to graduate school is find a mentor. But what type of mentor should you look for?

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Popular culture often paints a mentor as a very specific type of figure who takes you under their wing, gives you advice, shows you what to look out for, and introduces you to people you should know. And that’s certainly some of what they do in real life, too. But mentors come in all sorts of varieties, and they can be helpful no matter where you are in your career.

Whether you’re a brand new professional, someone who just changed paths, a seasoned vet with imposter syndrome, or anyone who has or wants a job or career, mentorships can ground you and fuel your passions. Here are seven types of mentors you should consider:

1. Traditional Mentor

A traditional mentor is someone who’s been in your field or industry for more than a few years, like a supervisor from a past job or internship or a professor who helped you navigate your way from school into the workforce. They might’ve had your current job back in the day or perhaps they’re in the role you hope to have in the future. A traditional mentorship is a tried-and-true choice because the mentor has usually navigated the same path you’re on right now.

2. Affinity-Based Mentor

An affinity-based mentorship grows from a place of commonality, often stemming from an underrepresented identity—whether it’s gender, ethnicity, sexuality, religion, or one of a myriad other characteristics. Not only does it benefit you and remind you that you’re not alone, but it can also lead to organizational or even industry-wide changes in policy or perception.

When you find an affinity-based mentor, remember you’re both complex. Just because you speak the same language or have the same speech impediment doesn’t mean you’ll be twins. But what counts is knowing someone out there has at least one thing in common with you, knows what it’s like, can share their experiences, and will listen empathetically to yours. This type of mentor can give you a blast of confidence and belonging that’ll keep you riding high through Friday.

3. Group Mentor

Group mentorship is often set up in cohorts. Think of a summer internship program where the class of interns has a seasoned professional leading a mentorship cohort that meets weekly for Q&As, discussions, and workshops over lunch.

You can learn a lot from the mentor, but you can also learn from your fellow mentees and build relationships with your peers. When someone brings up a problem they’re facing and gets advice, you can look for ways you can apply the same advice to your own headaches. And in some cases, you’ll find that you start turning directly to fellow mentees for suggestions and support.

Read More: https://www.themuse.com/advice/types-of-mentors-mentorship

In a competitive field like commercial real estate, it pays to hire the right talent for your team. But what’s the secret? Your hiring track record isn’t bad, but you want more than that. You want to hire rockstars. So, how do you make better hires?

Let’s check out some surefire ways to up your hiring game and land top talent for your team.

1. Try Out Different Strategies

If you’ve experienced mixed results in the past, change up your strategy. Simply put, a hiring strategy is the thoughtful and creative approach you take to identifying, attracting, and converting job prospects into employees. There are many hiring strategies that can help you land the best people for your role.

• Leverage social media by posting job listings, starting conversations, and showing off your corporate culture with photos.
• Create an employee referral program with incentives such as bonuses or prizes.
• Target industry-related meetups like tradeshows and job fairs to network with the cream of the crop.

2. Switch to Behavioral Interviews

Traditional interviewing is aimed at asking job candidates how they would respond to various situations. After all, you want to know if they are qualified, right? But you can shift this to a more indirect line of questioning to reveal so much more about a candidate.

Behavioral interviewing is a powerful alternative that instead asks candidates how they already have responded or behaved in previous situations. This allows you to observe their past behavior to identify key values, competencies, and traits in past roles. Dig deeper into these stories for an even more vivid picture of this person and how their past might predict their future on your team.

3. Prioritize Personality Over Skill

It may sound counterintuitive, but hiring for skills can lead to less qualified hires. If you want to improve your hiring game and make better hires, focus more on their personality.

Character makes all the difference in business. And character is a function of personality, not training. When you hire for personality, you can always train them for required skills. Some key personality traits every hiring manager should look for are:

• Positivity
• Open-Mindedness
• Flexibility
• Independence
• Collaboration

4. Ask More Creative Interview Questions

So much about interviewing is scripted. It’s like a dead, ritual exchange of information. But if you want to ensure better hires, ask better questions. Flip the script. Instead of talking past each other, open a genuine dialogue with creative interview questions like:

• What adjectives would your co-workers use to describe you?
• Does magic exist, and if so, how would you define it?
• If you were interviewing me, what questions would you ask?

5. Engage a Recruiter

There are many ways to go about hiring, but successful companies know that engaging a recruiter is the proven route to landing a highly qualified team member in a relatively short time period. And the reason for this proven success is in how a recruiter works.

Recruiters don’t start looking for your new hire when you give them the job description. They began way back when they started their business. Years ago, your recruiter began amassing a database of highly qualified professionals, segmented according to a myriad of criteria, and has since nurtured relationships with those people. Engaging that recruiter means simply plugging into a long-standing network and receiving only highly qualified prospects.

Each of these methods have been proven time and again to improve your hiring efforts and land top talent in your field. No need to keep spinning your wheels. Use one or more of these methods to land better hires and build a better team.

Productive, respectful relationships between a boss and their employees is key to any company’s success. While the boss’ top priority is likely to have hardworking employees who fulfill their vision for the company, it’s a safe bet that they’d also like to have more than superficial relationships with the people they work with every day. After all, they probably spend more time with their staff than they do with anyone else.

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Of course, there’s something in it for employees, too: The boss plays a key role in advancement opportunities, so the more they know you, your work, and your work ethic, the more likely you are to be rewarded.

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A healthy, respectful relationship with your manager can improve your morale and productivity, and ultimately, it can boost your career. If you want a relationship that goes beyond “we get along fine,” here are three ways to have a better relationship with your boss.

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How To Have A Better Relationship With Your Boss

1. Take Charge And Set Up Monthly Meetings

When I first started my business, it was easy to meet with each employee almost daily, because I only had five employees. Now, with 19, it is more difficult to check in with every employee every day and keep tabs on all the tasks that each person is working on. So it’s important that my employees take the initiative to set up individual meetings with me throughout the month. This helps me know what’s going on in the business—and shows me that they care about their jobs and are keeping my goals and expectations in mind.

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Your boss may be busy, but as an employee, you can and should take the initiative to meet with your boss one on one at least once a month. Use that time as an opportunity to discuss the status of your current projects, present your ideas for the future, and check in to make sure you’re on track with your boss’ goals and strategies.

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2. Prove You Are Innovation And Can Take Initiative

Every CEO or manager wants a company full of motivated and productive employees. Showing that you’re excited to take on new projects will help both you and your boss be more successful.

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If you work in an office where people are constantly pitching ideas for new products, services, projects, or process improvements, don’t be afraid to raise your hand and volunteer to take the initiative on something. If suggestions aren’t free-flowing, keep a running list of your own ideas and offer them up at your monthly meetings with your boss.

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Being innovative and taking initiative shows your manager that you’re invested in growing with the company, and that is bound to lead to a better relationship between the two of you.

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3. Work Hard To Have Open Communication

How many times have you told your boss that one of their ideas isn’t so great? It’s a scary conversation for any employee, but it’s an important one.

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There have been a number of times that I’ve shared ideas with employees, and they’ve come back and suggested—politely of course—that my idea may not be the best route. The reason I don’t get upset is that, along with the rejection of my idea, they present a suggestion for something else. Or, better still, they consider how they can adapt my idea and make it work more effectively.

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Read More: https://www.themuse.com/advice/5-secrets-to-developing-a-better-relationship-with-your-boss

Whether you are self-employed or employed, you will inevitably have to work with other people at some point. Freelancers have to interact with clients and customers and build relationships with them. Those in employment need to work well with remote coworkers whether they are colleagues, managers, suppliers, and customers.

It is impossible to avoid other people entirely—and few of us would ever want to do so.

However, remote working brings significant challenges to working with others. It is much harder to build rapport when you are not face-to-face. A significant amount of communication is lost without body language, facial expressions, and gestures, and telephone and email are poor substitutes for face-to-face contact.

So here’s how to work well with remote coworkers by maintaining relationships with others!

The Value of Maintaining Relationships With Coworkers Virtually

In the past, remote working was often a choice, and not always available to everyone. Few people worked remotely all the time; one or two days a week was more normal. This type of part-time working from home makes it easy to maintain relationships with your colleagues. After all, even if your colleagues are also working from home part-time, you probably see them at least once a week. Many managers make a point of holding all-team meetings to facilitate relationships.

However, many people have found remote working thrust upon them recently as a result of the pandemic. They and all their colleagues have been moved to working from home. This situation makes it much harder to work well with remote coworkers and maintain good relationships. However, this just makes it even more important that you do so!

How To Work Well With Remote Coworkers

There are a number of things that individuals and managers can do to help maintain good relationships when everyone is working remotely. An example would be to schedule ‘whole team’ video conferences on a regular basis. It is surprising how easy it is to become out of touch with everyone else’s work when you do not half-hear phone calls or spend any time chatting in corridors. This means that the formal arrangements for keeping in touch have to be better when everyone is working remotely.

Read More: https://www.skillsyouneed.com/ips/remote-relationships.html

Sometimes dealing with feelings of inadequacy can lead to a lack of confidence on the job. The truth is feeling insecure at work is a constant struggle for some people. But, it’s also a major obstacle to achieving our professional dreams and realizing our full potential. So, let’s boost your confidence at work!

Yes, it is possible to boost your confidence at work. If you need a confidence boost in your day-to-day routine, check out these tried-and-true tips. You’ll bolster your sense of assurance, come off more poised, and kick some butt in the workplace, too.

Partner With Supportive Allies

Seek out positive co-workers and mentors who support you, who boost you up when you’re feeling down, and who can help you succeed in your job and within the company. There are always naysayers and jealous types who want to see you fail, but if you reach out to enough people, you’re sure to find a critical mass who have your back.

Dress The Part

Turns out, there’s some truth to the old adage, “fake it until you make it.” Dressing well, having good posture, being friendly, and making eye contact with people will all give the impression that you’re confident and in control. And when the rest of the world thinks you’re self-assured, you’ll start believing it, too. So smile, stand up straight, and yeah, go ahead and treat yourself to that new blazer to boost your confidence at work!

Go With That Gut Feeling

If you feel that you work isn’t getting you where you want to go, it’s sure to impact your frame of mind and sense of confidence. So be really honest with yourself about your personal goals and expectations, and make sure that you’re being true to them. If you find that you’re not able to use your talents to their fullest or your job isn’t putting you on the right track for your career, think about how to change your situation—whether it’s having a discussion with your boss or looking for a new gig.

Rejoice In Your Accomplishments

If you’ve received an amazing performance review or nailed the client meeting you’ve been stressing over, celebrate—you deserve it! Acknowledging those successes and rewarding yourself will remind you how great you really are—and there’s no greater confidence boost than a job well done.

Read More: https://www.themuse.com/advice/9-ways-to-boost-your-confidence-at-work

Let’s face it, it can be hard to give or receive criticism no matter how it is delivered. But getting comfortable with offering and receiving practical, constructive criticism is fundamental to our professional development.

When presented correctly, it can be a helpful tool for leaders and peers to help each other deliver better results, find motivation, and strengthen relationships.

So how can you learn to take criticism well and get better at delivering it to others?

In this article, we’ll discuss the art of constructive criticism. We’ll break down what it is, how it compares to destructive criticism, practical strategies to give and receive it well, and what to avoid in both cases.

Define Constructive Criticism

Constructive criticism is a feedback method that offers specific, actionable recommendations. Good constructive feedback facilitates positive outcomes and creates a positive working environment. It also provides a safe space where a person feels secure enough to ask questions, seek help, and share ideas.

The Difference Between Constructive Criticism Vs. Destructive Criticism

The big difference between constructive and destructive criticism lies in how the comments are delivered.

While constructive criticism focuses on building up the other person, destructive criticism focuses on the negative. The feedback can be vague and often lacks guidance or support.

Constructive Criticism

Constructive criticism is clear, direct, honest, and easy to implement. It provides specific examples and actionable suggestions for positive change. This type of feedback also highlights ways the recipient can make positive improvements in their behavior to minimize future problems.

Deconstructive Criticism

Destructive criticism, on the other hand, focuses solely on the problem. This kind of feedback offers no encouragement, help, or support for improvement. Despite the deliverer’s intentions, it often lowers morale and reduces confidence.

Pros Of Constructive Criticism

Unlike deconstructive or negative criticism, constructive criticism builds trust and provides an opportunity for both parties to grow. Two key elements of constructive criticism’s success are context and actionable advice.

This kind of feedback gives the recipient context around their areas of improvement, which is crucial for understanding why the feedback is being offered.

Supporting the additional context with actionable steps and suggestions for how to improve build trust between both parties. This combination also opens the door to conversation, collaboration, and professional development.

Read More: https://www.betterup.com/blog/how-to-give-and-receive-constructive-criticism-at-work

Right now, the job market is a bit hectic, and with the commercial real estate market cooling down, you might have doubts about changing jobs. Even if you’ve accepted a new position with the company of your dreams, it’s natural to second guess your decision.

And if you’re as valuable a team member as you think you are, there’s a good chance your old company might not want to see you go. They might ask you to reconsider or offer a raise. That’s when you need to stop and think clearly about your situation. Don’t let emotions cloud your better judgment. Ask yourself, should I really accept a counteroffer or stay the course?

Let’s break this down and get a better understanding of the pros and cons of accepting a counteroffer from your current employer.

Replacing You Won’t Be Easy

Think about this from your supervisor’s perspective for a moment. This probably isn’t very convenient timing (it never is), and there’s always the concern that your move might signal to others that they should look elsewhere.

Your manager knows it won’t be cheap to replace you. And there’s always the personal aspect of all of the emotional investment and team building that might be seen as a wasted investment. But regardless of how negative someone might look at your changing companies, that doesn’t mean you can undo it by accepting their counteroffer.

In CRE and other competitive job markets, there can be a lot of cost associated with employee turnover. And you can’t blame your supervisors for trying to keep you instead of rolling the dice on a new hire. That’s why about half of all resignations are met with a counteroffer. It’s predictable and understandable.

But that doesn’t mean it’s a good idea.

Remember, as good as your working relationship might have been, much of what is motivating this counteroffer is whether or not this will mess up the quarterly numbers or get in the way of an upcoming personal vacation or look bad for the stakeholders. Believe it or not, what’s best for your career is not driving them at this point.

Problems That Arise When You Accept a Counteroffer

There are a number of pitfalls associated with accepting that offer to take some extra vacation time or a generous pay raise.

First and foremost, if you accept a counteroffer based on financial gain, this could damage your reputation. Your manager might see you as only motivated by money. Your professional brand could suffer, and others might perceive you as simply loyal to the highest bidder.

Secondly, no matter how strong your professional relationships may be, on some level, you will always be viewed with suspicion from this point on. You will always be seen as a potential flight risk. As a result, you will be on the short list for termination should things get sticky. Or at the very least, workplace rapport will never be the same again.

Thirdly, if you accept a counteroffer, you’ve just soured your reputation with the company offering you a better position. Even if you only gave an oral commitment to hire on, reneging is seen as a broken trust. And if you go back on that agreement and things don’t work out with your current employer (and they usually don’t), you can’t go back to that other company. That bridge is already burned.

The Counteroffer Isn’t What You’re After

What was it you were looking for when you interviewed for this new position? Did your supervisor not appreciate your contributions? Was the commute too much for you with current gas prices? Or maybe you just didn’t find your job very fulfilling.

Whatever the motivation, chances are, an early promotion or a little more pay won’t provide what you’re really after. And if you accept the counteroffer, within a few months, those nagging problems will bubble back up to the surface.

There’s a reason employees who accept counteroffers usually leave anyway within a year. If they aren’t laid off or fired, they find the underlying problems are more unbearable and leave for the first opportunity that comes along. And that opportunity usually isn’t as good as the one that motivated their resignation in the first place.

Remind yourself why you accepted this new offer and be excited for the future in front of you. When you submit your resignation, be polite, but be firm. Inform your current employer that you have already considered all of the factors and that your decision is final. Though you will look back fondly on this time, and though you are thankful for the opportunities, this new chapter is what’s best for your career.

Once you get to the phase of interviewing for a job, you have a reasonable shot at getting an offer. They have already narrowed a large applicant pool down to a few people who are being called in for a discussion.

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Many of the things you need to do to ace the interview are not the same things you needed to get through the screening process that got you there. In particular, you have impressed the hiring committee with your credentials, so now it is time to address the concerns that will be top of mind for recruiters in the interview. Recruiters want to know three things about you at the interview:

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• • What will it be like to work with you?

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• • Can you learn?

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• • Do you take initiative?

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Here are three things you can do to ensure you impress someone in a job interview:

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Do Your Research

Find out as much as you can about the firm that is interviewing you. That includes checking out the company’s website to know what new strategic projects they are highlighting and looking at news reports about it. It is also useful to check out job websites to see reviews from other people who have worked there in the past. If you know anyone who has worked there (or currently works there), talk with them as well.

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You want to enter the interview as someone who is knowledgeable about the company and can ask good questions about your job and the role it will play inside the organization. In addition, it is a great way of demonstrating your initiative. You are letting them know that you will be completely prepared for whatever comes at you after you’re hired. This is how you impress someone in a job interview.

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Be A Good Listener

Undoubtedly, at some point during the interview, you will be asked a question where you get some feedback from the interviewer that they are not completely satisfied with your answer. There is a strong urge to double down on your answer and to continue to explain yourself.

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A better alternative is to listen to the criticism and to take a different approach based on what other people say. Better yet, ask some questions. For example, if the interviewer gave you a hypothetical situation, ask the interviewer how they would approach it. The aim is to demonstrate that you don’t believe that you already know everything you need to know in order to succeed at the job, but instead are willing to learn from your colleagues.

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Hold A Conversation

At a job interview, you’re the center of attention, so it is tempting to let that take over and do all of the talking. But, you’d like to get to know your now-prospective colleagues a bit more. Plus, you’d like them to see that you’re able to learn from them as much as they learn about you. So, you want to make sure to create a conversation rather than just your own standup routine.

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One way to make that happen is to ask a lot of questions. After being asked a question about how you might handle a particular work situation, end with a question of your own, like, “How is that normally handled here?” or, “Tell me more about how decisions like this typically get made?” or, “What go-to strategies do you have for situations like this?” where you are also soliciting input from the interviewers.

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The more that the interview becomes a conversation, the more insight that the interviewers get into what it will be like to work with you. The rapport you create through conversation will have a positive impact on the overall evaluation you get from your interviewers.

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Read More: https://www.fastcompany.com/90777911/5-strategies-for-impressing-someone-in-a-job-interview

Are you stuck on ideas for what to do for your career? Or do you know what you want to do but don’t know how to get there? Here are seven tips to help you kick-start your career!

#1: Be Open Minded

Every career opportunity could lead you somewhere unexpected. What might seem like a way of marking time – say taking a receptionist job at your local climbing wall – might be the start of your dream career. Imagine it – a climbing instructor qualification, a friendship with a mountaineer, a trip to the Andes, filming a documentary, and finally a career as a movie director. You can expect plenty of twists and turns in your career path. If you keep an open mind, you’re less likely to let chances pass you by and kick-start your career!

#2: Volunteer Places

Volunteering helps you gain transferrable skills and discover which aspects of work appeal to you. Small, local organizations offer exceptional opportunities. You’re not tied to an official role. If you prove yourself to be dedicated and a fast learner you’ll get to expand your responsibilities and see more of the organization. While you might start off shaking a donation box or minding the charity shop, you could end up exploring your skills in management, marketing, and more.

#3: Small Talk Can Be Beneficial

Your mission when mingling – find out about the other person’s career. Ask what they do, why they enjoy it, and how they got there. You’ll discover careers you didn’t know existed.

People love talking about themselves! Your victims – ahem, conversation partners – will remember you as attentive and engaging. It’s a great first impression to make on a potential contact and kick-start your career.

#4: Contacts Are Key

As the old saying goes, it’s not what you know, it’s who you know. That can be frustrating if you don’t fit neatly into the old boys’ club – but if you learn how to play the system you can still make good use of networking.

Start with the obvious – your university lecturers and professors. They can connect you with alumni who had similar skills and goals. Careers fairs, networking events, public lectures, and even family friends and neighbors are all great resources in your hunt for a career. Watch this video on how to build your network.

#5: Become A Cover Letter Expert

One secret to getting hired is sounding good on paper. If you can write a compelling CV and cover letter you’re off to a great start. You’ll need to learn the conventions and get plenty of practice. There’s information online, books to read, and CV clinics to help refine your drafts.

#6: Search For Role Models On Social Media

If a career idea hits you, find and some people who already do the job and follow them on Twitter. It’ll give you more of an insight into what they do and whether it might suit you. Once you’re sure it appeals, try replying to a few tweets. They’ll probably be happy to answer your questions.

#7: Start An Interests Blog

‘A real interest in X, Y or Z’ – it’s something employers are always looking for. And while anyone can claim that they’re fascinated by the development of programming languages, not many can point to their three years of blogging on the topic. Even if your blog doesn’t turn out to be directly relevant to your career path, it demonstrates that you’re enthusiastic and proactive.

Remember to keep your blog clean and not overly controversial. This is something an employer may read one day.

Read More: https://www.brightnetwork.co.uk/graduate-career-advice/no-idea-what-do/kickstart-your-career/