Condo Professionals Needed

Finding talented young professionals to recruit, develop, and retain employees has become increasingly more challenging. It truly is a job seeker’s market with numerous industries – including Condominium/Homeowners Association Management – finding creative ways to attract professionals. Below are five ways to adjust your Condo/HOA management company’s hiring strategy in order to attract, motivate, and retain young professionals in this highly competitive job market.

1. Make Candidates Feel Special

Show that your company or Condo Association cares about its people. Elaborate on how new team members are formally trained to give them the skills needed to grow at the company, or in whichever long-term career path they choose to pursue. During your interview process, you can have your strongest candidates meet with highlevel team members ad executives to walk them through every aspect of the company and lay out what can be achieved in the position.

2. Partner with Local Universities

There are lots of viable potential partners in higher education wherever your Management company and communities are located. These institutions are eager and motivated to give their students access to prospective employers and strong career paths. You could reach out to universities with esteemed programs and invite them to hold job fairs or obtain direct referrals from faculty members. It has the potential to be an extremely successful partnership that consistently gives access to great talent.

3. Incentivize Employees Who Provide Referrals

An employee referral program is an incredible way to supplement broader recruiting efforts. Young professionals enjoying their experience at your company or association will be motivated to find like-minded peers seeking similar opportunities to learn and grow. Set a minimum length of time that a person is employed before the referral incentive is awarded, so that both the new employee and referral source can be held accountable.

4. Establish A Mentoring Program

This method can be a game-changer for the recruitment and retention of talented young professionals. A formal development program for recent college graduates allows for a substantial advantage, and demonstrates the potential a career in Condo/HOA management can offer. Participants in a leadership and mentoring program can shadow employees from each department, including community managers at all levels. They also work toward obtaining their Georgia Community Association Manager license, after which most graduates immediately become assistant community managers on their way to district and regional manager roles. Association clients continuously ask for experienced staff members, and this program empowers us to accommodate the demand for talented and knowledgeable managers.

5. Encourage and Support Continuing Education & Credentials

Many companies will offer employees some form of reimbursement for the courses required to achieve community association management credentials. This small investment can greatly help with retention and advancement of team members, especially young professionals.

Mentorship and career development have become key components in cultivating a loyal, knowledgeable, and effective network of community managers. Through this collaboration of effective employees, you’ll be able to meet the needs of your communities and its residents.

Let us know what tips you think COA’s could use to better retain staff by emailing support@myardent.com.