With Amazon’s September announcement that is will be building another Seattle-sized headquarters, cities put their best and most creative brainpower into telling Amazon why they should choose their city.
What’s in it for the chosen finalist? A campus the size of it’s current Seattle headquarters, $5 billion in construction spend, and 50,000 plus high-paying jobs.
Numerous cities have been named as stand out candidates including New York City, Denver, Austin, Boston, Chicago and Washington, D.C., Detroit, Pittsburgh, Minneapolis, and Baltimore. The site of the new headquarters will undoubtedly need to have quality higher education, functional infrastructure, and significant government backing.
Finalists are announced in December with the winning location to be announced in 2018. We are all excited to see which city gets economic boost from the Amazon powerhouse.
Read more about thoughts on the expansion by some of NAIOP’s Distinguished Fellows:
How Interviewing for Jobs is Like Playing The Dating Game
Searching for a new job, whether currently employed or not, can be a frustrating and tedious process. I often work with candidates who are struggling to find “the right” position and company. Some are exasperated because it’s taking too long and others are discouraged because they are seeing a lot of opportunities in the market but none quite right for them.
In order to help candidates have more patience and understand the process, here’s what I tell them: Job hunting is a whole lot like dating. Finding the right partner doesn’t happen overnight and in the meantime there’s a lot of trial and error that must take place.
The same is true with job hunting. The saying, “you have to kiss a lot of frogs,” is similar to my sentiments when it comes to interviews. While interviews can be hard to get, nerve-wracking once they’re scheduled, and sometimes not lead to a match, they are a crucial part of finding the right fit. Going on interviews, like going on dates, is how you determine your likes and dislikes and your must-haves and can-live-withouts. Interviewing is how you get an overall sense of a company and the open position and whether or not you will be fulfilled – professionally and personally – and where your contributions will be needed and recognized.
What I also share with candidates is: When in doubt, submit your resume and go on the interview. Submitting a resume through a recruiter who has a close partnership with the company you’re interested in gives you a much stronger chance of making sure your resume is seen by the hiring managers. It’s an initial stamp of approval similar to being introduced by mutual friends in the dating world. If the company is interested in meeting with you but you’re hesitant that it’s not the right fit, go anyway. You may be pleasantly surprised and realize it’s your dream job (trust me, it happens all the time) and if it falls short, then you walk away with added industry knowledge and a solid hour of interview practice.
I personally have faced the frustration and ups and downs of the job search process. Having jumped in headfirst to a few positions then realizing they weren’t right for me, I had to start again. I took this time to really do my industry research, connect with my network and go on plenty of interviews. It took me three wrong positions to figure out what the right one was, but I had faith in the process and now couldn’t have asked for a better professional match.
When all else fails, keep trying. Eventually most people realize it’s better to keep “dating,” seeing what positions and companies are out there, and making sure there’s a mutual fit before jumping to the next job. Remember, it’s just a process and in the end, it works out as it should.
By: Julia Turpit, Director | Recruiting Consultant
Effective January 1, 2018. California employers will no longer be able to ask your previous or current salary. Applicants are free to volunteer this prior compensation information, and companies may then consider than information in their offer packages. Companies will also now be required to provide applicants a salary range for open positions.
The goal of this legislation is to narrow the gender pay gap. “In 2016, California women who were full-time wage and salary workers had median weekly earnings of $814 or 88 percent of the $925 earnings of their male counterparts, the U.S. Bureau of Labor Statistics reported last month. That’s down from 90.2 percent in 2005.”
The NAIOP CRE Sentiment Index for September 2017 indicates that commercial real estate fundamentals are generally positive, but there is still some uncertainty. An index number greater than zero, like the current 0.49 number, indicates that respondents believe that general market conditions over the next 12 months will continue to be favorable for the commercial real estate industry, and overall conditions will be better in 12 months than they are today. This survey reflects an expectation that the commercial real estate market will be moving ahead at a more cautious pace than what was expected six months ago, and at about the same pace as measured one year ago.
The infographic below highlights what highly engaged employees experience at work. This may help you determine what it takes to have highly engaged employees. Generally speaking, the highly engaged employees feel recognized, valued and involved.
Building Careers proudly sponsored NAIOP San Diego’s NAIOPalooza 2017 benefiting HomeAid San Diego. A special shout out to Julia Turpit and her event team for putting on a successful event!
NAIOP’s CRE.Converge 2017, held in Chicago October 10-12 brought together over 1,500 professionals from across North America for networking, deal-making and lively discussion.
Above is a link to NAIOP’s conference recap, including industry thoughts on geopolitical trends, disruptive technologies, global economic investments, and strategic development approaches. Especially interesting to me was the discussion on the fourth wave of wealth and prosperity. Want to get ahead of the wealth curve? Find out what keynote speaker Dr. Michio Kaku shared surrounding his big-picture predictions for The Fourth Wave of Wealth and Prosperity its implications for commercial real estate.
Even when the interview is over, you can still make an impression. The fact that you were singled out for an interview means the interviewer considers you a serious candidate for the position. This is why it is important to follow up after every job interview, whether it is an in-person or phone interview or a second interview.
By following up, you are acknowledging and showing appreciating for the interviewer taking time out of their busy day to speak with you. You will also be reminding the interviewer that you are qualified and strong contender for the job and that you should be given serious consideration. Below are some ways you can improve your hiring chances through following up.
Personalized Thank You Note
Always send a personalized thank you letter or email the same day as the interview. Be genuine and write the note from scratch as a catch-all template may seem artificial.
A personal thank you note will show your sincere interest and give you one last opportunity to promote yourself for the job. Here is a general format to help you:
Express gratitude for the interviewer taking the time to meet with you and sharing information about the position and the company.
Mention something specific that was brought up in the meeting. Use it to demonstrate why you would be a good fit for the job and/or why you are interested in the job.
Remind them of your specific qualifications and personality traits that make you the best candidate for this position.
Restate your interest.
Let them know you look forward to hearing from them and to contact you if they have any further questions.
Remember to proofread your follow-up responses before sending them. A grammatical or spelling error will look bad and could take you out of the running. Be especially aware of people’s names as they will notice if you spell them incorrectly.
Follow Up Phone Call
If you haven’t heard back from your prospective employer within a week, give them a follow-up call. This is another way you can convey your interest in and your qualifications for the job.
If the position requires a lot of phone time, giving them a call is an added bonus. It will give you the opportunity to show you have the strong communication skills needed for the job. Here are some tips on what to say:
Begin by stating who you are and using your full name.
Say when you met with them and the position you interviewed for.
Tell them thank you for considering you for the job.
Inquire about the status of the position that you interviewed for.
Ask if there is anything specific you can speak to to quell any concerns about your ability to be successful in the role.
Reiterate your qualifications at a high-level or mention any key points you forgot to mention during the interview.
Request feedback on the hiring timeline for this role and when you can anticipate hearing from them again.
If you are nervous or think you might forget what to say, make a list of points you want to bring up.
In the competitive job market of today, it is important to follow up effectively after an interview. It will set you apart from many other candidates. However, failing to do so might cause you to lose out of the position to someone else. Make sure to impress interviewers and secure the job by following these guidelines.
You have a job interview. Congratulations! You have made it through the initial screening process – the company you are interested in has reviewed your resume and background and believes you have the expertise needed to be considered for the open position. The interview is now your opportunity to shine and convince the team interviewing you that you are the best candidate for the job. Here are some ways we recommend you do it.
1. Remember to be confident and maintain eye contact
Keeping eye contact with the person doing the interview shows that you are genuine and self-confident.
2. Give answers that are clear and to the point
Instead of just answering a question with “yes” or “no,” explain with a little more detail. For example, if they ask, “Have you had any experience with budgets?” you can respond with a summarized, yet specific answer like “Yes, at my last company, I was responsible for creating and adhering to budgets for a 20-property portfolio.” Furthermore, make sure to talk about what you were personally in charge of when asked about team projects.
3. When asked about your salary requirements, don’t go too low or too high
If you don’t know the salary range for the position when asked this question, it’s okay. Tell them what you are currently making, including the base salary and any other payment received, like bonuses. Let them know you are flexible and will weigh all aspect of the opportunity. You want to make sure you are getting what you are worth without pricing yourself out of the position.
4. Come prepared to describe why you want to work in this position at that particular company
Before the interview, you will have done research on the company, including its press releases and reports. Doing so will help you better express why you are interested in working for them. Moreover, you will be able to state your short and long-term goals while operating as a member of their team. Employers want someone who will be with the company for a long time. Make sure to mention why you would be an asset to them now and in the future.
5. Be authentic and genuine, but remain professional
Avoid making inappropriate comments or jokes and do not share unnecessary personal information. This may cause the interviewer to make unwanted judgments about you. Be sure to stay professional and tactful in your answers.
6. Avoid talking negatively about your last company or supervisor
During an interview, it is not the time or place to speak poorly about anyone. If you do, the interviewer will wonder if you were let go or pushed out of your last job. They might think you will be an employee who whines and becomes a bad influence on other employees. This might turn them away from wanting to hire you. Instead of bashing your prior company, describe the differences between the two and why this one would be a better match and a more appealing one to work for.
7. Ask for a business card
Doing so will show that you are interested in keeping in contact. It will also give you the information to follow-up with them and send a thank you note.
8. Before leaving, communicate your interest once again
At the end of the interview, give a firm handshake and restate your interest in the job. Be sure to reiterate an example of how your specific experience would make you a fit. Also, ask if they have any more questions or concerns about your capability and skill set match for this position. Getting these last statements in will show your confidence and enthusiasm for the job. Likewise, it will give you one more opportunity to alleviate any concerns they might have and promote yourself before the interview is over.
Good luck!
For additional tips on how to prepare for an interview read Part I (Prepare For a Successful Interview with These Eight Tips) and be sure to watch for Part III (coming out this Fall) on what to do as follow-up after the interview has taken place.
Your company has an open position that needs to be filled. You need help finding qualified candidates for the job. You’ve decided to work with a recruiter to help expedite the process, access their pre-screened network of qualified job candidates, and find the best candidate out there. Now to decide whether to engage in a contingent search or a retained search. Ultimately, it will come down to what your company’s needs are at the time, but here’s how we explain the options to our clients at Building Careers.
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In Fifteen Words or Less…
A contingent search is a no risk/obligation search process under a limited-scope agreement
A retained search is a priority search process under a full-scale hiring resource agreement
The Hiring Process
Contingent:
Recruiting firm complements a search process your company already has underway
Search is conducted under a limited scope of work, which means the recruiting firm is only involved in select aspects of the recruiting process
The process is a volume-based search approach; The recruiting firm works on many job openings for multiple clients concurrently
Your company takes a more hands-on approach to reviewing and evaluating the candidates
Does not require that recruiters meet set accountability milestones
Retained:
Recruiting firm/ retained search firm acts as an extension of your company’s internal hiring team and takes on all of the hiring process responsibilities
Scope of work starts from defining a tailor-made search strategy and culminates with successful candidate integration into your company
Search firm prioritizes a limited number of searches at a time to ensure quality candidates are presented; Recruiter has access to the full spectrum of active and passive candidates available and apply targeted search tactics
Recruiter is more heavily involved in assessing and vetting how candidate attributes will contribute to your company culture and ultimate success
Accountability milestones are predetermined in the initial scope to require executive search firms to meet and exceed your company’s expectations
Fee Structure
Contingent:
The fee is due when the executive search firm finds your company a qualified candidate who you ultimately hire
The fee may cost less than a retained search fee depending on the level of service a recruiter provides
Retained:
There are multiple types of retained searches, which determine the fee structure. They also allow for more accountability and transparency in managing investment and fee expectations. Retained searches can be;
Fully-engaged
Performance-based
By an engagement fee
The fee may cost more than a contingent search fee based on accountability hurdles, search practices, and greater scope of service
In the commercial real estate industry, companies tend to go with a retained search process for hiring senior level positions – the larger the role in the company the larger the search investment – and a contingent search for hiring entry-level or non-specialized positions. Contact us if you have any other questions or want to brainstorm on how to make your search for the right candidate a success!
