Are you a Graduate looking to start your career in Real Estate?

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The sector provides individuals with a range of exciting opportunities that can help to build a successful and rewarding career. One of the most popular and in-demand roles within the sector is that of a Lettings and Sales negotiator.

For graduates who are looking to start their career in real estate, becoming a Lettings and Sales negotiator is an excellent idea. Not only does it provide a stable and lucrative income, but it also offers a range of life skills that can be beneficial both in the workplace and in daily life.

First and foremost, a career as a Lettings and Sales negotiator can offer graduates the opportunity to build strong interpersonal and communication skills. As a negotiator, your primary role will be to liaise with clients, building relationships, and providing them with professional and friendly advice throughout the sales and lettings process. Through this role, graduates will learn how to communicate effectively with a diverse range of individuals, develop their listening skills and learn how to build rapport with others.

Another key benefit of working as a Lettings and Sales negotiator is the opportunity to develop your sales and marketing skills. Through this role, graduates will learn how to identify potential clients, build and maintain a client base, and ultimately close sales. The ability to sell effectively is a highly sought-after skill in the modern workplace, and by honing these skills through a career in real estate, graduates will be well placed to succeed in a range of industries.

Working as a Lettings and Sales negotiator can also help individuals to develop their problem-solving and decision-making skills. As with any sales-related role, there are often challenges to overcome and decisions to be made. Through working as a negotiator, graduates will learn how to identify and overcome obstacles, make effective decisions under pressure, and work towards a successful outcome.

A career as a Lettings and Sales negotiator also provides graduates with an opportunity to work in a dynamic and fast-paced environment. The real estate sector is constantly evolving, and as such, no two days are the same. This can be particularly appealing to graduates who are looking for a role that offers variety and the opportunity to work on different projects and tasks.

In conclusion, becoming a Lettings and Sales negotiator is an excellent idea for graduates who are looking to build a successful career in the real estate sector. Through this role, they will learn a range of life skills, including communication, sales, problem-solving, and decision-making, that can be beneficial both in the workplace and in daily life. Additionally, a career in real estate provides a stable and lucrative income and the opportunity to work in a dynamic and fast-paced environment. So, if you’re a graduate looking to start your career in real estate, consider becoming a Lettings and Sales negotiator.

Talent and Driving Talent at Grassroots

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How involved are your employees in recruiting talent? Often the best people know the best people, and a vouch from a current employee often makes the employee and their referral accountable. This kind of system — called grassroots acquisitions — is integral to getting the best performers in a field.

But, often, HR departments won’t use referrals as their first choice, which can be detrimental to obtaining top performers and a recruiting budget.

A referral is free, whereas advertising and headhunting can cost tens of thousands.

You want the former to drive your talent acquisition during these economically challenging times. But implementation is critical.

Here’s how you can implement a winning grassroots talent acquisition program.

Develop a Strategy With the HR Team

The process begins by creating a framework for hiring. Identify the gaps in your current structure and then determine when you want to add these roles to your company — preferably segmenting the hiring calendar into quarters, especially for management-level positions.

The strategy session should also include a structure for sudden hires if employees resign with short notice.

Create Incentives for Successful Referrals

While strategizing, determine which incentives you can offer, given the budget.

Suppose your budget is limited; offer more time off, especially during quiet periods. If you have some budget, consider offering cash bonuses, the equivalent of a percentage of the annual salary provided for the role.

Consider implementing prize givings, like weekend getaways, tickets to sporting events, spa treatments, and so on, to honour frequent referrers.

Note: Team leaders and managers should naturally be exempt from programs relating to their teams.

Inform Your Employees of the Goals and Rewards

The key to a grassroots hiring strategy is informing employees of the ideal candidate you’re looking to acquire, more than the experience and expertise; describe the individual’s characteristics and ethos.

This gives your workforce accountability about who they recommend, as they’re likely to stress that their recommendations meet these characteristics.

Next, inform them of what they obtain if their recommendation is hired. The reward is likely to make them more invested in finding an ideal candidate than a friend or relative looking for a job.

Sending reminders about closing dates and rewards and sharing the final selection will keep the grassroots program alive.

Grassroots hires encourage loyalty and retention and can often be the most effective way to acquire high performers.

When implementing this program, remember the old idiom: birds of a feather flock together.