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  • Head of Marketing & PR for Luxury Estates Company
    We are looking for a driven head of marketing and PR to join us at our London headquarters. As a strong brand marketer and PR communicator, they will be responsible for building and executing a strategic marketing and PR objective globally for all offices in USA, Europe, APAC and UK ensuring strength of execution to
  • Recruitment Officer
    Chestertons is looking for a Recruitment Officer. Full details and how to apply here
  • Heritage Consultant
    Savills is recruiting for a Heritage Consultant. Full details and how to apply here
  • Lettings Director
    £40k to £80k Inc Benefits OTE We have been exclusively instructed by one of our clients to recruit a Lettings Director to run their successful lettings division. This is an exciting career opportunity with a very well established independent London estate agency that has a small but successful network of offices in West London. Full details and how to
  • New Homes Sales Consultant
    £30k Basic Salary Dove & Hawk have recently been instructed by one of the World’s most luxurious property brands. Our client is seeking an experienced Sales Consultant to sell luxurious new homes across schemes in Central London and the Riverside. The role will involve greeting clients at the marketing suite and selling across a number
  • Senior Sales Negotiator/Sales Manager
    This independent, upmarket estate agency specialises in lettings, sales and property management and is located in the heart of South Kensington, close to Chelsea and Knightsbridge. Full details and how to apply here
  • Lettings Negotiator
    £45k OTE Dove & Hawk have been instructed to recruit on behalf of a multi-branch independent estate agency in Central London. We are looking for an experienced Lettings Negotiator who can act as the right-hand man/woman to the Lettings Manager in the high-end area of Marylebone. We are looking for someone who understands the full
  • Tenancy Manager/Lettings Consultant
    £40k OTE Dove & Hawk are currently assisting one of our most prestigious clients with a 12-month contract role, aimed at those looking to move from Tenancy Management into a Lettings Negotiator role. Initially starting as a Tenancy Manager, you will be assisting with the busy Summer period before gradually stepping across into a Lettings
  • Lettings Co-ordinator
    £25-26k Basic Salary Multi-branch upper end independent is looking for a Lettings Co-ordinator with a minimum of a years’ experience to join the team based in Marylebone in order to assist with the administrative support for the Lettings department. They are looking for a pro-active and personable individual to carry out the following duties in
  • Lettings Negotiator
    £45-50k OTE Dove & Hawk have recently been instructed by our client on a Lettings Negotiator position available in the West Hampstead area. Our client is a successful independent with a huge amount of stock available to be worked on. To be suitable for this position you will need to have at least two years’

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The Recruit of Happiness: Why real estate employers need to sell themselves

The best candidates are vetting employers as much as being vetted by them

Recruiters need to work hard to attract the best talent, says CPR’s Virginia Deyong. And that means showing some personality and pitching a good game…

The best candidates are vetting employers as much as being vetted by them. Selling the role, the company, the culture, and your USPs against what the competition is offering is crucial.

After all, attracting what we call the “job drifters” or even worse “the mediocre” rather than the best talent, who feel passionate about contributing to the growth and efficiency of an organisation, can turn out to be a huge cost and a waste of time.

What you need to know and be clear on before you start the search:

  • Be clear about what you believe are the best things about working for the Company. If you can’t think of any good reasons, why should they want to work there?  Are you all passionate about your work? Do you celebrate success? Do your employees feel valued and noticed? Is what you sell something special?
  • Understand your product, your brand and its strengths in the marketplace. Top candidates are attracted to “Brand Reputation”. The company with a great brand will make them proud to work there, attract more talent, and look great on their CV. If your brand identity falls behind the competition, you’ll need to be imaginative in the way you sell the company and the opportunity.
  • What makes you a great boss? Are you happy to answer people’s questions? Interested in their careers? Friendly and supportive? Are you passionate about your own work? Are you clear about setting expectations and objectives? Do you recognise people’s achievements?
  • What’s the team like? Will they welcome the new arrival (why do leaving drinks and not do joining drinks)? Who does what? How do they help one another succeed?
  • The job description. Many job descriptions sound more like a death sentence. Just a line or two about the company culture, office environment or potential growth prospects can make the world of difference to attracting the best candidates. It can tip the balance hugely in your favour.
  • Is there room for growth? Many candidates are passionate about the possibility of growth, but often, individuals are just looking for a company they look forward to coming into each day, where they work hard, and at the end of the day, go home to live their own lives.  Be clear about what sort of candidate this role needs.
  • The package. What’s the salary on offer? How’s it made up i.e. basic, commission and/or bonus? Car or allowance and parking? Holiday allowance and working hours? Pension, Private Health and/or Cycle to Work schemes? Non-monetary incentives i.e. trips abroad, extra days off, summer Fridays and breakfast club! Be prepared to give more holidays, flexible hours and better incentives if you can’t afford to pay what your competition is paying.

Finally…

  • Working with a recruitment consultant.  Clear lines of communication are vital. This is a two-way process. The consultant has to sell your job to the best candidates.  A visit to your place of work from the consultant is also essential. Great recruiters know it’s not just about finding someone with the right skills, it’s about finding someone you can bear to sit with all day, who fits in right away, and starts contributing from the off. Transferable skills, charisma and desire are invariably as important as industry knowledge!

Virginia Deyong is a recruiter at Collins Property Recruitment

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