jobs Archives | Christopher Frederick

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New Blood, New Potential: Welcoming the Next Generation of Real Estate Leaders

Posted on October 31, 2014 by peter

Members of the Millennial Generation, usually defined as those born between 1976 and 2001, now make up more than a third of the U.S. workforce, and the oldest are beginning to join the ranks of their companies’ executives. As the recovery in real estate continues, the search for executives in construction, development and CRE will increasingly rely on talent from this group. This makes it more important than ever to understand the challenges and mindset of the people who will be tomorrow’s leaders.

A Tough Start

It’s helpful to understand the broader context surrounding millennials’ careers, and for many it’s been pretty grim. In 2010, when unemployment was at its worst, only 54 percent of adults between 18 and 34 were employed. That’s the lowest percentage since 1948 when the U.S. government began collecting the data. What’s more, a Pew study found that nearly half those going to work each day did so in jobs outside their chosen careers just to pay the bills. As such, another survey in 2011 cited by Jessica Brack at the Kenan-Flagler Business School suggested that 70 percent of millennial workers planned to change jobs once the economy improved. Whether that sentiment from three years ago will actually translate into action as the economy gains strength today is anyone’s guess. But it reinforces the need to attract, retain and mentor potential leaders now, as the brutal business conditions that characterized the early years of millennials’ careers have left most with few qualms about leaving a company that doesn’t fulfill their needs.

Small Differences

When professionals talk about catering to millennial employees, much is made about their differing cultural norms, their use of technology and what’s often seen as a lack of humility compared to their older colleagues. These generational differences are real and can potentially create conflicts in the workplace, but research indicates that the most important career traits of millennials go much deeper than wanting to bring their own smartphones to the office. For starters, money is not the only yardstick. Additional research cited by Brack found that 30 percent of millennials valued meaningful work, while only 12 percent of managers felt the same way. Likewise, only 28 percent of millennials said high pay was important, versus half of managers. Many younger workers don’t just want to be rewarded. They want to be engaged and to have the chance to meet new challenges. Part of that often comes from a more prevalent desire for collaboration, rather than solitary work, than might be the case with other generations. Additionally, millennials seem to desire more coaching and feedback than their older co-workers. A survey by Price Waterhouse Coopers found that 51 percent of millennial employees valued frequent, in-the-moment feedback. Rather than a chore, savvy managers can use this feedback to challenge younger employees, encourage hard work and groom exceptional people for leadership. Their generation, after all, does not lack for ambition: 51 percent of millennial women surveyed by PwC and 61 percent of men believe they will be able to rise to the top of their organization.

The Basics Still Matter

When recruiting younger leaders, it’s also important to keep in mind that the most critical aspects of employees’ relationship with the company change little from one generation to the next. As other human resources professionals have pointed out, employees of all ages tend to desire a reasonable balance with obligations at home and a sense of job security. Additionally, millennial employees say they want a degree of respect, transparency and development potential in the workplace – things that tend to be valued by ambitious people across the workforce. As in the past, tomorrow’s leading real estate firms will be those that maintain an open mind and a dedication to professional development for their younger managers today.

Over more than two decades, Christopher Frederick has helped match the talents of executives with leading companies in real estate. Visit our website at www.chrisfred.com where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

Same Craft, Different Tools – How thinking digital transformed my business

Posted on August 28, 2014 by peter

When I began building a digital network of real estate professionals five years ago, I had no idea just how thoroughly it would transform my recruiting practice. That network is on track to reach 300,000 members at the end of 2014, and it’s allowed me to find and match some of the best people in the business with leading companies worthy of their talent. Along the way, I’ve taken note of a few themes in online recruitment that might prove useful to job seekers and hiring managers alike:

Reaching Far but Looking Close

There’s an old New Yorker cartoon with a picture of a golden retriever using a computer. It’s captioned, “On the Internet, no one knows you’re a dog.” On many online forums for job candidates, no one really knows if you’re a vice president or what that actually means. I frequently encounter professional profiles that list work experience aligning with the professional qualifications I’m searching for. Yet on closer inspection, the descriptions of job titles are too vague to offer any clues into the critical competencies and knowledge demanded by a given position. I’ve said it before, but it bears repeating: Be specific. Give examples. “Vice president” tells me a lot less than “vice president of sales and marketing for the Northeast region.” A closer look should reveal how many people you’ve managed, for how long, and the highlights of what that team achieved under your leadership. Even if 500 hiring managers view your profile, they won’t get in touch if they don’t find the information they need to make an informed hiring decision.

First Impressions Count

And this day and age, it’s impossible to know where that first impression might occur. It could be in person, on LinkedIn or even via the photos from a conference your company posted to its blog. At the very least, dress for the job you want in the picture you use for social networks like LinkedIn, Twitter and Google+. Likewise, be sure to proofread every public profile accessible to potential employers, and refrain from packing your email signature with dated logos and unnecessary text. Life isn’t a press conference, and no one expects job candidates to look 100 percent professional in every picture floating around on the Internet. But on career-specific websites, it’s important to devote as much attention to thoughtfulness and professionalism as you would meeting someone for the first time.

Success Story

Of course, none of this is to give the impression that digital tools haven’t revolutionized the process of connecting people to the companies where they can best reach their potential. Technology’s positive effects for job seekers are well-documented, but it’s also had tremendous benefits for the companies doing the hiring. At Christopher Frederick, I’ve been able to add seven people to my team in recent years as a direct result of my approach that combines one-on-one recruiting with the resources of our exclusive digital network. We’re often able to find qualified candidates in a matter of days, where a similar search would have taken weeks under our old approach. Most importantly, we’ve emerged from the recession filling more executive positions and satisfying more clients every year. Our experience proves that time invested in digital networking doesn’t just pay off for job seekers, it is also critical for companies competing for talent in today’s job market.

For more than 20 years, Christopher Frederick has helped match the skills of high-value executives with leading companies in real estate. Visit our website at www.chrisfred.com where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

The Most Important Career Skills You Didn’t Study in College

Posted on July 2, 2014 by peter

A recent study exposed a huge gap in the expectations of employers and entry-level job candidates when it comes to the characteristics they value in the workplace. An overwhelming 93 percent of surveyed employers weigh so-called soft skills like problem solving more heavily than academic credentials, while a mere 16 percent of entry-level candidates considered soft skills important. Looking back on the executive positions I’ve filled over the years, I’ve noticed the critical role these professional attributes play in the careers of managers, as well.

Critical Thinking

This is a classic example of an extremely valuable skill set that’s rarely reflected in resume bullet points or job titles. Yet the higher up the job ladder you climb, the more an employer expects you to make competent decisions that affect the company. Leading real estate firms don’t just look for executives who can hire employees and ensure things get done on time. They need people with the capacity to reason their way through unexpected problems and opportunities. This makes it even more crucial to point out specific decisions you’ve made and problems you’ve solved in past jobs when courting potential employers.

Communication

A great idea is useless if people can’t quite wrap their heads around what you’re talking about. Companies don’t expect their leaders to be English scholars with half-finished novels in their desk drawers. But they do need people who can get their ideas across in a way that doesn’t seed confusion and misunderstandings. Practices that demonstrate this skill set can be as simple as giving a second read to emails, memos and presentations to be sure your intentions are clear and the text is free of basic errors. Respect language and seek continuous improvement in how you use it. This might seem rudimentary, but just consider how many times you’ve seen “excellent communication skills” required in a job description. Keep in mind that effective communication now goes beyond traditional inter-office messages. The ability to convey ideas succinctly through texting and social media has also become invaluable. Twitter, Facebook, LinkedIn and the like may have changed the format of our communication in the last five years, but keep in mind that their effective use requires more writing than ever. Regardless of the medium, persuasive written communication will set you apart.

Humility

It’s not enough, though, to be a smooth talker. I don’t know how many construction-related positions I’ve filled where employers emphasized the ability to communicate well, not just with executives, but also with site foremen, subcontractors, tradesmen and municipal officials. Hiring managers know first hand that you can’t manage a large team unless you feel at ease with its members at all levels. That requires not just confidence, but a sense of humility as well.

Ambition’s Back: A Rebounding Market Calls for Career Confidence

Posted on June 1, 2014June 1, 2014 by peter

It’s taken seven long years, but the shadow of the financial crisis has finally receded from American real estate. Residential property values have seen sustained increases across major markets. Commercial activity has picked up, and in many cities builders are scrambling to meet a significant under-supply of multifamily housing. For professionals in the industry, guarded optimism has given way to justified confidence about the future of their careers.

Good News for Builders

Recent job statistics from the Associated General Contractors of America back up the trend. April saw the construction workforce expand in 220 markets compared to the same month the year before. Employment remained stable in another 49 markets and declined in 70, partly because of reduced spending on government projects and the impact from Hurricane Sandy. Job gains ranged between 10 percent and 11 percent in the greater Los Angeles area and came in at 9 percent in Atlanta and Dallas. A handful of smaller markets experienced a small gold rush, with the construction workforce increasing by 42 percent in El Centro, Calif., 35 percent in the Steubenville, Ohio, region and 27 percent in both Pascagoula, Miss., and Springfield, Ill. These numbers don’t just represent tradesmen. In my recruiting practice, I continue to see consistent demand for construction professionals in purchasing, acquisition and development, regional/divisional leadership, investment management and other areas.

Make it yours

Confidence is empowering. It helps people work harder, take risks and broaden what they consider possible. An optimistic future for real estate should inspire those who work within it to seize the potential for advancement and professional growth that might have been delayed during the recession. Now is the time to redefine your goals for the next five years. How can you assert yourself in your current position to make them happen? Who in your professional network can help you? Is the organization you belong to the best place to grow? A rejuvenated market affords us the chance to explore these questions to an extent that wasn’t possible in the fairly recent past. As you do, remember: Mindset matters. I’ve found that success isn’t necessarily a product of one-off opportunities, but rather the result of decisions we make based on the circumstances at hand. In real estate, at least, today’s circumstances are as promising as they’ve been in a long time.

For more than 20 years, Christopher Frederick has helped executives and the companies they lead seize opportunities in real estate. Visit our website at www.chrisfred.com where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

Job Happiness: How Smiles Can Get You Miles

Posted on March 28, 2014April 4, 2014 by peter

It’s no secret that an enthusiastic attitude, a positive outlook and a likeable disposition can bolster a career. Particularly for leadership positions, employers seek not only professionalism but an authentic passion for the job at hand.

What’s harder to divine from the advice of career coaches and business books is where all those positive feelings actually come from. Even people in a line of work they love face the same career risks, periodic setbacks and daily frustrations as everyone else. A positive outlook at work takes more than the right job title, a good salary or even a generally upbeat personality. What I’ve learned from the leaders I’ve placed at some of the country’s top real estate companies is that their success comes, in part, from a perspective that allows them to thrive within whatever environment they find themselves in.

I saw this spirit expressed in an unlikely place the other day. I love music, and when I watched the video for the song “Happy” by Pharrell Williams, I was struck by the sincerity of its underlying message. The soulful lyrics expound on the artist’s sense of joy despite any of the bad news or challenges around him. Meanwhile, a cast of diverse characters dances to the catchy hook: “Because I’m happy, Clap along if you feel like a room without a roof, because I’m happy, Clap along if you feel like happiness is the truth …” There are good dancers and terrible dancers. Old faces and young. Business leaders and famous athletes. Mothers and kids. But they all seem to get what he’s talking about. Despite their differences and whatever unique circumstances they face in their lives, they acknowledge and celebrate the things that make them thankful in life.

That’s also the type of outlook that can have a meaningful effect on work satisfaction. Instead of dwelling on the stresses of every day, it helps to be reminded of the satisfactions and rewards that drew you to a position in the first place. Whether that’s the rush of a high-stakes deal or simply the satisfaction of earning a living for your family, allowing yourself to be happy for what you have now and what might lie ahead can help give you the positive outlook employers and coworkers value so much.

For more than two decades, Christopher Frederick has helped recruit tomorrow’s leaders in real estate. Visit our website at www.chrisfred.com where you can find exclusive job listings for real estate executives and read more about our one-of-a-kind approach to executive recruitment.

Hot Jobs – Especially in These Fields, Real Estate Pros Are In Demand

Posted on March 2, 2014July 12, 2017 by peter

Things are moving again in real estate. Capital, consumers and employees have flowed back into the market over the last year. Companies are positioning themselves to meet the demand for housing and commercial space pent up over the last five years as the days of scarce financing and weak economic growth finally recede. Likewise, competition has once again heated up for leaders in highly skilled positions.

Hot Jobs

While it’s far from the only sector experiencing growth right now, construction has emerged as one of the most active areas of my recruiting practice in recent months. Professionals with land expertise are particularly in demand right now, with managers in purchasing coming in a close second. In commercial and multi-family real estate, I’ve seen consistent demand for acquisition professionals. Higher up the chain, I’ve also been filling positions for housing construction executives at the division level and regional property managers.

Now’s the Time

There’s wide demand for leadership across real estate specialties as companies rebuild their ranks to make the most of the ongoing recovery. For the professionals who dug in during the lean years, tackling new duties and widening their areas of expertise, 2014 is the year to think proactively about what’s next. Consider how you want to advance in the next five years while preparing yourself mentally to respond to unexpected job opportunities. Look to your former colleagues, peers and superiors. Are they jumping ship? Are they moving up or leveraging the demand for their skills to negotiate better compensation? Competition for talent will continue to ramp up in the foreseeable future, making this a great time to advance from a position if it no longer meets your professional needs.

Build Your Team

For hiring managers, this competition will make it essential to build a good team now, keeping in mind the potential for growth in the next five years. Widen your sphere of contacts, stay attuned to the professional development of longtime employees and keep an eye out for people who can fill positions requiring high-demand skills before those openings emerge.

Often, that process is frustrated by the deluge of off-the-mark applications generated by standard job advertising online. That’s why Christopher Frederick maintains a network of only real estate professionals and screens qualified applicants one-on-one for every position we recruit. We can quickly promote your critical openings by drawing from a database more than 200,000-strong, narrowed by specialty and location. To learn more about how we can save you time, money and work during your next executive search at no upfront cost, contact Chris Hingle at chingle@chrisfred.com.

For more than two decades, Christopher Frederick has helped place leaders with some of the largest companies in real estate. Visit our website at www.chrisfred.com where you can find exclusive job listings for real estate executives and read more about our one-of-a-kind approach to executive recruitment.

Motivation or Qualifications? How Passion is Often More Important Than Credentials

Posted on October 30, 2013July 12, 2017 by peter

We’ve all worked with “that guy.” The one with the impressive degree. The one with a long list of respected companies in his past. The employee who looks fantastic on paper, yet underperforms the minute that sterling resume gets tucked into the drawer of his new desk. As seasoned recruiters and personnel departments can attest, credentials and motivation don’t always move in unison. Likewise, many job hunters who endured unexpected career shifts during the recession possess valuable knowledge and dedication in spades, but that might not be immediately evident in their job history.

Employers: Focus on commitment

When business was slow, hiring managers could simply skim the most experienced people from a consistent pool of available talent. A brutal job market all but ensured new hires would work hard, if only for fear of being replaced. Thankfully, business has improved. Highly skilled workers – for example, seasoned purchasing and residential land acquisition experts – are again in short supply, and firms must adapt to attract the best talent. That means committing to the employee. Recruitment efforts should demonstrate an eagerness to fill the position with the right person. Companies should be responsive to candidate inquiries whenever possible. They should also communicate their workplace culture and potential advancement opportunities to show they’re committed to hiring good people for the long haul. In the same vein, hiring managers need to look for motivation on the part of candidates to perform the job at hand. Beyond their qualifications, do they seem excited about the specific opportunities of the position? Are they hungry for a step up in their career? Did something draw them to your company over your competitors? Most of all, companies will need to adapt their thinking to the realities of the post-recession labor market. What did applicants do during the downturn to adapt and add value when business was tough across the board? Highly motivated, well-suited candidates may not necessarily have the traditional resume bullet points associated with the position.

Job Candidates: Show, Don’t Tell

It’s meaningless for a candidate to simply list traits like passion, commitment and drive in a cover letter. After all, anyone can say that. Instead, job seekers need to sell the specifics of their skill sets and experience to employers. Examples of past projects turned in before deadline and exceeding goals show passion. Past loyalty and the sacrifice of time and compensation during lean years show commitment. Consistent follow-ups and non-stop networking show drive. Highlight strengths that are as relevant to the day-to-day needs of the employer as possible. One particularly effective way to demonstrate motivation is learning as much as possible about a hiring company. For example, I recently placed a candidate who at first appeared over-qualified for the job. He did his homework, researching everything he could about the company, good and bad. He approached the interview with the attitude that he could make the job opening an even better opportunity for the employer. By sharing his accomplishments and skills gained during the recession, then making a detailed case for how he could improve his new employer’s business, they ended up creating a new opportunity even more attractive than the original job. Both sides demonstrated how motivated they were, and both came out winners.

At Christopher Frederick, we’ve spent more than two decades helping some of the biggest names in real estate hire motivated executives that lead their businesses to growth. To learn more about how we leverage our digital network with our extensive recruitment experience, contact Chris Hingle at chingle@chrisfred.com. Or visit our website at www.chrisfred.com where you can find exclusive job listings for real estate executives.

Big Data or Big Mistake? How a Personal Approach to Recruiting Can Beat Out Automated Screening

Posted on September 30, 2013July 12, 2017 by peter

When it comes to creating a pool of potential job candidates, some employers think bigger is better. Large companies will often make use of their electronic application systems to gather any and all resumes that come their way on a continual basis. The logic for doing so is sound, as personnel departments can then analyze the resultant data for insight into their hiring programs while building a seemingly endless bank of potential employees. In practice, though, such automation is only useful to a point and can actually hinder the very personal process of building a successful team.

To start with, resume-reading algorithms are not perfect, even when it comes to basic sorting. I once read of a job candidate who found he’d been marked as unqualified by a computer program despite a relevant degree from Stanford. The full name of that school is Leland Stanford Junior University, but the computer didn’t understand that Mr. Stanford shared a name with his father, assuming instead that the applicant had only been to junior college. It might be impossible to review hundreds of applications in a timely fashion without some form of automation. But a better solution is to create a smaller applicant pool by tailoring job solicitations to a specific group of the most qualified people. This approach is also more fair to those searching for jobs. Many have grown wary of online applications after submitting them by the dozens and hearing nothing in return, potentially because employers solicited applications on popular job boards as a way to gauge potential response, rather than to actually fill a position. In an environment where candidates feel they are casting their resumes into a lottery drawing, they are less likely to apply for the most appropriate positions or become motivated to pursue a particular employer. Be upfront about the position, its requirements and your hiring time frame. Serious candidates will see you are reaching out to them in good faith and will take extra steps to show that they have the most to offer.

For example, my executive recruitment firm approaches only candidates with demonstrated leadership in real estate, narrowing our target audience further by geographic area. Our digital network has nearly 200,000 members, but it’s our seasoned recruiting expertise that makes that network effective. While we make use of technology to help reach the best candidates, we then review responses individually, interacting with applicants and conducting the one-on-one work needed to find the right personalities and knowledge to fit our clients’ needs. It’s the second part of that process that computers cannot replace. Don’t make big mistakes when it comes to your big data while hiring. Digital technology provides today’s managers with an array of powerful tools, but using them well requires discretion and the ability to evaluate candidates as people whose potential value is not always obvious on a spreadsheet.

Over more than two decades, Christopher Frederick has helped some of the biggest names in real estate hire the people key to their success. To learn more about how we leverage our digital network with our extensive recruitment experience, contact Chris Hingle at chingle@chrisfred.com. Or visit our website at www.chrisfred.com where you can find exclusive job listings for real estate executives.

Hot Housing – Make the Most of Career Opportunities in the Recovering Residential Market

Posted on August 30, 2013July 12, 2017 by peter

Last year brought indisputable evidence of a recovery in housing, with the National Association of Homebuilders reporting a 28 percent year-over-year increase in housing starts in 2012. Even amid the volatility caused by rising interest rates this summer, the pace of construction remains robust, and expanding homebuilders are on the lookout for talent. Now is the time for professionals in the industry to assess their prospects and make the most of a rebounding market.

From my own work as a recruiter offering a unique digital approach to executive hiring, the high-demand positions I see at the moment are in purchasing and in land acquisition/development. If your career resides in these areas, think strategically and study the market carefully to find a position offering the most headroom and potential for expanded responsibility in your area of expertise. If your skills fall in a different area, fear not. The recovery is providing motivated professionals with a degree of flexibility as companies begin rebuilding their diminished ranks.

The housing downturn left many managers and their employees hesitant to leave their present positions, rightfully fearing that a move to advance their careers might leave them with no job at all if prospects worsened at a new company. Some of that caution persists, but today’s business environment should inspire confidence that careers can once again rise with the prospects of homebuilders. Career-focused individuals should also keep in mind that their years helping firms muddle through the downturn also have value in their own right in the eyes of employers looking for hard-working, innovative people.

Hiring managers, too, face a different landscape when recruiting executives. The decline in housing wasn’t gradual and neither is the recovery. The people who left the industry have not necessarily been replaced with younger talent in recent years, so many employers have become more flexible in the way they hire and develop their leaders. Companies must think deeper than job titles and years of experience. What leadership responsibilities and decision-making skills are revealed by a candidate’s work experience? How did he or she add value during the recession? Smart people are easy to train. Can you find the devotion and talent you’re looking for in someone from a different career track, or even from another industry? The talent is out there and hungry for a piece of the long-awaited growth in housing. Likewise, housing professionals should draw confidence from the work they’ve done in recent years – a confidence that inspires them to excel as things are finally looking up. The housing recovery will be yours to prosper from as well.

For more than 25 years, Christopher Frederick has helped match ambitious professionals with leadership positions at some of the most successful firms in real estate. To learn more about how we can enhance your next executive search using our extensive digital network, contact Chris Hingle at chingle@chrisfred.com. Or visit our website at www.chrisfred.com where you can find exclusive job listings for real estate executives.

Step Back to Move Forward – Taking Time to Think Strategically at the Beginning of a Recovery

Posted on July 5, 2013July 12, 2017 by peter

Have you heard the news? May’s construction spending was up 5.4 percent in the trailing twelve months, driven by the strongest residential numbers in more than four years. Bidding wars on scarce properties have reemerged in once-stagnant markets. The Dow Jones U.S. Home Construction Index has jumped 75 percent in the last two years, and some builders are even having difficulty finding enough qualified tradesman to handle all of their projects.

Yet despite the headlines, caution remains the watchword for real estate companies expanding their professional ranks. The beginning of a recovery comes with as many risks as opportunities. Rebounding interest rates, for example, could dampen housing demand. Many effects of the deep federal budget cuts from sequestration won’t kick in until next year. The eurozone, which collectively represents America’s largest trading partner, reached a record-breaking 12.1 percent unemployment rate in May. To the east, concerns about China’s murky banking system and slowing growth offer another potential shock to U.S. markets, job growth and, ultimately, real estate. At the same time, those who fail to act at all risk missing another long climb for U.S. GDP growth and economic expansion. One thing is certain: The decisions of real estate professionals laying out their career plans now will affect their livelihoods for years to come.

Plan, Plan and Plan Some More

Even though we face unknowns in the economy, a well-thought-out career strategy is valuable no matter what direction the market takes. How long has it been since you considered what position you want to hold in five, ten or 15 years? What doors do you see opening as your skills advance, and what opportunities do you see expiring as you move further into a single specialty? Are there things you know you will regret missing if you don’t act, such as starting a business of your own? The simple act of thinking through questions like this, sharing them with your family and discussing them with your mentors can put you in a position to act with confidence when a new job or business opportunity emerges unexpectedly. Build your professional network accordingly. Once sales pick up, new positions will emerge quickly as firms position themselves to expand. Be ready.

Patience Pays

Optimism about the economy and confidence in your career should help you work harder to reach your goals. Just don’t let anticipation built over a long recession push you into rash decisions. Even if you’re dissatisfied with your current work, take a hard look at all the options available before you make overtures to your contacts about jumping ship. Even if an exciting new opportunity emerges, carefully study the company’s prospects and business plan to ensure the position has a high likelihood of getting you where you want to be. Finally, don’t settle. If a position with a moderately better paycheck comes along – even if it’s been a long time since you’ve had a job offer – go back to your long-term plan and ensure the move is worth the risk of missing a better opportunity next month. Those who plan with patience today will find themselves at the top tomorrow.

For more than two decades, Christopher Frederick has used its deep recruiting experience and digital network to help connect the leading people and companies in real estate. To learn more about how we can enhance your next executive search using our unique method of digital recruitment, contact Chris Hingle at chingle@chrisfred.com. Or visit our website at www.chrisfred.com.

Going Up? Career Strategy in a Recovering Housing Market

Posted on May 6, 2013July 12, 2017 by peter

By now you’ve heard the good news: February housing prices nationwide increased 9.3 percent year-over-year – their sharpest jump since May of 2006. Meanwhile, the Commerce Department reported the inventory of new homes stands near a record low, and some of the largest publicly traded homebuilding companies have watched their stock prices more than double in the previous two years. At long last, the labor market for highly skilled people in real estate appears poised for a comeback. Here are three career tips to make the most of it:

Keep networking: You’ve heard this advice over and over again, but there’s a good reason for it: Most hiring happens through professional and online networks. At Christopher Frederick, for example, we now have nearly 200,000 highly skilled real estate professionals in our digital network who benefit from targeted job announcements when our clients are searching for talent. Likewise, you can expand your range of potential jobs by maintaining your own professional and personal contacts. Just as the career moves of past colleagues, bosses and clients can open unseen opportunities in a tough job market, staying in touch with the same people advancing during a rebound can put your name top-of-mind as companies prepare to compete for talent.

Don’t live in the past: What we’ve emerged from was not a normal downturn. The lion’s share of real estate professionals in most of the country experienced at least one pay cut, a layoff or the shrinking of the operations they oversaw. With more high-level positions now opening up, it’s tempting to focus heavily on accomplishments from the boom years, when the numbers were more impressive and the salaries were higher. Overemphasizing accomplishments from five years ago, though, can be a mistake. Even if the sales figures are smaller in your current job, employers still want to know what you’ve done lately. Emphasize the steps you took in your career to adapt, to look to the future, and to capture market share in a challenging environment. Remember, the people hiring you experienced the same market. They’ve evolved to work within it, and they’ll want to know how you’ve done the same.

Be patient: In construction, for example, the Bureau of Labor Statistics reported the number of jobs has increased by more than 300,000 in 22 of the last 24 months. Companies are growing and positions are opening up, but as analysts at the National Association of Homebuilders observed, the hiring numbers are still well below where they would normally be given the sector’s robust expansion. Overtime and worker productivity can only go so far, and eventually hiring will have to accelerate to catch up. Therein lies the challenge for ambitious real estate professionals. You might soon have the chance to leave an unsatisfying position or pursue a larger paycheck somewhere else. But don’t jump ship just for the sake of leaving your current job. It’s important to think strategically and consider the new opening’s potential relative to other jobs that might open up in the next year. Optimism and growth are finally seeping back into the job market. More than ever, it’s time to evaluate career goals and take the steps necessary to achieve them during the market’s recovery.

Over more than two decades, Christopher Frederick has helped connect real estate executives with companies seeking talent for some of the industry’s leading roles. To learn more about how we can enhance your next executive search using our extensive digital network of professionals, contact Chris Hingle at chingle@chrisfred.com. Or visit our website at www.chrisfred.com.

Social Beyond Media: Add value to your network by developing relationships

Posted on April 1, 2013July 12, 2017 by peter

It’s no secret that most managers would rather hire from their networks than sort through strangers who reply to a want ad. Accordingly, candidates today direct much of their job-hunting effort to LinkedIn, Facebook and Twitter to reconnect with any and all contacts who might pass along a promising lead.

Social media can prove remarkably effective for staying in touch with colleagues. But the ease of connecting online is no excuse to neglect the real-life relationships that often have the greatest consequence in shaping a career.

Face time trumps Facebook:

It takes seconds to ask for or accept a social media invite. Inviting someone to coffee or offering to buy lunch, on the other hand, involves a degree of gumption and effort that shows you are really serious about your professional relationship with that person and your industry. The same goes for approaching someone at a conference, mentoring, introducing yourself in a social setting or volunteering to help with leadership tasks within a professional organization. Face-to-face meetings and the conversations that result create associations outside the parameters of what’s usually discussed on social media, and someone’s real-life presence will always stick in a person’s mind more prominently than an online profile.

Don’t just look up:

Colleagues at or below your level of responsibility can sometimes prove just as valuable as the executives whom everyone in the building wants to know on a first-name basis. People at the department level know that department’s needs. They know who’s coming and who’s leaving and what the budget looks like for next year. Forming relationships with coworkers or potential coworkers through shared interests can create insight into the precise personnel needs of a company at a given moment. Such relationships needn’t be strictly professional, either. Join the company bowling league. Have margaritas after work. Look for coworkers at your kids’ sporting events and activities. Recreation and friendship can often lead to lasting, meaningful professional connections.

Don’t just talk about the job:

As former Silicon Valley recruiter and author Nick Corcodilos advises mid-career job seekers: Keep your focus on the needs of the person you’re meeting with. Offer to sit down with a manager at a company you’re interested in and talk about his or her challenges in areas where you have expertise. Offer advice and critical discussion to help that company run better, and do it outside the context of a formal job interview. If you can prove valuable to an organization before you’re even employed there, you’ll likely find yourself on the short list of candidates when a job opens up later.

Regardless of your current place on the career ladder, the value of a professional network comes not only from the number of people within it, but also from the quality of those relationships.

For more than 25 years, Christopher Frederick has helped executives and companies in real estate build relationships and place the best talent in some of the industry’s leading roles. To learn more about how we can enhance your next executive search using our extensive digital network of professionals, contact Chris Hingle at chingle@chrisfred.com. Or visit our website at www.chrisfred.com.

On The Subject of Objectives: Summarizing Who You Are and What You Do at the Top of the Resume

Posted on March 7, 2013July 12, 2017 by peter

Think of it as an elevator pitch. The “objective” on your resume likely represents the first 50 words you’ll present to a potential employer. You can use it to succinctly identify the position you want, why you want it and why you’re the best person for the job.

That can be a big challenge for such a small segment of a resume, but it’s worth the time and effort to get it right. Employers’ expectations have changed in the last few years, and they want to know more about you than about the job titles you’ve held. Positions are diverse, and today’s labor market gives companies the leeway to hunt for people they feel have the perfect personalities to fill them. Do your best to share your priorities, your approach to management, your work tempo, your goals and anything else that demonstrates what you are like to work with in person.

Here are a few tips to ensure your objective gets results:

Customize it:

Just like a cover letter, every resume objective should be unique to the position on offer. Broad descriptions like “a position in leasing” or a “management role” could tell a hiring manager you’re sending numerous, boilerplate resumes to companies you don’t particularly care about. Or, worse, your resume could confuse a personnel department and divert your application from the specific position you had in mind.

Mind the computer:

At least within a personnel department, a real human will decide which pile best suits your resume. An unfortunate reality in applying at many large companies is the use of computer programs to sort applications and pick out those most suited to the company’s needs. The objective section can address this by offering a place to mention key words that may be used to sort applications but might not feature prominently elsewhere in the document. An example: If you’re applying for a position involving project management, but your project management experience is obscured by a vague job title with a previous employer, the objective section offers a place to work that specific term into your resume. Effective key words can include degrees, product names, company names, professional organizations, service types, industry issues and phrases from the posted job description.

Make it about them:

This is counterintuitive, but try to see your career objective through the hiring manager’s eyes. What sort of career ambitions, personal traits and knowledge would he or she want in the ideal candidate? Let the position shape what you say about your interest in it. For example: “Objective: To take a position as a leasing executive at a Miami REIT” simply repeats what the employer already knows about the position. “Objective: To continue my nine years in leasing and apply my knowledge of the Miami office market to help a REIT exceed its NOI goals,” on the other hand, offers a better look at why the candidate is qualified and what he or she has to offer.

Don’t be too specific:

While you want to be clear about what position you’re applying for, it’s worth remembering that employers frequently consider candidates for positions beyond the immediate opening they may have applied for. For example, instead of citing a specific “senior financial analyst” position advertised, the subtle change to “senior analyst” signals you’re open to other job possibilities. There are usually several types of analysts, accountants, managers and other professional titles within a large organization. Mention a job title that can apply to more than one position and that also sums up your broad area of expertise. If you feel that even a broad job description would shut down opportunities at a given organization, many people have success omitting the objective entirely.

That said, for most jobs the objective offers a worthwhile place to pitch yourself as the best candidate for a position. Hiring managers going through a stack of applications may not get through all the employer listings on a resume, but they read what’s at the top. Use it well.

For more than 25 years, Christopher Frederick has helped recruit the most promising talent for leading companies in the real estate industry. To learn more about how we can enhance your next executive search using our extensive digital network of professionals, contact Chris Hingle at chingle@chrisfred.com. Or visit our website at www.chrisfred.com.

Remember Me? Five ways to stand out as a job candidate

Posted on October 31, 2012July 12, 2017 by peter

A strategic approach to job hunting can help savvy applicants stand out from the crowd. Here’s how:

1. Make contact. As in any business transaction, it’s always better to approach a prospective employer through a referral or a personal contact – particularly in an era when many job applications are gathered online and sorted by machines. Hiring managers feel more comfortable and take on less risk when hiring someone they know or have met in person. For job seekers, it pays dividends to prioritize networking over searching through ads or sending unsolicited applications.

2. Be specific. There is no industry board or government agency that certifies people as “visionary leaders,” “team players,” “results-oriented” or any of the other vague superlatives people add to resumes. If it’s a description that anyone can self-apply, then most probably have. Instead, use language in application materials that is unique to you. What’s the largest number of people you’ve supervised? The biggest project budget? What specialized industry knowledge have you developed that is possessed by few others? What are concrete examples that show your leadership and smarts? Perhaps your sales team managed to grow revenues when your overall industry was in a downturn, or you created a process that made your business more efficient. No one remembers the self-anointed “visionary leader” in a stack of resumes. Executives remember the employee whose good idea saved the company 20 percent of a project’s cost.

3. The “Golden Rolodex” Even big business can become a small world over time. Your mentor from a college internship, your repeat client at a previous company, the talent you hired that has since moved on – all of these people are advancing in their careers just as you are in yours. Keeping in touch through a short email when the chance arises, crossing paths at a conference, or even sending a holiday card can lead to unexpected opportunities. Keeping an extensive database of contacts over the years, no matter how seemingly trivial, can serve you throughout your career.

4. Have something to say. Every professional develops a level of expertise at what he or she does, and engaging with like-minded professionals can grow your network and open doors. Keeping a blog that offers real insight into your industry, cultivating an interesting Twitter feed or updates to LinkedIn, Facebook and other social networks can generate an audience of potential employers. You may never get a chance to pitch the top executives of your dream company directly, but if one of them finds value in what you write, you’re doing something very similar.

5. Write a cover letter. A surprising number of people send a generic form letter to accompany their resume. This can indicate to a hiring manager that you’re applying to as many places as possible without consideration for the demands and benefits of the opening at hand. Cover letters are a single page that need not contain Pulitzer-worthy prose. But they can be a highly valuable chance to pitch why you’re interested in a company and why, beyond the impersonal qualifications on a resume, you’re the best person for the job.

For more than two decades, Christopher Frederick has been a trusted recruiting partner to the real estate industry. To learn more about how we can help your company benefit from our extensive network’s fast and affordable new search process, contact Chris Hingle at chingle@chrisfred.com. Or visit our website at www.chrisfred.com.