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Deadline Looms for Property Management Licences
With the September due date fast approaching for residential and commercial property managers to attain their property management registration in South Australia, many are rushing to finish their training in time. We’re receiving a range of requests from employers, with some asking that any property management candidates we put forward for roles have their full licence, whilst others are happy to see candidates that are unlicensed and working towards achieving their registration. There is no fixed trend currently, and it seems to vary from business to business.
What EMPLOYERS can expect
The addition of property management registration in South Australia is ultimately a positive change for the property industry, however, in the short term it has caused a candidate shortage of property managers available in the employment market.
Many property managers whose property management training costs are being paid for by their employer are being asked to sign 12-month (stay put) agreements. This is to provide some security to employers, ensuring their newly registered property managers don’t resign shortly after gaining their licence and to stop those training dollars from being lost to other businesses. With the full cost of the property management training (if not applying for any Recognition of Prior Learning (RPL)) being approximately $1500, this seems like a reasonable agreement to ask for.
Whilst this is causing some stagnation of property managers available in the employment market, there are still property managers available. The 12-month agreement is not a 100% assurance that employers will stay put, as property managers wishing to break their agreement and change jobs can simply reimburse their employer for training costs incurred, should they wish to leave.
What If Property Management Staff Haven’t Started Their Training Yet?
It’s not too late to make the deadline for those property managers that haven’t started their training or applied for RPL yet. Training in the full course of 9 subjects takes approximately 8 days full time, with some providers offering part-time and after-hours options to study. Once the training has been completed, students will then need to apply to CBS (Consumer and Business Services) to become registered. To ensure the application will be processed in time to meet the deadline, CBS has recommended that people apply for their registration no later than 30 August 2019.
From a recruitment perspective, those property management candidates that have their licence will have an advantage over candidates yet to finish their studies. Property managers who are job hunting this year can expect to be asked to provide proof of their property management licence, or if they are still studying, how many training modules have been completed. Employers are (of course) expecting assurance from any potential employees that their registration will be achieved by the due date.
The feedback we have received from employers about property management registration is generally positive, with most saying it’s good for the industry in the long term, even though it’s causing some disruption and headaches in the short term.
Our Ultimate Second Interview Prep Guide
So you've made it through the recruitment process to a second interview. This is a very promising sign for any candidate looking for new role, but now comes the hard part – outperforming the other candidates.
If you've received an invitation for a second interview, it means your first interview went well and the client would like to investigate further before making their decision. Second interviews can be requested for a variety of reasons but most commonly it is to further explore the cultural and personality fit of the candidate. Usually a candidate is a bit more relaxed at a second meeting and their personality can shine through.
In our experience, here's what to expect at a second interview.
The client may want to drill down and confirm their candidate has the specific skills needed for that role to be executed well. They may also wish to check the candidate has a good understand of the job and demonstrate how they would see themselves performing in the role.
- Delve deeper
Candidates should be prepared to talk further about themselves such as their personal interests, friends and family etc. The employer wants to get to know the candidate and understand what makes them "tick".
- Less formality
A second meeting may be less formal, so be prepared that the meeting might be over coffee.
- Meet the family
Sometimes a second interview is requested to meet team members or managers and possibly to get the final approval from another person in the organisation before moving forward.
- It goes both ways
If the employer is really keen on the candidate, but the candidate isn't 100% sure, a second interview can be a good way to "sell" the role to the applicant to get them on board. This is also the candidate’s opportunity to ask any questions to help them decide.
Here are our DO's and DONT'S for a second interview.
- DONT assume that you are the only candidate offered a second meeting – it’s more likely that you are one of 2-4 candidates remaining.
- DO draw some parallels between your skills and the requirements of the role – this is a good chance to cement these. Project forward about 6-12 months and discuss how you can see yourself performing.
- DONT show up unprepared. Now is the time to demonstrate any additional research that you have done into the company or the role.
- DO bring up any areas of concern, but remember to balance out any negatives with positives. For example, if you are a property manager you might enquire how much admin time you would get in the office each week. To balance out this concern, you could also highlight your awareness that the role is predominantly on the road and indicate that you are experienced at managing your own diary to be efficient with appointments.
- DONT sound overconfident. It can come across as arrogance, which is usually a turn off for employers.
- DO bring up the topic of salary if the interviewer has not discussed this yet. A second interview is an appropriate time to discuss this.
There's a lot of information out there about how to prepare for a first job interview, but not a lot on how to prepare for a second meeting. We hope this article serves as a useful reference point for any second interviews coming your way in 2019.
3 In Demand Jobs In Property Right Now
With client demand outweighing candidate supply, quality candidates will be in the power seat in 2019 when it comes to comes to job hunting in these three areas of the property industry. We explore the key reasons for the trend and suggest how job seekers can take advantage.
Jane Carey, CEO at Edge Recruitment says ‘Job seekers with key skills and experience in any of the roles mentioned below are going to be in demand! Exploit the opportunity by ensuring that your resume highlights the key skills that are hard to source and make sure you include the achievements related to your past roles including demonstrated practical examples to back this up.’
Lease administrators who can manage the administrative process of putting together commercial and retail leases are hard to find in the Adelaide market. A major contributor to this low supply is the lack of companies who have property departments in Adelaide, as most commonly they are based in the eastern states.
For example, a large retailer such as Hudson Coffee may have multiple sites in SA, but the property management and lease administration are run from Sydney or Melbourne. In Adelaide, lease administration is most likely to be handled by commercial or retail property managers and often they will be aided by administrator staff or a property assistant.
We are more likely to be able to recruit commercial property management assistants with some leasing experience in their skill set. These factors make pure lease administrators hard to find locally and in turn causes people with these skills to be in high demand.
Residential Property Manager
The residential real estate industry has experienced a consistent shortage of quality, experienced property managers in the last few years leaving many agency owners struggling to maintain and grow their rent rolls.
Until recently, property managers salaries have been relatively low comparative to roles with similar levels of responsibility in other industries. The door on this disparity has mostly corrected now, however the perception that property managers may receive lower pay is taking some time to dissipate and is one of the reasons for a shortage of quality applicants in this area.
Smaller agencies often lack the time and resources needed to train up inexperienced staff, meaning they need to hire experienced people who are ready to hit the ground running. This creates a plug early in the career pipeline for property managers, making it hard for inexperienced people to progress and is another contributing factor to the high demand/low supply issue.
With registration coming on line in September, this is likely to exacerbate the problem and make entry to the industry harder, for a short time. Having said this, we believe that introducing licensing is a good move to continue to raise the level of professionalism in this sector. Those who are licenced will also be hot property to employers in 2019.
Whether you’re in the residential, commercial or building and construction sectors, contract administrators need specialised skills, such as a thorough knowledge of contractual obligations required of project contractors. Local experience is also very highly regarded, making it more difficult for overseas candidates with transferrable skills to break in to the market.
Candidates with more than 5 years’ experience as a contract administrator or with experience in the commercial sector are doubly hard to find. With a lack of candidates in this area, if you’re a quality contract administrator with local experience, you’re in an excellent position to win a great role this year.
These are the hardest-to-fill roles in the property industry currently and we expect this trend to continue throughout the year. If you’re a job seeker with skills in any of these areas, you’ll be well placed in 2019 to find a fantastic job that suits you.
Clothing Drive for Dress for Success
Make a difference in the lives of disadvantaged women!
This week we launch a clothing drive in aid of Dress for Success. Until the end of October, you can donate clothing and accessories that will help disadvantaged women gain employment.
The mission of Dress for Success is to empower women to achieve economic independence by providing a network of support, professional attire and development tools to help women thrive in work and in life.
Dress for Success Adelaide are looking for donations of work appropriate, gently used or new:
- Hosiery and new makeup
If you would loan it to your best girlfriend for a job interview, then it's a suitable donation, says Joan Knezevic, Business Manager for Dress for Success.
Any donations may be dropped off at Edge Recruitment during business hours at Level 2/238 Angas Street, Adelaide until October 31st. If you have any queries, please call us on 8232 2220.
Property Management Assistant's a Dying Breed?
With all the focus in real estate on the sales agents and property managers (PM’s), it’s easy to forget about essential back end staff such as the property management assistant.
In the past year or so, we’ve observed an emerging trend, showing a decrease in property management assistants (PMAs) in the mix of a typical residential agency. Our specialist real estate recruitment consultant Mary-Jane Massicci says the number of PMA’s being recruited has dropped dramatically over the past 18-24 months.
In the past, we’ve observed residential rental portfolio’s of 150-200 properties typically being managed by a single property manager with the help of a PMA. However, we’re now seeing more real estate agencies put on two property managers, one senior and one junior, to manage a portfolio of the same size, without the help of a PMA. In a sense the role of the PMA is sometimes replaced by a junior property manager.
We spoke with Deanne Goodwin, Department Manager of Property Management at Gary J Smith Real Estate, for her thoughts on the topic. She offered a number of reasons that could possibly be contributing to the trend.
Deanne agreed that this ‘restructure’ of the typical residential property management department is indicative of agency business owners wanting to promote junior staff up the ranks, provide career development opportunities, reduce their overheads and also deliver better customer service for their clients. ‘Clients prefer to speak directly with their property managers, rather than an assistant’ says Deanne.
Deanne suggested another contributing factor could be the rise of virtual assistant’s in the real estate industry, providing an alternative to in-house administrative staff. Whilst they don’t often deal directly with clients, they can provide administrative services in the background, offering convenience and reduced costs to agency owners.
So it’s clear the role of the residential PMA is changing in line with industry trends. Whilst many property management departments still use PMA’s in their businesses, it’s clear they are embracing new technologies and moving with the times.