5 Reasons to Use an Industry Specific Recruiter

You wouldn’t use a roofer to fix your pluming, or a heart doctor to fix your knee problem so why would you put your company’s most pressing hire in the hands of someone who has no idea what your company really does. It blows my mind when I see technology recruiting companies (typically the lowest on the search totem pole when it comes to actual experience) running around town with a real estate development search. Though there are a myriad of reasons NOT to do this I will try to keep it to the most important 5.

 

1. Evaluation

A true search agency must evaluate all the talent prior to sending them to the client. They understand that it's their job to make sure they’re only representing the best possible prospects to their client in order to reduce the time and headaches a client must endure during the search process. It’s the Agency’s job to make it a fluid experience for their client. How can this happen if the agency or person handling the search has absolutely zero experience in this field? How can they evaluate their skills sets or compare them to other candidates. How can they actually engage talent if they don’t know what to talk about? Ultimately agencies like this just forward on any and all applicants that fall out of the web hoping that a few keywords will miraculously result in a perfect fit. Clients suffer from having to perform all of the evaluation themselves and the irritation of having to sift through stacks of bogus and useless applications.

 

2. Market Penetration

There are so many search agencies out there that claim to be the “best” in whatever the current hiring trend is. To truly be the best a search agency must have the ability to penetrate the market in which they serve and this only comes from years of dedication to specific

3 CRE Q&A: Millenials in CRE with ConnectMedia

Peopleworking

3 CRE Q&A: Millennials in CRE

By Dennis Kaiser 

There are a host of opportunities for Millennials in the commercial real estate sector. These range from analysts and associates on the development side of the industry, to assistant project managers, project engineers, project managers and assistant superintendents on the construction management side. There’s also opportunities with architecture firms, as well as at management and brokerage companies.

In Connect Media’s latest installment of 3 CRE Questions, Kipp Gillian of Gillian Executive Search, Inc., who recruits nationally for CRE roles, shares advice for Millennials considering a career in the industry.

Q. How should Millennials approach the CRE industry?

A. Millennials should approach the industry with respect and gratitude for the opportunities that greet them. The industry is fighting for candidates at this level, which shows how lean the bench is for talent with less than 10 years of experience. This does cause some price wars in which Millennial-level candidates are learning to shop their offers. Now, I’m all for negotiating an offer, but Millennials need to be wise. Just because another company will pay you more, doesn’t always mean that’s the place you’ll want to hang your hat. You need to have some humility realizing that, as I always tell candidates at this level, “The money will come later. You need to gain the experience now.” Look at a company’s reputation on the street, look at their leadership and their history in the marketplace, and ask yourself “What can I learn in this position, and can I grow here?”

Q. Are there different or unique skill-sets required to succeed in the CRE industry, compared to say the tech or entertainment industries? How do Millennials skill-sets fit in, or will they need to add skills? What are their biggest challenges?

A. Absolutely. Real Estate is the oldest profession in the world, and it is a highly competitive industry. It moves fast, and has very little patience for those that do not constantly perfect their craft. Real Estate requires a full 360-degree skill set. Almost every position in CRE requires an individual to work creatively, to be highly intelligent in their analysis, be socially able to pitch their ideas to win over a crowd, and then manage their project to a successful completion.

Millennials have naturally harnessed technology in every aspect of their lives, and that skill-set will be very advantageous as real estate companies continue to modernize. My biggest concern for the Millennials is the lack of direct

"See a Need, Fill a Need" and Help The Millennials!

Rubiks

A big topic in real estate these days is the need for strong young professionals in the industry. Specifically the Millennials.  Many of these millennial candidates were just interring college when the Great Recession happened. They saw neighbors, family and parents losing their jobs in industries that they hoped to go into upon graduation. Many millennials aspired to have a career in real estate development, construction management and architecture but abandon that goal due to the failing economy.

Many millennials were just graduating and looking forward to starting their lives when the crash hit. They had to survive and moved out of state and, for the most part, out of the industry all together.

As real estate development began to reignite itself around 2012 many of our clients had a pipeline of moth-balled projects that they were now breaking ground on but they needed the 2-3 year experienced analyst, assistant project manager, associate, designer and so on. There were none to be found and those very few that were available where scooped up quickly.  A few years have gone by and we still have that massive hole in our human capital but now it’s reach the 5-8 year experience candidate level in project management, estimating, preconstruction, development, finance and so on. It will continue creeping up the time line until California can become a more palatable place for the millennials to return.

We were in a ConnectMedia conference lately listening intently to a panel of developers talking about how hard it is to find quality candidates in this younger age range. Some of the issues involved affordability of housing, lifestyle and of course compensation. As areas like San Francisco, San Jose, Los Angeles, New York, DC etc reach record breaking cost of living levels we run into the problem of housing that’s affordable, yet still hip, for the up and coming work force. Unfortunately, most employers are unwilling or unable to pay higher wages for junior talent just so they can afford to live closer to work. Clearly there is a gap here and the philosophy of “See a need, fill a need” comes  roaring into play. Not only does this level of talent need affordable places to live closer to work they also want to build a life closer to work. They need an environment that is walk/bike friendly with coffee shops, restaurants and nightlife.

There are many cities in the United States that are home to major real estate companies but many are nestled close to family communities and are therefore not considered a place of interest for millennials. Places like  Orange County have a tough time attracting younger talent and when we do find the right candidate we are always dealing with 20+ mile commutes. This isn’t just a problem for places like Orange County.  Large tech industries like San Jose are blowing up with jobs but the housing and environment that surrounds these opportunities suprase the incomes levels and underwhelm the emotions of a much needed younger bracket of real estate professional.

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30
May2017

The Linkedin Black Hole

The positive effect that Linkedin has had on the job market: There’s no denying that...

27
Feb2017

What's Hot in 2017

Well a lot has happened since the closing of 2016. I won’t go into the...

16
Jan2017

Gillian Executive Search is in its...

Very exciting and we must thank all our clients and candidates who have helped make...

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