One of the signs that the economy is getting better, or at least a measurement of employee confidence is an increase in turnover rates. Even though the national unemployment rate has continued to hover around eight percent, turnover rates are beginning to inch up. The average total turnover rate reported for employers from 2011 was 15.2 percent, according to Compdata Surveys BenchmarkPro 2012 survey results. That's up about 5.5% from the rate reported a year ago, and voluntary turnover rates increased at close to 8% from 9.1% in 2010 to 9.8 percent in 2011.
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Job Seekers Help Yourself When Applying for Jobs
When you take a look at the jobs on our Job Board, be sure to be honest with yourself on which ones meet your qualifications. Not everyone has all the qualifications of any given job, but you need to make sure you have a clear majority of the ones mentioned and then some!
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Are you looking for a job?
There are easy to follow tips which WILL help you find a job sooner than you might expect!
Twenty five years of hiring property management professionals and running a staffing company have given me a little insight about resumes and what hiring managers are looking for when they read your resume. More important sometimes are the things they do not want to see on your resume, so here are a few do’s and don’ts for your resume.
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With a national average unemployment rate of 9.6 percent for 2010 and still hovering at 9% as of the end of February 2011, soon-to-be college graduates must be diligent in their job searches and interview preparation to get noticed. In such a compressed job market, it boils down to how good you are, not just in general, but compared to the numerous other people interviewing for the same role. Being prepared for the job search process and starting early allows you to exceed an employer’s expectations. This is the key to landing yourself the right job straight out of college.
- HOW LONG WAS THE PREVIOUS PERSON HERE? WHY DID THEY LEAVE? Usually the interviewer will answer the second part with the first, but if they don’t, make sure you ask why the last employee left. You are looking for signs their performance expectations are not unrealistic and beyond your control. If the apartment community or portfolio is in disarray, and the last two people were there for a short period of time, fired, or “voluntarily quit” in less than a year, you don't need to ask any more questions. Use the next pause in the interview to exit gracefully, and then don’t let the door hit you on the way out! My bet is you will be the next person terminated (or forced out) for not achieving whatever it is they want accomplished - regardless of whether or not the expectations are realistic given the time frame, support and/or budget. Don’t take a job that is set up for failure! The damage to your career could take years to overcome.
- WHAT PRIORITIES NEED TO BE ADDRESSED IMMEDIATELY IN THIS POSITION? The job description/title is not going to tell you much about the individual aspects of this position. You need to get a good grasp of the characteristics and skills required for this job in this company. Is this apartment community, portfolio, or company running smoothly? Are you going to be expected to come in and maintain the status quo? If there is a crisis requiring damage control and a quick fix, then what is the time line for the fix or repair? Is it an achievable goal considering your capabilities? Are the goals realistic regardless of who holds the position?
If you don't have any property, department or company information already, this will begin to clue you in about both the supervisor and the previous employee. If you have been provided with some detail already, then the answers should track with what you've already learned.
- WHAT TYPE OF PEOPLE TEND TO EXCEL HERE? Is everybody a workaholic? Do you need to be a self-starter and capable of managing your workday and projects independently? Do the best employees work well in teams or committees? Do the best employees keep their supervisor informed on a daily basis of "where they are with things"? Ask the supervisor to describe the ideal employee.
The answer to this question is going to tell you a lot about the pervasive culture in the company and the supervisor’s management style. In general, most supervisors tend to hire similar types of people whose values are in harmony with the existing team and company culture.
An entrepreneurial person will typically not function well in a committee/team decision making environment. While sales personalities can and do vary greatly, the top achievers place goal achievement high in their core values and they are usually highly motivated to influence other people. Some people need rules and regulations to define the boundaries in the workplace, and others think policies and procedures are suggestions, and they see no black and white in the work environment - everything is just a shade of grey. If you are going to be successful you need to understand the values of the supervisor, the co-workers and the company, then you can determine if your values are a match.
One last tip: I have learned to get my clients to agree on what success looks like before we start a project, that way we all know what it looks like when we achieve it. This axiom holds true in your job search. It is very important for you to define what your perfect job looks like, and sometimes it is just as important, to know what it doesn’t look like before you start looking for the next job.