With co-hosts NAA, we hosted a fantastic webinar called "Hire Smart: Why Your Recruiting Process Can Make or Break Your Business," with presenter Bill Nye, Senior Vice President - Marketing for RLL. He covered best practices for property managers to modernize their recruiting process and attract desirable candidates - flip through the slides to learn even more.

1. Hire Smart: Why Your Recruiting
Process Can Make or Break
Your Business

2. AppFolio
Web-Based Property Management Software
Complete Solution Includes:
• Property management and accounting
• Online rent collection (free)
• Prospect / guest card tracking
• Marketing
• Website
• Payment processing
• Online applications
• Resident Screening
So You Run A More Successful Business
#AppFolioChat | @AppFolio |@NAAhq

3. NAA
www.naahq.org
The National Apartment Association (NAA) is a federation of 170
state and local affiliates, comprised of nearly 64,000 members,
representing more than 7.3 million apartment homes in the
United States and Canada.
Other important things to note:
• Units Magazine is the most-read magazine in the apartment
industry
• The NAA Education Conference & Exposition is the biggest
multifamily event in the industry
• Our official tagline: America’s leading advocate for quality rental
housing
• NAA is celebrating 75 years this year
#AppFolioChat | @AppFolio |@NAAhq

4. Azuma
www.azuma.com
AZUMA Leasing rents major brand washers, dryers, and refrigerators to
customers throughout the US. With AZUMA’s low rates, free
maintenance, and free delivery, renting appliances is a great option. For
the very best in customer service, count on AZUMA Leasing.
#AppFolioChat | @AppFolio |@NAAhq

5. Rentometer
www.rentometer.com
Rent comparisons that are simple, easy and free.
#AppFolioChat | @AppFolio |@NAAhq

6. Presented by:
Bill Nye
Senior Vice President – Marketing for RLL

7. Understand your Culture
• Before you begin you need
understand your corporate
culture and what kind of people
will thrive in that culture.
• “we believe in simplicity and
innovation.”
• You have to recruit people that believe what you believe.
• In order to do this you MUST fully understand what you believe and
how to articulate that point.
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8. The Recruitment Ad
Standard AD:
“Apartment community is seeking HVAC certified maintenance
technician with a minimum of 3 years experience. Qualified
candidate must pass a background check and have reliable
transportation. Company offers competitive pay, benefits and
retirement plan. Please submit your resume to………”

9. Polling Question:
How often do you see an ad that resembles the one I just
shared?
• Often
• Occasionally
• Rarely
• Never
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10. Culture and Your Recruitment Ad
Modified Ad:
“Apartment Community with a successful track record in resident
satisfaction is ready to add another hard working, dedicated,
problem solver to our service team. We are seeking people that
love to integrate change and technology into the process and
enjoys the satisfaction that comes with improving the lives of
others. If this sounds like you then we really want to meet you.
Send your resume to……..”

11. How to Market who you really are
• What awards have your people won?
• Start by highlighting their
accomplishments.
• Sample: Apt. Assn. Manager-of-the Year
• What awards have your communities
won?
• Sample: Apt. Assn. Community-of-the-
Year.
• What recognition has your company
received?
• Sample: Survey ratings that exceed the
industry standards.

12. Start the Interview process with the “Truth Policy”
“This is a very important decision for both
of us and the only way we can both make
the right decision is if we both have the
truth. I promise that no matter what you
ask me I will tell you the truth. Will you
make me the same promise? Will you
promise that no matter what I ask you
today you will tell me the truth?

13. Dump these interview questions
1. Tell me about yourself.
2. Where do you see yourself in 5 years?
3. What are your short and long term goals?
4. Sell me this pen.

14. Polling Question
Have you ever been asked any of those questions?
• Yes
• No

15. High Impact Interview Questions
1. Why are you looking for a new job?
2. What prompted you to respond to our ad?
3. What do you like most about your current
supervisor?
4. What do you dislike most about your current
supervisor?
5. What do you like most about your job?
6. What do you dislike most about your job?
7. What do you like most about your coworkers?
8. What do you dislike most about your coworkers?
9. Why?
10. What do you do for fun?
11. What makes you angry?
12. Tell me about a time when…..
13. What’s the most trouble you have ever faced?

16. Conducting Reference Verifications
• The key is to ask the candidate what you plan on asking the
reference and simply ask the one giving the reference to
agree or disagree with what the candidate told you.
• In the example on the next slide Jim is the candidate and
Laura is the former supervisor.
• You simply ask Jim how he thinks Laura will respond to the
following questions.
• All questions are answered: Below average, average, above
average or outstanding.

17. Reference Verification Questions
1. How would Laura rate your dependability?
• Why?
2. How would Laura rate your technical skills?
• Why?
3. How would Laura rate your initiative?
• Why?
4. How would Laura rate your ability to work with others?
• Why?
5. How would Laura rate your customer service skills?
• Why?
6. How would Laura rate your overall performance?
• Why?

18. Rules for Attracting the Top Talent
1. Be prepared and professional.
2. Do what you say you are going to do.
3. Be completely transparent.
4. Follow your states employment laws
to the letter of the law.

19. Any Questions?
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