Our PowerHour recruiting team — will help you find/place the superstar you are looking for — in 30 days — or less. We have the largest database of property management superstars and leaders in the world — those who have worked in the property management industry — just like your company. Our candidates all have 10+ years of experience directly in property management — and have current/activity industry success to share with you. Since 1995, we have earned the trust of our property management recruiting candidates and property management clients/companies. And our industry database gives us the power and visibility to find and select the very best-of-the-best — those who know how the property management industry works.

For the very best jobs in the industry— join us on LinkedIn®.
Property Management Jobs

Below you will find:

• 1. A *sample* of open/available positions within the industry being offered by *A* property management companies.
• 2. A list of *A* property management companies superstars and leaders [with 10+ years of industry relationships/success] looking to join leading *A* property management companies.

For property management companies we provide:

• We place strategic ads with industry publications and related websites.
• We place your job openings in our recruiting property management E-newsletter.
• We draw on our industry contacts and relationships to find perfect candidates — candidates that will fit in the culture of your property management company.
• We create a customized property management Criteria Form, which is our proprietary system for sorting and filtering candidates.
• We telephone interview property management 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 property management 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 property management candidates we provide:

• A review of your resume —
• We place your availability, confidentially, in our recruiting property management E-newsletter.
• We draw on our industry contacts and relationships to find property management companies that will be a perfect fit.
• We use a customized property management Criteria Form, 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 property management 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.

Each candidate we send to our Property Management 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 Property Management sales pre-hire testing/assessment is done.
[ powerhour.com/propertymanagement/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 Property Management Company 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.

Nine Steps For The Perfect Property Management Interview

#1, Remember These Words: I will not lower my standards and hire subpar candidates for my Property Management 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 websites 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 Property Management 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" — 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 website, 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 Property Management 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 Property Management pre-hire testing, click on this link: powerhour.com/propertymanagement/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, search engine optimization {SEO}, search engine marketing {SEM}, national WiFi , national real estate building insurance, utility bill auditing , employee policy manuals, social media strategic solutions, affordable housing LinkedIn® professional networking groups and investment banking consulting services and books and courses for our property management clients around the world. We deliver training on winning strategies for new growth, revenues and success in these areas: franchise options, acquisitions, buying and selling property management companies or real estate assets, financial analysis, asset disposition, referral requests, business development strategies and presentation success. Since 1995 PowerHour is the industry leader and author of the SmartMatch Alliances book, offers a 15-point audio course on ancilliary income and runs/moderates the largest property management LinkedIn® professional networking groups in the world with 130,000+ leaders sharing cutting edge industry knowledge. PowerHour® writes a regular, monthly column for 200+ industry apartment associations since 1995 and is the founder of the PowerHour® Leadership Academy. Follow us on Facebook® plus Twitter® and connect with us on LinkedIn®.