Recruitment process consulting for Apartment Developers: hiring sales executives and site engineers who stay
Apartment developers hire in bursts before a launch, and often in a hurry. A short, repeatable hiring process stops the firm from filling a sales floor with people who leave before the first payout.
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Sales hiring is usually done through walk-ins, agency calls and referrals, in the two weeks before a launch. The profile is vague, the interview is a chat and the offer is made on the day. Several of the team may be gone within a few months, and the firm starts again.
A defined process is not slow. It starts with a clear profile for each role, a short set of questions, a role-play for sales roles and a reference call. For site engineers, it adds a check of project experience with someone who worked alongside them.
How to set it up
1. Write a profile for each role
For sales executive, site engineer, customer relations and coordinator, list what the person does daily, what they must know and what would make them unsuitable.
2. Plan hiring against the launch calendar
Work backwards from launch dates, so offers go out eight to ten weeks ahead and joining and product training are finished before the doors open.
3. Use a standard interview for each role
Same questions for each candidate, a note per answer and a score. For sales, add a short role-play with a buyer who has doubts.
4. Check project history for site roles
Speak to someone who worked with the engineer on a previous project and ask about scope handled, not just titles.
5. Fix the offer and joining steps
One offer format with grade, fixed pay, incentive plan and joining date, shared the same day. The onboarding process takes over on day one.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Count how many sales hires in the last year left within six months.
- Read the last five offers and see if the incentive plan was attached.
- Ask the sales head what the profile for a good executive is and see whether he can write it in five lines.
- Check how many site hires had a project reference spoken to.
GullyHR can do this with you. Read how we approach recruitment process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
Start eight to ten weeks before so training and product knowledge are finished before the first visitor arrives. Last-week hiring leads to short tenures.
It can be, if the same short process applies. Without a standard set of questions, walk-ins become impressions rather than evidence.
Use scenarios in the interview, such as a buyer asking about a delivery date, and listen to the answer. Follow up with a reference conversation.