We have recently been recruiting for additional real estate agents at findwell. Our agents are hired as employees who are paid salary and benefits, so we have to be selective when adding new employees because we are making a long-term commitment to them as an employer. It shocks me how poor the job seeking skills are for so many Realtors. In no other industry would these tactics get you a job, yet we see this pattern over and over.
- I saw your job ad. How much does it pay? – These are the first words out of their mouth when they call or email. Let me let you in on a little secret. Everyone wants to know how much a job pays, no matter what that job is. We’ll get there, but we need to hear why we should hire you and find out why you are passionate about the position. If pay is your only passion, we are not going to be a fit.
- I don’t have a resume. You can look up how many homes I sold on the MLS. – You don’t have a resume? You may have sold thousands of homes, but if you can’t find the time to try to sell us on your abilities, that is hardly an indication of interest in the job and doesn’t speak highly on your ability to sell yourself.
- Your intro mail is blank – People send job applications as a blank email with just a resume attached. Really? Is it too difficult to tell who you are and why you want the job in a couple of sentences? Heck, even a short sentence that says “I am interested in applying for your job. Please see my attached resume.” is better than a blank message.
- Showing up unannounced to check on the status of your application – Persistence is one of my favorite attributes in an employee, but popping by the office unannounced on multiple occasions to check on the status of your application is not going to help you. We all have busy lives, and you need to be considerate of others when applying for a job.
- My broker let me go because of a lawsuit. My bank account is low, and I see you offer a salary. – This sounds like a perfect reason to hire someone, doesn’t it?
- Run your spell check – Our jobs require tons of written communication. We can’t hire someone whose email and resume are loaded with spelling and grammar mistakes. My favorite was submission of a resume showing their “SOFEWARE EXPERTEESE.” Hardly the way to be hired at a company run by people who spent years in the software industry.
- Your hiring date is unfair to potential job candidates. – We posted a position in January that we intended to hire in April. The candidate got angry that the position wasn’t being filled immediately. It can take a few months to find the right person, and if the business has hiring needs starting in April, then that is what the business need is.
- Are you sure that the person you hired also has more than 25 years of experience and millions in sales? Thank you anyway. – This was the response we got when telling someone that the position has already been filled. Here is another job hunting secret. We will be hiring for positions in the future as well, so lashing out in frustration gets you nowhere.
- I would like to become a real estate agent. I don’t have a license. Is it necessary to have a license? I have no idea. – You have no idea? Apparently you have no idea how to use the web? Within 10 seconds you will find the agent licensing requirements in Washington state.
- Resume word count – I received a resume from an individual with 36 years of industry experience. I did a word count on that resume, and there were only 50 words there. He listed dates and company names, with nothing else. In 36 years you have nothing to say about the work you did at these various companies? Not looking for a novel, but one sentence about what you did would sure be nice.
I guess our experience is indicative of the poor to non-existent hiring practices that are so prevalent in our industry. I suppose the nice part about all of this as the employer is that it makes it so easy to sift through and exclude resumes.