Tell Me More About Corporate Housing Recruiting I am looking to hire a corporate housing SuperStar.* I am a corporate housing SuperStar, looking for a corporate housing great company.* Your Name:* Your Company Name: Your Title-Position:* City: * State: * E-mail Address:* Your Website: Number Of Employees In Your Company: 0-10 11-50 50-100 101+ choose one Best Telephone Number To Reach You: * Required fields

Corporate Housing Recruiting

Our recruiting database of corporate housing professionals, Property Management Vendor/Supplier professionals, property management and apartment locator professionals is the largest in the industry...and has taken us 13 years to build/develop it--and to earn the trust of our recruiting candidates and companies. This database gives us the power and visibility to find and select the very best-of-the-best...those who know how the corporate housing industry works.

For corporate housing companies we provide:

• We place strategic ads with industry publications and related websites.
• We place your job openings in our recruiting corporate housing E-newsletter.
• We draw on our industry contacts and relationships to find perfect candidates...candidates that will fit in the culture of your corporate housing company.
• We create a customized corporate housing Selection Summary Form, which is our proprietary system for sorting and filtering candidates.
• We telephone interview corporate housing candidates before we forward their information to you, plus have them complete three specific written exercises.
• We send you each person's cover letter, their resume and a list of references, once we have completed the interview process.
• We provide a comprehensive 23-page written assessment, numerically scoring this person, as compared to corporate housing SuperStars around the country.
• We can provide exit interviews, to better understand why your employees are leaving.

For more information, please complete the form on the right side of this page.

For corporate housing candidates we provide:

• A review of your resume...
• We place your availability, confidentially, in our recruiting corporate housing E-newsletter.
• We draw on our industry contacts and relationships to find corporate housing companies that will be a perfect fit.
• We use a customized corporate housing Selection Summary, which is our proprietary system for sorting and filtering the best companies, based on your experience and needs.
• With your approval and permission...we send your information to the corporate housing companies best suited for you.
• We stay involved with you...every step of the way.

For more information, please complete the form on the right side of this page.

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Below is a list of "some" of the industry superstars we are actively working to place with leading corporate housing companies. All of the recruiting work we do for our corporate housing companies is to match "A" companies with "A" candidates...and "A" candidates with the best/perfect corporate housing companies.

Each candidate we send to our corporate housing clients is taken through the following steps:

1. A careful read and review of each resume is done.
2. A first telephone interview is conducted. Compensation, non-competes and travel/relocation issues are covered during this call.
3. A written exercise with two specific assignments is requested.
4. The completion of our PowerHour three-part corporate housing sales pre-hire testing/assessment is done.
[ www.powerhour.com/corporatehousing/assessments.html ]
5. A second interview is done that includes interview questions focused on their testing/assessment results.
6. A request for references.
7. Each candidate is compared to our proprietary corporate housing PowerHour Selection Summary.
8. A package is sent to you by E-mail for each candidate.

Want to learn more? Send an E-mail or call us at 435-615-8486.

Corporate Housing SuperStar Candidates

Candidate #: 4410 Years of sales experience: 19 Years of sales/management experience in the hotel: 7 Located in: KY/NC/VA/WV Willing to travel: 50% Willing to relocate to: No Looking for: Corporate Housing Sales Compensation range: 65-75K Candidate #: 7594 Years of sales/management experience: 27 Years of sales/management experience in the hotel: 27 Located in: Montreal/Ottawa/Quebec/Toronto Willing to travel: 50% Willing to relocate to: Yes (Dual, US/Canadian citizenship, English/French/Spanish fluency) Looking for: General Manager, Hotel/Corporate Housing Compensation range: 110-185K Candidate #: 4840 Years of sales experience: 23 Years of sales experience in the corporate housing industry: 17 Located in: NJ/NY/PA/VA Willing to travel: 30-50% Willing to relocate to: Prefer Colorado, California, others considered depending on the opportunity Looking for: National/Global sales, Key/legacy accounts Compensation range: 150-200K Candidate #: 4456 Years of sales experience: 11 Years of sales experience in the corporate housing industry: 11 Located in: CA/OR/ID/WA Willing to travel: 25% Willing to relocate to: Yes Looking for: Compensation range: 75-90K Candidate #: 2566 Years of sales experience: 16 Years of sales experience in the corporate housing industry: 2 Located in: NC/FL/TX/VA Willing to travel: Yes Willing to relocate to: No Looking for: Sales Compensation range: 75-90K Candidate #: 3910 Years of sales experience: 23 Years of sales experience in the corporate housing industry: 23 Located in: OR/WA/ID/CO Willing to travel: As needed Willing to relocate to: NO Looking for: National Accounts, Regional Management Compensation range: 75-100K Candidate #: 8675 Years of sales experience: 18 Years of sales experience in the corporate housing industry: 13 Located in: DC/PA/MD/VA Willing to travel: 25% or more if necessary Willing to relocate to: No Looking for: Key/national accounts Compensation range: 85 - 110K Candidate #: 8383 Years of sales experience: 12 Years of sales experience in the corporate housing industry: 12 Located in: NY/NJ/PA/VA Willing to travel: 30% Willing to relocate to: No Looking for: Sales, Regional/national Compensation range: 85-110K Candidate #: 2421 Years of sales experience: 9 Years of sales experience in the corporate housing industry: 9 Located in: IN/OH/MO/IL Willing to travel: 50% Willing to relocate to: Yes, prefers the West Looking for: Regional Sales Compensation range: 58 -70K Candidate #: 5062 Years of sales experience: 10 Years of sales experience in the corporate housing industry: 10 Located in: NY/OH/PA/VA Willing to travel: up to 50% Willing to relocate to: No Looking for: Key/national accounts or sales management position Compensation range: 90-100K Candidate #: 3428 Years of sales experience: 2 Years of sales experience in the corporate housing industry: 16 Located in: NC/FL/TX/VA Willing to travel: Yes Willing to relocate to: Tampa Looking for: Inside Sales/Admin Compensation range: 35-45K Candidate #: 9976 Years of sales experience: 15 Years of sales experience in the corporate housing industry: 10 Located in: AZ/CO/NV/OR Willing to travel: 35% Willing to relocate to: No Looking for: Account Executive, National Accounts Compensation range: 85 - 110K Candidate #: 7593 Years of sales experience: Years of sales experience in the corporate housing industry: 16 Located in: IN/IL/OH/MI Willing to travel: 75-100% Willing to relocate to: Yes, but prefer not to Looking for: Corporate, Regional Operations Compensation range: 85-100K Candidate #: 3910 Years of sales experience: 23 Years of sales experience in the corporate housing industry: 23 Located in: OR/WA/ID/CO Willing to travel: As needed Willing to relocate to: NO Looking for: National Accounts, Regional Management Compensation range: 75-100K Candidate #: 9439 Years of sales experience: 15 Years of sales experience in the corporate housing industry: 15 Located in: PA/VA/DC/NJ Willing to travel: Open Willing to relocate to: Moving to Colorado 12/09 Looking for: Director of National Accounts Compensation range: 90-125K Candidate #: 4006 Years of sales experience: 20 Years of sales experience in the extended stay/corporate housing industry: Located in: AZ/CA/CO/OR Willing to travel: No limits Willing to relocate to: Northern California, Denver Looking for: National Sales Compensation range: 65-80K Candidate #: 7332 Years of sales experience: 28 Years of sales experience in the: corporate housing industry: 3+ Located in: AZ/NV/CA Willing to travel: 40% Willing to relocate to: Not willing to relocate Looking for: Operations, VP, national accounts, sales management / leadership position Compensation range: 125 - 175K Candidate #: 7546 Years of sales experience: 19 Years of sales experience in the corporate housing industry: 11 Located in: VA/DC/PA/NY Willing to travel: 25-40% Willing to relocate to: For the right opportunity Looking for: Operations, Sales, Sales Management Compensation range: 115 - 150K Candidate #: 8498 Years of sales experience: 15 Years of sales experience in the corporate housing industry: 13 Located in: MI/OH/IL/WI Willing to travel: Yes, 50% of the time Willing to relocate to: Open...and ideally to a warmer climate Looking for: Key/national accounts sales position or sales management position Compensation range: 90-100K Candidate #: 3248 Years of sales experience: 15 Years of sales experience in the corporate housing and property management industry: 15 Located in: AZ/CA/CO/NV Willing to travel: Yes Willing to relocate to: No Looking for: Key/national accounts or sales management position Compensation range: 75-90K

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Nine Steps For The Perfect Corporate Housing Interview

#1, Remember These Words: I will not lower my standards and hire sub-par candidates for my corporate housing company! By making it difficult for a new person to be hired, you weed out marginal candidates.

#2, Advertising The Position: Run an ad specific for each position and include a salary range, for better candidate selection. Look to advertise each position in trade/industry publications and web sites versus local newspapers, when possible.

#3, Reading A Resume: Sort all resumes into two piles reading those with a cover letter first, especially those "customized" for your corporate housing company. Look closely at employment dates and the number of companies each person has worked for, over the past five/ten years. Look for background or work experiences that closely match the responsibilities your position requires. Look for time gaps between jobs.

#4, Conducting A Phone Interview: Select the best candidates from the resumes you have received and schedule a ten-minute phone interview with each person. Ask, "are you currently employed...why are you leaving your current employer...what is the ideal position you are looking for...what are you currently earning?" Take "written" notes as you listen for their phone voice, their attitude, and how close their ideal position matches the position you have advertised. Financially, your advertised position should be within 15-20 percent of this person's current income range. Give each person "homework" or "research" to complete, prior to the first interview...such as reviewing your web site, visit/call a few of your competitors, etc.

#5, Conducting The First/Second Interviews: Start the first interview by asking about the homework you assigned. Look to cover questions 1-12 on the first interview while taking detailed "written" notes and schedule about 30 minutes for this meeting. The first interview should focus on work experience and skills. If you like what you hear/see, ask this person to write you a "longhand" letter titled "what will I do my first 90 days if you hire me today? And, what questions do you have about the position you are interviewing for?" Look for accurate spelling, punctuation and if the letter "sells" you on them. Also, schedule the second interview, before this person leaves your office. On the second interview, continue to ask questions 13-23 spending, 30-45 minutes for this meeting. The second interview should focus on the key success factors required at your corporate housing company, problem-solving abilities and determining the future potential and possible career path for each candidate.

#6, Using Assessments: If this person continues to be a strong candidate, schedule another 35-45 minutes for this person to come to your office and take the behavior/values/sales strategy assessments. The results from these assessments will either confirm the strengths of each candidate or will "red-flag" potential problems. Leading companies like 3M and Xerox use this powerful tool to hire superstars, as assessments communicate a professional/thorough interview process to a candidate.

To learn more about corporate housing pre-hire testing, surf... [ www.powerhour.com/corporatehousing/assessments.html ]

#7, Conducting Third/Multiple-Person Interviews: This interview is the last meeting before compensation and a job offer is made. It is critical at this point to have another peer or your immediate supervisor/manager conduct this interview. In addition, the third interview is perfect for asking each candidate to give a "mock" presentation, based on a sample-selling scenario. If possible, have each candidate give the presentation to a third person, so you can observe the presentation without distraction.

#8, Checking References: Ask for references of past employers and these must be carefully checked. When making your reference calls, leave this message, "Your name has been given as a reference by xyz person. Please call me back if this candidate was outstanding". Watch to see how many do not call you back, as a red flag. If given a person's name at a past employer, conduct the reference check, then ask, "who else might I speak with at your company who worked directly with Bill/Mary?" This "second" person will be the best reference you can get. Also, use reference waivers (see attached).

#9, Conducting A Fourth Interview And Presenting Compensation: During the fourth interview, ask any remaining questions needed to finalize your hiring commitment. Then, present a 24-month income spreadsheet projecting gold-silver-bronze performance and projected income levels, by month. The bronze level must be achievable, realistic, and at least 50 percent of your current sales team must be performing at this level. Also, plan to fully explain company benefits, policies and procedures during this fourth interview. Congratulations...you have completed the perfect interview and hiring steps!

Want to learn more? Send an E-mail or call us at 435-615-8486.

PowerHour is a thought-leader in executive recruiting services, investment banking services, corporate housing training, search engine optimization {SEO}, search engine marketing {SEM} and group co-op buying services for our corporate housing clients around the world. Since 1995 PowerHour has been the industry leader and is the author of the SmartMatch Alliances book.