Word of mouth? Job sites? Career fairs? What are some of the best ways to market open positions in the commercial real estate industry to make sure you attract the most qualified people? This month, the CPE Executive Council shares some of their most effective practices.
Getting Out There
We post job openings internally and on LinkedIn, and we encourage our employees to share the post. To meet leading property managers in the 26 locations outside of our suburban Chicago headquarters, our teams get involved in local industry organizations such as NAIOP Indiana in Indianapolis and BOMA Oklahoma City. Brand recognition helps with recruiting as well. In Texas, Hiffman National won a local CRE award and appeared on a local podcast that was shared in Houston. We also post employee video testimonials to attract talent. —Carrie Szarzynski, Senior Managing Director, Hiffman National
People Pleasers
At JLAM, we believe investing in the right people is just as important as investing in the right properties. Our hiring strategy fosters a high-performing, collaborative culture that attracts top talent and drives exceptional results. We leverage deep industry relationships, engage with students through mentorship and internships, and partner with specialized search firms to connect with professionals who meet our high standards. Additionally, we showcase our team culture and leadership opportunities through LinkedIn, industry panels and thought leadership content. By taking a long-term approach to talent acquisition, we ensure that JLAM remains a place where the best in the business come to grow, thrive, and make a lasting impact. —Doug Motley, Managing Principal, JLAM
Niche Referral
I lean heavily on referrals from clients, and I post openings on LinkedIn. Finding commercial underwriters for title insurance is challenging, as the skill set is niche. These hires are usually attorneys with decades of experience who can analyze complex commercial real estate transactions that could involve a variety of financing, large easements or leasehold policies. We recently closed a portfolio sale of 60 buildings across multiple states that required the underwriter to complete 90 title searches and coordinate with title agencies across the country, as regulations vary in each state. —Kim O’Donnell, Executive Vice President of Business Development, Proper Title
Eyes on the Industry
At Northmarq, I’ve been grateful to have a highly capable in-house recruiting team. This team excels at connecting with top talent across industries, markets and roles, ensuring we consistently identify the best candidates for each position. Their expertise allows us to maintain a competitive edge in attracting the right fit for any role, no matter how niche or specialized.
Additionally, I personally utilize my network on social media forums and professional groups to find exceptional talent. These channels enable me to seek recommendations, tap into trusted connections, and discover high-potential candidates who might otherwise fly under the radar.
Another key part of my strategy has involved keeping a close eye on layoff announcements and organizational restructures. Often, these events impact incredibly talented individuals through no fault of their own, especially in areas like marketing and research. Over the years, I’ve had the privilege of welcoming some of these individuals into various organizations I’ve worked for. Their unique skills and perspectives, sometimes refined in entirely different industries, have proven to be invaluable assets. Recognizing the transferable nature of their talents not only benefits my team but also provides an outstanding opportunity for individuals ready to apply their experience in new and exciting ways. —Lanie Beck, Senior Director, Content & Marketing Research, Northmarq
Interested in joining the CPE Executive Council and being featured in future articles? Email Jessica Fiur.
