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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/

Over the last two years, women are restructuring the workforce and have been empowered to pursue better workplace dynamics. From diversity to flexibility to pay equality, women are demanding that companies meet their needs, or they are prepared to explore alternative opportunities. What’s more, companies that aren’t adapting and fostering supportive work environments are seeing women leave at record rates.

So says the new report from CREW Network, ,,Building the CRE Workforce of the Future, which explores emerging trends in work and how women are at the helm of restructuring the workforce. And one such trend stands out: 27% of CRE professionals have left the workplace in the last two years seeking better opportunities, better benefits, or a culture that better fits their values, priorities, and lifestyle.

“This aligns with the Great Aspiration trend, where workers are seeking ways to create a life that they want,” Wendy Mann, CEO of CREW Network, says. “That is really telling about what matters to people.”

What Women Want

Women want an equitable environment that reflects their needs. Pay equality is at the top of that list. In CREW’s 2022 survey, 34% of women chose pay transparency as the top priority in improving the workplace. Women believe companies should routinely monitor compensation to ensure equitable standards through raises and pay increases and bonuses. Flexible workplace polices were second on the list, with 27% saying this was their highest priority, following by workplace diversity (19%), professional support (11%) and health and wellbeing services (8%). This list of characteristics are also aligned with ,,the CREW Network CRE Pledge for Action, a commitment by CEOs to advance diversity, equity and inclusion (DEI) efforts.

Due to the tight job market and a spotlight on DEI, women are in a unique position to demand inclusive practices. “Women are no longer accepting that it is okay [to have an unsupportive workplace] and there is a lot of opportunity for women to make moves than there might have been,” says Mann. “It is an employee’s market, and if you want something different, you can find it.”

Creating the right environment begins with the company culture, according to Mann, who says that the office environment is driving choices that women are making in the workforce. “Employees need to feel like they can be their authentic selves at work,” she says.

Read More: https://www.globest.com/2022/11/22/women-hold-the-cards-in-reshaping-the-workforce/?kw=Women%20Hold%20the%20Cards%20in%20Reshaping%20the%20Workforce&utm_source=email&utm_medium=enl&utm_campaign=womenofinfluence&utm_content=20221205&utm_term=rem&slreturn=20221106085141

When hiring for most roles in commercial real estate, the primary considerations are of course previous experience and relevant skills. Many CRE professions require specialized knowledge and skills to succeed. However, you might be overlooking the most important hiring criteria: personality.

Making a bad hire can have a ripple effect through your whole organization, so it’s critical to hire for personality and train for skills. After all, you can teach skill. But character and attitude are forever.

Effective Interviewing

Hiring for personality is easier said than done. So, it’s important to start with an effective interviewing approach. Behavioral interviews are the best, because they reorient the focus on the personality and innate attitudes of the prospect rather than just data sets on a resume.

Setting aside the CV and stereotypical interview questions, you will be able to gauge the potential new hire’s character and ability to think on their feet. What sort of outlook do they have? Are they principled and honest? You can learn a lot from focusing less on the technical side of the interview and more on the way the interviewee responds to different scenarios.

This is important, because no employee is an island. Each interview should look at how this person will impact the team as a whole. Are they a bad apple? Or are they a good cultural fit? This matters far more than the number of years they have in a similar role.

Character Matters in Business

Often overlooked entirely or thrown out as a cliché, strong values and character in the workplace really are essential. CRE professionals who own up to their mistakes or provide transparency to the client or pull their share of the weight on a property are crucial. A highly experienced team member without integrity in the workplace will end up costing the company in the long run.

Working with professionals with a strong sense of ethics and character on the job are a pleasure to work with. They build team cohesion. Their attitude is contagious. And they create an environment of trust and growth that allow for greater achievements.

But character and integrity are a function of one’s personality, not training. You cannot teach this to a new hire, no matter how many seminars you send them to. A candidate may have the most experience and the longest list of applicable skills on their resume, but without the right personality, they will prove to be a bad hire and wind up costing you money.

Critical Personality Traits That Trump Skill

Still unsure if you should really hire for personality first and foremost? Consider the following personality traits and whether they’re more or less important than skills you can teach your new hire.

Positive: This means your new hire won’t complain and nag team members. Instead of dragging down office morale, they will boost others at crucial moments.

Open-Minded/Flexible: CRE is an ever changing and fast-paced industry. An employee who is flexible and open-minded will see the big picture and solve problems to get to the goal, taking risks when necessary.

Independent/Different: It might seem counterintuitive, but some candidates who seem different and an awkward cultural fit on the surface can actually be incredibly valuable employees. These independent types ask questions no one else is asking and strike out on their own when a fresh perspective is needed.

Collaborative: Teamwork is essential in any business. A candidate with an eagerness to collaborate with others and team up will prove invaluable.

It’s All About Perspective

Personality is important because of the following axioms:

1. 1. Skills can be trained.
   2. Experience can be gained.
   3. But DNA cannot be changed

When you have the right perspective and understand how personality builds a successful team, you will see the value of making a hire for personality and attitude.

Great hires have a coachable personality that allows them to learn fast and grow. Sir Richard Branson says most people can learn most everything about a job role in just three months anyway.

Great hires represent your company and demonstrate its corporate values and ethics. They are the face of your organization, so skill should be secondary to a winning personality and principled character.

Great hires inspire those around them to excel. Whereas a bad hire, no matter how qualified, can drag the team down, resulting in damaged corporate culture, wasted money, damaged reputation, etc.

It’s important to view the hiring process as an opportunity to add people to your team, not just skills to your team’s collective skillset. Of course, skills and experience are critical factors in a good hire. But great CRE companies are only as good as the people – and personalities – who make them up.