Getting applications, but not the right candidates?
You have a great business and a vacancy. So, why aren’t the right candidates applying?
With redundancies and restructures bringing real estate candidates into the market, you might expect recruitment to be getting easier.
But more jobseekers do not necessarily mean more suitable applications.
Candidates are still considering salary, flexibility, career progression, leadership and team culture when considering opportunities.
Here are four reasons your vacancy might be missing the right people.
1. Is your salary competitive?
Salary can put candidates off applying.
According to SEEK research, 66% of candidates find it frustrating when salary is omitted from a job advertisement, while advertisements displaying salary receive up to 38% more applications on average.
If your salary is not advertised, or the range is below market expectations, you could miss suitable candidates.
Our advice: Understand what comparable roles are paying and consider advertising a salary range that reflects the market.
2. Does your opportunity stand out?
A job advertisement should not simply list responsibilities. Candidates want to understand why they should join your business over another.
Perhaps you offer administrative support, flexible working arrangements, an approachable Department Head, career progression or a strong commission structure.
A small benefit could encourage someone to apply.
Our advice: Think about what your employees value most about your agency and ensure those benefits are clearly communicated.
3. Are you relying too heavily on job advertisements?
Your ideal candidate may not be applying online.
Some experienced real estate professionals are happy in their roles. Others might be open to opportunities but are not actively searching SEEK.
As a real estate agent, your network is built around buyers, sellers and property owners. As specialist recruiters, ours is built around real estate professionals, including active and passive candidates.
This allows us to take your vacancy directly to the right audience, rather than waiting for applications.
Our advice: Do not rely solely on job boards. Consider how a specialist recruiter's network could help you reach candidates you would not otherwise reach.
4. Could your recruitment process be costing you candidates?
Even in a slower job market, good candidates will not wait indefinitely.
Delays in arranging interviews, providing feedback or making decisions can mean losing someone interested in your opportunity.
Candidates are also assessing your business throughout the process, influencing whether they accept an offer.
Our advice: Keep the process moving, communicate clearly and make sure candidates know what to expect.
Finding the right people takes more than posting a job advertisement
At Recruit & Consult, we regularly speak with real estate professionals, understanding their priorities and the employment market.
These conversations help us advise clients on salary expectations, how to position their opportunities and where to focus their search.
Sometimes attracting the right candidate means adjusting your approach, rather than waiting for more applications.
If you are recruiting for your real estate business and struggling to attract the right people, we would be happy to have a conversation.
