Corporate
Housing Recruiting
Our recruiting database of corporate housing professionals,
multi-housing industry vendors, apartment property management
and apartment locator professionals is the largest in the industry...and
has taken us ten 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 Criteria 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 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 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.
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 to
recruiting@powerhour.com
or call us at 435-615-8486.
| corporate
Housing Vendors Recruiting Positions |
Candidate #: 390
Years of sales experience: 20
Years of sales experience in the corporate housing industry: 20
Located in: CA/AZ/NV
Willing to travel: 20-30% of the time
Willing to relocate to: AZ/MO/KS/TX//FL
Looking for: Sales management/leadership position
Compensation range: 90-100K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 849
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
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 650
Years of sales experience: 15
Years of sales experience in the corporate housing: 7
Located in: MI/OH/PA
Willing to travel: Yes, 25-30% of the time
Willing to relocate to: Open to NE, Pacific NW or Midwest
Looking for: Key/national accounts sales position or sales management position
Compensation range: 140-150K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 365
Years of management experience: 16
Years of sales experience in the corporate housing: 5
Located in: CA/NV/AZ
Willing to travel: Yes, 20-30% of the time
Willing to relocate to: No
Looking for: General Manager position
Compensation range: 70-90K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 236
Years of sales experience: 24
Years of sales experience in the multi-housing industry: 24
Located in: NC/SC/VA areas
Willing to travel: Yes, 30-40% of the time
Willing to relocate to: Open
Looking for: Key/national accounts sales or marketing position
Compensation range: 100-125K
Interested? Send a quick note to recruiting@powerhour.com
|
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 to
recruiting@powerhour.com
or call us at 435-615-8486.
