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Ten Tips on Writing Compelling Job Specifications for the Internet

10 Tips on Writing Compelling Real Estate Job Specifications for the

The old methods of recruiting talent for the real estate industry –
personal networks – are giving way to the new methods: technology and
Internet searches, and this evolution has changed the demands made on
hiring managers. Now, more than ever, the first step in effective
recruiting is to write a strong, clear position specification. This
holds true regardless of whether a company is hiring directly or using a
placement firm. Ideally, the spec is written by the hiring manager, with
input from the position’s peers and the predecessor in the position.
Finally, the position description should ultimately be reviewed by the
human resource department to vet liability issues.

Below are 10 tips that hiring managers should use to create
comprehensive position descriptions and to make their postings more
appealing to potential candidates.

Tip # 1

Provide a good position title The position title may be the
most important in developing an effective position description because
it will initially catch the viewer’s eye. In this age when so many
companies and candidates look at postings on the Internet, the title
should describe the functions to be performed and the level of the
position. This allows potential candidates to gauge whether this
position applies to them, and whether they should read further or skip
over it. If the title is vague, the posting will be skipped or not
appear when candidates input their search criteria.

Tip # 2

Articulate a clear reporting relationship The reporting
relationship clarifies the level of the position and helps to filter out
those who are under- or over-qualified.

Tip # 3

Provide an overview of why the job needs to be filled This
statement should ideally be two to four sentences and will let
candidates know what kind of employer you are, using a variety of
criteria, including your industry, size, growth, and culture. This will
help candidates decide if their personality type fits well into the
specified environment. The industry, including product types and
services, will also make it clear to a candidate whether their
experience is a match with what the company is seeking.

Tip # 4

Outline a list of responsibilities or tasks to be performed
Include the tasks that will be performed during the course of the day,
month or year. Be specific, but don’t go into excruciating detail; 8-10
of most important responsibilities should suffice. The time requirement
of each area of responsibility is generally helpful information if
available, and also allows the candidate to understand where the clients
priorities lie.

Tip # 5

List position requirements or qualifications This section
should detail the required background, including years of experience in
a specific industry, specific educational attributes and degrees,
professional certifications and credentials necessary, and skills. It
should also outline requirements of the job, including equipment to be
used, tasks to be performed, and desired attributes of the top

Tip # 6

Describe the supervisory requirements, if any It’s important to
provide the number of individuals whom this potential candidate may
manage. In addition, the types of positions that this individual may
manage is relevant; this enables the candidate to determine if their
experience makes them a legitimate candidate to manage the kinds of
employees that the position requires.

Tip # 7

Avoid listing specific salary information Although candidates
are always interested in knowing the salary range, this can work against
your online recruitment efforts; it may deter attractive candidates from
applying. Therefore, omitting this piece of data will typically provide
a greater pool of viable resumes for the hiring manager to review.

Tip # 8

Always include the location of the position This is an obvious,
but sometimes overlooked, detail. When hiring, you want to ensure that
you have candidates who are aware of geographical considerations. Also,
state if any relocation assistance will be provided and how much, and
the timing for the chosen candidate to start employment.

Tip # 9

Describe the travel requirements, if any Not only should you
explain the percentage travel required, but also detail whether this
travel is regional, national or international and the likely areas of
travel. If the position allows the candidate to telecommute, describe
the percentage of time this is allowed. For those positions where travel
is required, include the percentage of time when the candidate is
expected be on the road. Again, managing the potential candidate’s
expectations up front, will avoid disappointment or misunderstandings
down the line.

Tip # 10

Create an honest, comprehensive and clear position description
The goal is to attract the most qualified candidates, not merely a vast
number of bodies – to the position. The better the potential candidate
can understand the business, their responsibilities, and what skills the
company believes are keys to success in the new position, the higher the
quality of responses to the open position which will ultimately lead to
making an informed hiring decision.

It’s important to note that it takes time to write a good position
description, but this is time that will be paid back many times over
with a smooth hiring process and a content employee. If the position is
truly what the position description outlined and what the candidate
understood, then the hiring manager and the new hire will have a smooth
and successful transition.

About the SelectLeaders Job Barometer

The SelectLeaders Job Barometer, published since 2006, is the foremost survey of employment opportunities, trends, and hiring practices in the commercial real estate industry.

About the SelectLeaders Real Estate Job Network

SelectLeaders powers the Career Centers for 9 premier real estate industry Associations (whose members control or direct 90% of commercial real estate). Jobs are from all sectors and all levels with 29% paying over $100,000. SelectLeaders Job Network offers unequalled access to the Real Estate community. To learn more visit selectleaders.com or visit our Job Network Career Centers: BOMA, CCIM, CREFC, GlobeST.com, NAIOP, NAREIM, NAREIT, NMHC, PREA, Project REAP, ULI, NRHC

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