Hire Smarter

It’s challenging to determine if a job applicant is the right fit for your management company. Websites like glassdoor.com allow candidates to anticipate interview questions and prepare responses in advance. Consequently, standard questions about strengths, weaknesses or future plans may not effectively reveal the best candidate for your company or its culture.

Applicants’ past performance and achievements may not be relevant to current times or the future.  Instead of focusing on historical achievements, consider asking about real-time problem-solving. For instance, if hiring a property manager, ask how they would market a property that is 80% occupied. Problem-solving ability is a key indicator of job performance; ask candidates to describe a current challenge at their property or company and how they would address it. 

If you are looking for a forward-thinking employee, ask candidates to describe their actions for the first three to six months if hired. 

Avoid asking about educational background or experience if this information is already included in the resume, unless there is a discrepancy or a concern that needs clarification. 

Remember, an interview is a two-way process. As much as you evaluate the candidate, they are assessing your company. Ensure you allocate time to convince the candidate why your company is the ideal place for them.