Topic: Traits You Hire For In Leasing Consultants

We're planning on putting up a poll on what traits companies favor most when hiring a leasing consultant. For example, sales skills, customer service, bookkeeping, etc. What other traits do you value when you hire your leasing consultants?

I look at leadership potential. Many times great leasing consultants become lackluster assistants and or property managers. That being said, it is important to determine both ambition and desire to lead.

On another note - In the past I would shy away from applicants who had more than four or five different jobs and or gaps in their employment. Anymore I invite the candidate that has a very diverse background - . I do so with the understanding that I will get a good eighteen months to two years before that person moves on.

Great question Brent.

M

I'm going to respectfully disagree with you, Mike, on the job history with multiple positions or employers... It may be a generational thing, but I am finding more potential employees with a longer resume and shorter timeframes at various positions.
I am less concerned with their longevity at employers than I am with their reasons for leaving. I always find it interesting how people justify their transitions. Surprises me how often people are willing to negatively dish on their former employers.
I agree on the leadership potential issue, and to add to it, I also look for their references. References are still a staple item on a resume, but how many job seekers out there actually use them? When someone lists strong references (even letters of rec), I pay attention. The extra effort catches my eye.

I see your point. To me the willingness to trash a former employer is not a bad thing - I say that with a ton of hesitation as it could be easily misunderstood. I think there is an art to displacing your frustrations about a former employer. Success comes in way of preserving the dignity of both the organizations and the individuals that make them up. The axiom that people leave leaders/managers is a solid statement and a candidate that can express that in a professional manner discloses exactly how they like to be lead. I wouldn't discard the trashing but I would be mindful of the way they couch it.

Thank you for the feedback, T - always welcome.

I think you would agree that answering why you left former (or 4) employers is an art form. I like the answers that have forward momentum to them.

100% agree with that -

Personally, when searching for leasing personnel, I look for attitude. I listen to every thing they say in the interview. I watch body language and I interview each person 3 to 4 times before making a decision. This helps me to see if their appearance changes. (clothing, jewelry, nails, etc) Is there a noticable difference in their attitude? Were they "on stage" or is their personality real. I prefer someone who is "new" to the business so I can train them the way I like them. (no bad habits) And, I love the bubbly, outgoing, and creative personality. - Rhoda Mancuso

I agree with Rhoda. I am really big on appearances because I think that tells a great deal about a person without them saying anything. I realize that appearances can be deceiving, but I am first impressed with how they present themselves.

After that, I like when they tell me why they want to be a sales person (or leasing consultant). If you can't tell me why, I can't help you figure out how to become one.

I also like to hear when they know something about me or my company. I get turned off very quickly when someone just shows up at an interview without knowing anything about the job they are considering.

Wow, great comments everybody! Keep them coming and we'll include the common traits in the next poll. (And for those who haven't voted in the current poll, please do! This should make an interesting discussion down the road.)

Great point, David!

I would also like to add...The human factors that go into a decision-making process are the perceived ability of the other person to be a self-starter, their perceived intelligence based on conversation, your perception of their ability to get the job done based on conversation, their past history of success, their demeanor (including their attitude), their willingness to work hard and get the job done no matter what, and finally, and perhaps most important, your perception of their ability to fit into your existing team or family. I, also, find these to be important.

Warm, pleasant, conversational, clear and understandable, a good listener. These are all qualities that are a must when doing sales. There needs to be a connection. Though I have never had to hire a leasing consultant, I have overseen sales teams for many years. The goal is to engage, enrich, and empower the person you are speaking to. Don't just pitch an apartment but become that travel brochure that many people look at fondly in anticipation of their next vacation.

I like the attitude and appearance comments. Very good points. I also look for someone that has acquired a college degree, is working toward a degree, or has at least made some effort for a degree. To me it indicates that the person is interested in having a career and not just a job. One other thing I look for in a leasing consultant is competitiveness. I've found many with a sports background or that can show they have a competitive personality to be good at sales.

You have to like them in the first 2 minutes. (Isn't that what each new customer needs to do as well?) Geat smile, ability to have a conversation, good body language, and excellent listening skills. I agree that first time leasing agents are easier to train my way than a seasoned professional. (or does my base just attract newbies???)

8 seconds. The same amount of time that you want to stay on a bull in the rodeo. That's the most recent number I was given as to how long you have for your first impression. It's scary to think that we've shortened attention spans so much that all we have now is 8 seconds.

If they can't stay on the bull, they're no leasing consultant for me.

Hi Heather!
With the onset of the internet and the fast pace of our society, first impressions are actually formed in 3-5 seconds now! Wow!

You know, that doesn't surprise me in the least. People have such incredibly short attention spans and I think that one of the most important things that a company can do in training is to make their LC aware of that. I know I do when I send mine out, because once you've blown it, you've blown it big time.

You are so right on!

A giant smile. Smiling makes the leasing agent seem inviting and happy to help customers. If a prospective leasing agent is NOT smiling when you meet her/him, move on to the next.

While their personal skills are very important, it is also important to find an individual that can listen to the customer's needs and demonstrate some basic selling skills by gathering the important information that will help you get a signed lease once they leave the leasing office:

1. What other properties are they considering
2. Get a sense of their urgency to move
3. Spot the important characteristics of a new home they value

A good leasing professional should be organized enough to respond quickly to incoming requests and make the prospect feel like they listened to their needs and matched them to the perfect home.

Now to label the client as having a short attention span is a bit far fetched. If their "attentiveness" is diverted, the problem therein lies with engaging the client. One can bore anyone (not to be lump-labeled as the client having a 'short attention span'). Rather, they do have a short time frame (seconds) to form an overall opinion on the LC and the way the information is communicated, not to be confused with a potentially derogatory phrase such as "they have a short attention span"- this is seen in goldfish- not clients.

Charisma, energy, and appearance. Energy is contagious, charisma helps build relationships, and a professional appearance helps to sell the property. A leasing consultant should be an all-star people person, with a positive outlook on life.