With nearly 50 years in the property industry, I’ve had both the pleasure and, it must be said, the despair of interviewing many people for all types of roles over that time and I just wanted to offer a few thoughts for candidates to think about in getting a prospective employer to both consider their application more seriously, and to obtain support for investing in them and their career. With the new Labour Government saying that the introduction of recommendations from ROPA (report on property agents) is on their agenda, it is now more vital than ever to look to raise the bar.
Firstly, do your homework on the company and the job you are applying to and for – this always provides an opportunity to demonstrate your level of interest in a role.
There is nothing worse for an employer than being faced with a job applicant who, when asked what they know about the business, says “nothing” (this simply shows no research, concern or commitment on your part – a guaranteed turn off for the recruiter).
Also, when the interviewer asks whether you have any questions – you can refer to your research and be specific rather than just asking about hours, holidays and sick pay arrangements!
Whilst these are important, they are not as important as the role and how you are both going to get best out of each other.
Remember – a company may need a “bum on a seat” but the last thing they actually need is a bum!
Ask about qualifications and further personal development and, in particular, about the support the company will give you (this demonstrates that career and personal development are important to you and will, in turn, benefit the business).
Ask whether the company does, or will, pay for employees to improve their knowledge and skills and get qualified. If not, politely ask why they currently don’t?
This will help you ascertain the company’s position in regards the value they place on the development of their people, qualifications and what encouragement, mentoring and financial support they will provide.
You could also ask what plans they have for when ROPA or similar gets introduced – their answer might reveal a clear plan or, more worryingly, a complete lack of knowledge and lack of interest – this may reflect on other aspects of how the company is run for your consideration.
Some businesses seem to still hold the view of “what happens if we train our people and they leave?”
They clearly need to appreciate that they would actually be far worse off if they didn’t train their people and they stayed!
Remember a job interview/offer process is a two-way street.
Both employer and employee should have high expectations of each other.
If a company shows no desire to support you financially or otherwise in gaining knowledge, skills and getting qualified – you may wish to think seriously about whether you want to join them or, if everything else is a good fit, whether you are prepared to use your own time and money to invest in yourself?
When in receipt of a job offer – you may consider using the support and financing of training and qualifications as a negotiating and reinforcement position – it will certainly suggest a more committed applicant than someone who is just looking for more salary.
You will, of course, be worth more when qualified and have more career openings available.
Don’t forget to get any agreed aspects such as support for training and qualifications in writing alongside all other terms of employment.
Finally, a little preparation and a clear understanding and vision of what you are bringing to the party will help you succeed.
Michael S Day MBA FRICS FNAEA FARLA
