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How to Use Video in the Hiring Process to Build an Irreplaceable Team

Video interviewing is a recent component that’s been added across industries’ hiring processes to evaluate the candidates – professionally and personally. And, it’s saving hiring managers time! 56% of recruiters say lengthy hiring practices hold managers back from filling positions. But, let’s step back for a second and define “video interviewing” as it comes in many shapes and forms. For the interviewee, video interviewing is the process of virtually interviewing for an open job position. For the interviewer, it’s the process of virtually interviewing a candidate for a job opening or posting videos on ILS and social sites for a job opening. This can be done through live or pre-recorded two-way or one-way video conferencing. Compared with just 2 years ago, 87% more people are choosing to use video conferencing! Here’s how multifamily can enhance their hiring process to keep and retain an irreplaceable and successful team with video. What’s Lost in Traditional Communication Efforts The thing with video is you get to see the dialogue and digital experience in real-time, whereas with traditional communication efforts (i.e., email, texting, and phone calls) a few things can get lost in translation, such as: Facial expressions Personality Authenticity Tone Enthusiasm Benefits of Video Interviewing Video interviewing gives hiring managers an opportunity to build deeper connections with candidates more than a resume ever could. Resumes are important, but it’s also crucial to add a step in your hiring process where you get to know the other person beyond his/her resume. What do they do outside of work? What......
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5 Ways to Use LinkedIn to Find New Employees (for FREE!)


Are you struggling these days to find qualified team members? You’re not alone! Many industry professionals have expressed the difficulties they’re having finding new hires. While we can boost our marketing efforts and throw more of the budget at trying to spread the word about the roles we have available, there is one resource we can use that is not only efficient, but FREE: LinkedIn. In this #ThirstyThursday episode, I share 5 ways that you can use LinkedIn to reach qualified industry professionals looking for a new company to join and get those crucial positions on your team filled! Comment and like if you want more tips like these!

 

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Connecting delights the mind.

Hi everyone!

I hope you are ready for a great day.

I came across this quote below and it got me thinking about how much connecting we do within our industry.

 



I love connecting people places or things that are going to be the best fit for them. It has always delighted my mind!

Think about this.

We –

Connect prospective residents with the right community.

Connect those same people with others within the community through events and social media.

Connect residents to things to do, dining options, shopping, parks and everything else you know about your area.  

Connect on site staff with the right vendors and vice versa.

Connect people who don’t know our industry to fulfilling careers within.

Connect on site staff to the right company and career path.

Connect them to data so they can make informed decisions about growth, rents, target markets, sales routes, and more.

It’s a great feeling to see people connect, and if I can in any way help them find the perfect home, career, vendor, or whatever they need I know I have a tribe of awesome RPM professionals to reach out to!

It’s RPM careers week and I’m so grateful to have connected with this industry that has provided me with so many people, places, and things over the last 17 years. Cheers!

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The Vast Benefits of a Strengths-Based Organization

The Vast Benefits of a Strengths-Based Organization
A football team wouldn’t draft a quarterback and then try to convert them to a linebacker. A restaurant wouldn’t hire a Michelin chef and then make them perform waiter duties. And it’s doubtful that a Team USA coach would recognize an elite speed sprinter and attempt to transfer them to the swimming team.  Yet in many industries, including multifamily, organizations hire associates and immediately try to mold them into something that they aren’t. Not only is it counterproductive in most cases, but it also prevents the associate from functioning within their natural abilities and tendencies. That’s why some forward-thinking operators are adopting the model of a strengths-based organization. Rather than viewing associates from the perspective of weakness and how to reshape their shortcomings, strengths-based organizations celebrate key attributes and aim to cultivate and maximize them.  To be clear, this is not to discourage the idea that associates can learn new skills on the job in an effort to expand capabilities. Nor is it designed to constrain those with broader skill sets who enjoy taking on multiple roles. It’s simply a method to further develop an associate’s true niche engrained in their DNA as a person, so they can function within their own exceptionality. One approach to a strengths-based organization is outlined in the book StrengthsFinder 2.0 by Tom Rath, which utilizes a Gallup study that identifies the top 34 natural strengths all individuals possess. The strengths are then ranked for each individual through an online assessment, which usually takes about 10 or 15 minutes......
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Creating Synergy: Cultivating a Strong Company Culture

Creating Synergy: Cultivating a Strong Company Culture
Organizational culture is the single-most important aspect in any organization’s success or failure. On the surface, a thriving culture means happy team members who enjoy their jobs and believe in the mission of the company. But the precise components—and how to achieve them—are a bit more ambiguous.  This blog will do its best to examine company culture on a more granular level.  For starters, culture takes on the look and feel of the organization’s leadership. The adage that “everything rises and falls on leadership” is certainly true when it comes to culture. What and whom you represent as a leader is what will organically be born out in your company.  For a quick personal example, at Birchstone Residential our guiding North Star is our "people first" mantra. So, the importance of hiring and retaining leaders – and associates at all levels – who reflect and champion this mantra is paramount. We look for our cores values to be engrained into the very fabric of our team members' DNA. We believe that fostering a safe and healthy environment should be at the heart of an organization’s foundation, and at the forefront of every decision – large or small. Naturally, organizations have different sets of goals and a wide-range of employee bases, so a one-size-fits-all culture strategy doesn’t exist. But here are a few general thoughts to consider in quest of building a robust culture in the modern multifamily world. Identify Your Current Identity To truly identify who you are as a company, you must take an hone......
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Your Team Members Want to Grow. Don’t Force Them to Quit in Order to Do So

Your Team Members Want to Grow. Don’t Force Them to Quit in Order to Do So
Thousands of confidential multifamily employee satisfaction surveys completed in 2020 reveal an alarming trend: many team members are not satisfied with the opportunities for growth, development, and advancement within their current companies. Specifically: According to the 2020 Swift Bunny Index, 15% of multifamily employees say they do not have a clear understanding of their career or promotion path, and 17% are unsure if they do or not. Combined, that means more than a quarter of multifamily employees are fuzzy on what their future holds with their current employers. For multifamily leaders who are trying hard to keep their employee turnover to a minimum, this poses a huge risk. When team members don’t know what’s next for them, they’re less invested in their future. According to the 2020 Swift Bunny Index, 16% of multifamily employees say they are not notified of all advancement opportunities within their company, and 25% are unsure whether they are notified or not. Combined, more than 4 out of 10 multifamily employees are missing the memo on promotion opportunities at their current employer. No doubt many are disheartened when they see others promoted, and frustrated when recruits are brought in from outside the company. “Why wasn’t I given the opportunity to apply for that job?” they may be thinking, while their engagement takes a nose-dive. What’s a multifamily supervisor to do? First, make it a habit to talk about your team members’ aspirations in your conversations. This is a great topic for your recurring one-on-one meetings. Don’t be concerned that by......
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What Does a Great Market Survey Experience Look Like?

What Does a Great Market Survey Experience Look Like?
Introduction The other day, there was a comment posted on Multifamily Insiders asking why people hated market surveys so much. This is a real issue that many property managers and agents face on a weekly basis...keep reading if you're interested in a solution! If you're familiar with property management, then you probably know what a market survey is. You also know how tedious, time-consuming, and stressful they can be. This is where Market Survey Tools (MSTs) come in. What are Market Survey Tools? MSTs help in the weekly compiling of property information such as: Move-Ins Move-Outs # of Tours # of Cancels These tools simplify and streamline the process, allowing agents to enter their weekly data and then share that data with their comps through a couple of clicks. What Makes a Good Marketing Survey Tool? Not all MSTs are made the same; a good MST: Is made for agents (and regionals) Automates for you Makes reporting easy Makes sharing easy Stores your data   5 Reasons You Need a Market Survey Tool 1. Market Survey Tools are Made for Agents (& Regionals) Whether you're an agent or regional, MSTs can make your life easier. With the right MST you can: Complete surveys View previous surveys View competitors' data Review your property's data Send reports 2. Market Survey Tools Automate for You With so much going on these days, it's tough to keep your schedule straight. A good MST sends notifications, reminders, and updates right to your inbox. Here's what a......
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Identifying the Barriers, Benefits and Solutions to Diversity in Multifamily

Identifying the Barriers, Benefits and Solutions to Diversity in Multifamily
The multifamily industry universally espouses support for diversity and inclusion in its workforce, but that effort is often not reflected within the leadership teams of real estate organizations.  According to a study by the Harvard Business Review, women make up 47% of the total U.S. labor force, yet they represent only 5% of the 100 richest tech billionaires, 6% of S&P 500 CEOs and 20% of the Fortune 500 board.  The numbers tell a similar story in real estate.  A 2020 CREW Network benchmark study revealed that the percentage of women in senior VP, managing director and partner level positions in commercial real estate dropped from 27% to 22% in the past five years. Women in the industry on average still make only 90 cents to every dollar men earn in fixed salaries, while Hispanic/Latinx women earn only 80 cents, comparatively. The recent NAA webinar, Women, Diversity, Growth and Leadership in Rental Housing, took a closer look at this disparity, as well as the barriers that still exist on the path to the executive suite. Panelists fielded difficult questions and also presented avenues for advancement and better representation across all levels of the apartment industry.  Dru Armstrong, CEO of Grace Hill, said that current social movements in the U.S. have placed a spotlight on the topic of inequality following decades with little to no progress in the real estate industry. “The Black Lives Matter movement has brought the conversation of equality forward,” Armstrong said. “But there has been no improvement in real ......
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We As Americans Love A Good Come Back Story. This Is Ours.

During my years in the business, I have seen and weathered multiple downturns in our economy; though nothing has been quite like what we’ve all seen the last few weeks. The past downturns that I went through were financial related for the most part and took time to come together, this however, is a health crisis that is creating financial hardships, many of which are yet to be seen that may in turn be difficult to recover from.  If this is your first experience with an economic downturn, I believe you are about to witness an incredible comeback. Don’t get me wrong, I am not saying this will happen overnight or even the next few months, this will take time and a maximum of effort. I have seen people sacrifice a lot over the last few weeks, strangers helping strangers do things they probably would have been less likely to have done before.  Times of crisis really show you who people are, and, in this crisis, I have seen a lot of support, creativity, generosity and kindness. If we maintain this mentality, we can all continue to work together and get most everyone back on track, building our businesses and our economy once again. I do believe that we as a country are realizing how important we are to one another. The people that we see daily on TV, social apps or movies are not the ones saving our country from devastation, it’s the people that normally run behind the scenes and j......
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5 Ways to Make It Easier for Property Managers Returning From Maternity Leave

Some women decide to stay home after having a baby. Others, for a variety of reasons, return to work after maternity leave. According to the Census Bureau, even though it was reported that many new moms were choosing to "opt out" of the workforce, this has actually not been the case

But, it's hard to return to work after having a baby. You have to figure out childcare. And how to get back into a normal sleep schedule. And how and what to feed the baby when you're gone. 

And the guilt. Oh, the guilt.

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