Multi-housing Sales/Service Recruiting
Our recruiting database of multi-housing sales/service
professionals, multi-housing industry vendors, apartment property
management, plus corporate housing and apartment locator professionals
is the largest in the industry...and has taken us 18 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 multi-housing sales/service industry works.
For multi-housing sales/service companies we
provide:
- We place strategic ads with industry publications and related
websites.
- We place your job openings in our recruiting multi-housing
sales/service E-newsletter.
- We draw on our industry contacts and relationships to find
perfect candidates...candidates that will fit in the culture
of your multi-housing sales/service company.
- We create a customized multi-housing sales/service Criteria
Form, which is our proprietary system for sorting and filtering
candidates.
- We telephone interview multi-housing sales/service 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 multi-housing sales/service
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 multi-housing sales/service candidates
we provide:
- A review of your resume.
- We place your availability, confidentially, in our recruiting
multi-housing sales/service E-newsletter.
- We draw on our industry contacts and relationships to find
multi-housing sales/service companies that will be a perfect
fit.
- We use a customized multi-housing sales/service 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 multi-housing sales/service 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 multi-housing
vendors. All of the recruiting work we do for our multi-housing
vendors is to match "A" companies with "A"
candidates...and "A" candidates with the best/perfect
multi-housing vendors.
Each candidate we send to our multi-housing
vendor 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 multi-housing sales
pre-hire testing/assessment is done.
[ powerhour.com/multi-housingvendors/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 multi-housing
vendor 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.
| Multi-Housing
Vendors Recruiting Positions |
Candidate #: 250
Years of sales experience: 4
Years of sales experience in the MHV industry: 3
Located in: UT/CO/MT/WY
Willing to travel: Yes, up to 25% of the time
Willing to relocate to: No
Looking for: Key/national accounts
Compensation range: 70-80K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 364
Years of sales experience: 23
Years of sales experience in the MHV industry:
Located in: LA/AL/TX areas
Willing to travel: Yes, up to 50% of the time
Willing to relocate to: Tampa, FL
Looking for: Key/national accounts or sales management position
Compensation range: 200-250K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 841
Years of sales experience: 18
Years of sales experience in the MHV industry: 18
Located in: TX/LA/OK areas
Willing to travel: Yes, up to 60% of the time
Willing to relocate to: Yes
Looking for: Sales management position
Compensation range: 150-175K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 933
Years of sales experience: 20
Years of sales experience in the MHV industry:
Located in: AZ/CA/NV areas
Willing to travel: No
Willing to relocate to: No
Looking for: Key/national accounts
Compensation range: 85-95K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 408
Years of sales experience: 20
Years of sales experience in the multi-housing industry: 20
Located in: NC/SC/VA areas
Willing to travel: Yes, 20-30% of the time
Willing to relocate to: Open
Looking for: Sales management position
Compensation range: 90-100K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 985
Years of sales experience: 21
Years of sales experience in the multi-housing industry: 10
Located in: WA/OR/ID
Willing to travel: Yes, 25% of the time
Willing to relocate to: No
Looking for: Sales management position
Compensation range: 100-110K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 316
Years of sales experience: 11
Years of sales experience in the multi-housing industry: 11
Located in: California
Willing to travel: Yes, 50-60% of the time
Willing to relocate to: No
Looking for: Key/national accounts or sales management position
Compensation range: 150-200K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 895
Years of sales experience: 8
Years of sales experience in the multi-housing industry: 26
Located in: VA/MD/NC areas
Willing to travel: Yes, 50-60% of the time
Willing to relocate to: Open
Looking for: Key/national accounts sales position
Compensation range: 140-150K
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
Candidate #: 947
Years of sales experience: 20
Years of sales experience in the multi-housing industry: 20
Located in: California
Willing to travel: Yes, 10-30% of the time
Willing to relocate to: No
Looking for: Key/national accounts sales position
Compensation range: 150-175K
Interested? Send a quick note to recruiting@powerhour.com
Candidate #: 286
Years of sales experience: 22
Years of sales experience in the multi-housing industry: 24
Located in: California
Willing to travel: Yes, 30-50% of the time
Willing to relocate to: No
Looking for: Key/national accounts sales position or sales management position
Compensation range: 100-125K
Interested? Send a quick note to recruiting@powerhour.com
|
Nine Steps For The Perfect Multi-Housing
Vendor Interview
#1, Remember These Words: I will
not lower my standards and hire subpar candidates for my multi-housing
vendor 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 multi-housing
sales/service 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 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 multi-housing sales/service 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 multi-housing vendor
pre-hire testing, click on this link: powerhour.com/multi-housingvendors/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.
