Please share your thoughts: The apartment industry faces a well-known shortage of skilled and even entry-level professionals. It's a challenge we're all familiar with. But the question is, how can we address this issue and effectively showcase the rewarding career opportunities our industry offers? Let’s work toward solutions.
Start talking about your people and showcasing them in every aspect of your business. I hear way too often "I don't trust this on-site person to be on video" (along with lots of other things) but if we can't trust them to make a follow up video, we're going to trust them with customers in person? Some companies have been leveraging their on-site teams in their marketing efforts for a while now and this absolutely leads to improved numbers across so many verticals of the business. Bozzuto puts their PM and SM on nearly every website, so prospects and renters both know exactly who will take care of them post-move in. Praxm uses their on-site teams in their paid ads - and those ads perform 300%+ better than their regular paid ads campaigns. The list goes on and on, but when we give our team the spotlight and autonomy to be more of an extension of our brand, it doesn't feel so much like an "entry level" job anymore. It feels important, like they matter and lets them know they're trusted. There are always exceptions to the rule, but a company who lets their people be the face of the company online and not just in-person proves that they're committed to that associate and believe in their longevity with the org.
Jared - thank you for posing this question. I see some terrific comments and ideas coming through. And I have opinions to share) At my last organization, my marketing team assisted our internal recruiting team and made some interesting discoveries! Here are just a few. 1. Read your job ads. Many that I see sound like watching paint dry. I still see ones that read "ticket illegally parked vehicles and distribute late notices". Why would anyone apply? Where's the fun part, the human connection, and the noble profession of settling folks into their homes? If your HR team tells you you can't change your job ad content, go higher for approval. Or better yet, just change the job ad, leave the job description, and ask for forgiveness later. 2. Understand how your ads perform on Indeed, Glassdoor, etc. Many recruiting teams don't understand the metrics behind their efforts. Find out how to get the best job content in the snippet. And track your efforts! 3. Stop talking about replacing head count. Investors have been talking about replacing people since data feeds were introduced. People are part of the equation for a while to come. We aren't there yet. My two cents!
Pay more (easy). But that requires more tech and less people (hard). Just my two cents, but the answers in this thread look like re-arranging deck chairs on the Titanic
#5 is so important! George Lane and Gail Armstrong did it right with in person interactive training classes! One creative idea was providing a “hands on” maintenance training facility with refrigerators, dishwashers, compressors, water heaters, etc. Genius! And some of the best service employees ever!
Great conversation! I'll jump on #1. Here is something you can do today! Publish your success stories! Individuals looking at multifamily for employment will be disappointed to find so little published information on the benefits of our industry. Most renting benefits are paired with owning and written by single-family representatives. I have been challenging all my clients to take the time to post blogs, success stories, and positive economic impact statements about our contribution to the US economy and job growth. Trendwatching's "Glass Box" Brands explains why, in an age of radical transparency, your internal culture is your brand. Here is a link to the full report:https://hubs.ly/H08L5HT0
I would suggest maybe it's a hiring process issue and not necessarily a shortage of professionals. I have been applying to positions for the last year with little to no response. The response I have received said my resume was not even reviewed due to the overwhelming number of applications received. I have about 8 years of experience at a PM level or above and over 15 years in the industry. I'm primarily applying to Property Manager positions and about 5-10 a month. Not sure why this is, but I thought I would share my experience.
From what I see there is a lot of promise of growth opportunities at time of hire, but once hired that growth is not guaranteed. Companies are constantly hiring from outside the organization instead of taking the time to train and promote. Which then an other company will see the talent of the said employee that will not be promoted due to the organization hiring from outside their organization and will they receive that position with the other company and the cycle starts all over again. So this will constantly bring low moral to your teams and people will also seek different opportunities outside the industry as well
I think people underestimate the need for coupling resources for “wellness” and allowing more time for employees in this industry to decompress and get recentered to come back stronger. The day to day can bring quite a bit of stress. Managing personnel are required to hold it together, while sometimes quietly falling apart. Let’s help these people showing up everyday to do this sometimes thankless job, so they can reach the finish line whole.
I have participated in high school and university career workshops. Funny story: after a senior high school workshop, several students decided to major in business real estate, and a few are working directly in multi-family at an entry-level role. Universities encourage students to intern over the summer. Take advantage of summer interns. They are your future employees after graduation; these students love to refer and promote based on their experience. I have seen a few industry leaders share the intern's journey and celebrations. Numbers 1,3, and 5 ideas would work well with students and interns. 👍
To share a few thoughts to get us started: 1. Local, state and the National Apartment Association (Naahq) need to assist in developing far reaching campaigns that share industry stories and illustrate the opportunities. 2. Working with groups like Entryway (formerly Shelters to Shutters) to help those in need while providing career opportunities is a critical step. 3. Those of us in the industry need to share our stories. Widely. 4. We need to better assess pay based on skill requirements. Are we paying enough and providing the right benefits and environment to attract and keep the all stars? 5. Stop with only offering basic training. We need to train beyond the basics and build leadership skills at all levels.