NAAEI Apartment Jobs Snapshot October 2020

November 18, 2020

NAAEI Apartment Jobs Snapshot October 2020

In this edition of NAAEI’s Apartment Jobs Snapshot, job openings in the multifamily sector comprise nearly 44 percent of positions available in the real estate industry.

In October’s edition of NAAEI’s Apartment Jobs Snapshot, over 13,300 apartment jobs were available, accounting for 40.4 percent of the broader real estate sector. Dallas, San Antonio, Kansas City, Portland, OR and Seattle had the highest share of apartment job openings. This month’s edition highlights property managers/community managers, with median market salaries reaching $38,529. The demand for experienced property managers was highest in Durham, Austin, Charlotte, Raleigh and Seattle. In addition to requiring typical property management skills, employers are seeking talent with budgeting, Yardi Software, communication, Microsoft Office, and organizational skills.



5 things you should always negotiate in a job offer

November 18, 2020

  When you think of negotiating a job offer, most people immediately think of salary and getting the most money. Unfortunately, money only goes so far, and corporations are limited by the amount they can pay you.
Because of this, understanding some of the less asked for but extremely valuable benefits that can be included in a job offer is essential to getting the most out of your next contract.

The importance of negotiating a job offer

Unfortunately, the majority of people accept a job without any attempt to negotiate a better job offer. According to this article by The Washington Post, only 38 percent of millennials negotiated their first job offers, 48 percent of Baby Boomers negotiated their job offers, and 46 percent of Gen Xers negotiated their current job offers. However, the vast majority of employers expect potential employees to at least attempt to negotiate a better job offer. With so few being willing to negotiate, NPR estimates that failing to deal can cost you between 1 million and 1.5 million dollars over your lifetime!

5 things you should always negotiate in a job offer

Now that you see how much money and benefits you may have been leaving on the table, it’s important to look at negotiating some of these essential items in your next contract.  

1. Higher salary

  It obviously needs to be listed but should not be your only focus. When negotiating a salary, always aim for more than you feel you’re entitled, and be ready to support your request with supporting information. Information presented should include industry norms as well as your experience and the value you will bring to the company.  

2. Sign on bonus

  Because salaries are commonly tied to a company’s pay structure, hiring managers often have more flexibility in the form of a sign-on bonus rather than permanent salary increases. Because other people within the company can be negatively affected by you having a higher starting salary, hiring managers are more willing to offer you a lump sum sign-on bonus to sweeten the job offer.  

3. Education reimbursement

  With the increasingly high cost of post-secondary education, many employers offer job offers focused on reimbursing employee education expenses. Some employers may offer to help pay off your student loans, while others will agree to pay for additional education and certifications. Don’t dismiss the benefits of educational reimbursements because the most significant investment you can make is in yourself. If your employer is willing to subsidize or pay for your education, that’s a win-win for everyone!  

4. Additional vacation time

  Even though most Americans are reluctant to take vacation time, some of the most well adjusted and successful employees have an outstanding work-life balance. It’s essential to make time for yourself outside of work to regroup and relax so you can come back to your employer refreshed and energized. Because attaining additional vacation time is often easier than additional salary, asking for a week or two is certainly something you may be successful in receiving.  

5. Vehicle allowance or a flexible schedule

  Depending on how far away you live, your employer may be willing to subsidize you with a vehicle allowance or a company car. With the increase in telecommuting options, a flexible schedule may be a more viable option for your situation. Rather than coming into the office five days a week, you may be able to negotiate to work from home three of your five days, which can save you significant commuting costs.  

Don’t sell yourself short

  Most of us don’t realize the amount of value and benefit we can bring to a company. During a negotiation, the employer is trying to entice you to work for them while offering you the minimum. Don’t be afraid to show your worth to the company and back it up with statistics and your experience to get the best job offer you deserve.

Apartment Jobs Snapshot for Q3 2020

November 4, 2020

In this edition of NAAEI’s Apartment Jobs Snapshot, job openings in the multifamily sector comprise nearly 44 percent of positions available in the real estate industry.

A resurgence of apartment leasing activity during Q3 2020 yielded strong demand for skilled professionals. In this edition of NAAEI’s Apartment Jobs Snapshot, job openings in the multifamily sector comprised nearly 44 percent of positions available in the real estate sector, surpassing the five-year average of 30.9 percent.

Maintenance talent was the most sought after, as residents are spending more time at home, the need for repairs and maintenance has increased significantly. Dallas, Los Angeles, Washington, D.C., Atlanta and Houston lead the U.S. for apartment job demand. Leasing activity was also resilient for student housing sector, as students are in search of housing nearby their campus.



How to Resign from Your Job and Leave on Good Terms. Hello New Opportunities!

October 5, 2020


So you’ve decided to call it quits and look for greener pastures. 

In fact, you’re contemplating the idea of coming into the office with a resignation cake and putting it on your boss’ desk.

Peace out!

But—you’ve got to be careful. If you fail to quit your job gracefully, it might ruffle some feathers and prevent you from securing a glowing reference letter.

Take heart.

You’re a quick scroll-down away from learning how to say sayonara in class and enjoy the smoothest future you can have.

Look before you leap

Picture this:
You hand in your notice before you find a new job. Three months later, you keep spiraling downward into a jobless vortex and exhaust your lifetime savings.
Do you catch my drift?
The point is, always quit your job only after you have another offer in hand.
Below are three quick and dirty tips to help improve your hirability chances and prep for the leap.

  • Update your LinkedIn profile. Most recruiters look up prospective hires on LinkedIn before scheduling an interview. So, make sure your online presence is spotless. 
  • Brush up your resume. Learn how to write a robust resume and read about small things like how to email a resume or how to format your resume for maximum impact.
  • Always provide a cover letter. Despite the talk in the industry that cover letters are dead in 2020, they aren’t. So always submit a cover letter along with your resume.

Do the three, and you’ll land a new job in a heartbeat.

Have the talk with your boss

I wouldn’t hire him again.
That’s the last thing you want your ex-boss to say to your prospective employer.
So—
Before you break the news to your manager, make sure you don’t goof and tell your peers you’ve decided to jump ship.
Why?
If your boss finds out about your plans through the grapevine, it’ll make you look bad. 
So—mum’s the word and wait until after you’ve had the talk. 
Below are a few rules for it:
First, don’t quit your job over email or Zoom unless your company is still working in a remote capacity. If you quit in person, you’ll probably enjoy the sweaty palms time, but it’s the only way to do it right.
When you do tell your boss you’re leaving, make sure to be polite and don’t vent about the job (remember, you need a solid reference letter.) 
Lastly, focus on the positive aspects of your soon-past job and pick a few things to thank your boss for.
But—
What if they make a counteroffer or beg you to stay?
If more money can fix the problem, consider asking for a raise first, and see if your employer can match or exceed the offer.
If you’re quitting your boss and not your job, say you’ve already accepted the offer.
Pro tip: Give at least two weeks’ notice. Your boss will be grateful, as they’ll have enough time to prep the transition.

Pen a letter of resignation

Did you really need to write a letter of resignation if you just had the talk with your boss?
Well—
If you want them to remember you fondly or you ever need the job back, do it. Plus, it’s fairly easy to pen it.
Below are some rules for writing a resignation letter:

  • Explain why you decided to resign.
  • Give your exit date.
  • Show gratitude and say something good about the company or job.
  • Offer help with the transition.

Need a real-life example of a resignation letter? Check out this Hubspot guide.

Clear out formalities

You have got a brand-new professional life ahead of you.
But—
If you fail to sort out formalities with your current job, you’ll shoot yourself in the foot. 
So—before you leave, there are a couple of things you need to do.
First, ask the HR team when you can pick up your last check and if there will be another one coming.
Next, check your company policy to settle matters with your vacation days. Do they vanish, or do you have to use them up before you can quit? Figure this out.
Lastly, make sure to return the company property (e.g., laptop, mouse, monitor, phone.) You wouldn’t want to come off as dishonest.
Do these things, and spare yourself the hassle later.

Bid adieu to peers

I need to warn you about him.
Sounds like a nightmare, right?
That’s what your peers might say when the new employer calls up your references. 
So—
To avoid it, write a solid goodbye email to coworkers. Not only will they have a better memory of you if you do, but it’s also great networking. 
Who knows, maybe one of them is holding a ticket to your future dream job.
Below are six tips to write a solid farewell letter to coworkers.

  • Keep things nice and short.
  • Always send personal emails.
  • Say something positive. 
  • Don’t talk about your plans or brag about the new job.
  • Mention you want to stay in touch.
  • List your contact info.

Need a sample goodbye email to coworkers? Check out this Indeed guide.

So—what do you think?

There you have it.
A whopping five tips on how to quit your job on good terms.


Max Woolf is a writer at ResumeLab. He’s passionate about helping people land their dream jobs through the expert career industry coverage. In his spare time, Max enjoys biking and traveling to European countries. You can hit him up on LinkedIn.

Why Work With Us? Hot Tips to Enhance Recruitment On ApartmentCareers.

Your Why Work With Us section on Apartment Careers is a dynamic tool exclusive to employers with an Enhanced Profile. This blank slate is your opportunity to show job seekers, investors and competitors what your company is all about. Here’s what you need to know about your Why Work With Us section and how to use it to your advantage.

Where Is the Why Work With Us Section in the Employer Center?

Once in the Employer Center, click the “Employer Profile” card > “Company Story” > “Details” on the top navigation.

Create Custom Sections to Showcase Your Company’s Unique Employer Brand

How to rename your tabs:

Add up to five tabs for your audience to explore. Select the tab you want to name and enter a name in the “Section Title” box.

What to name your tabs:

These tabs should represent your employer branding initiatives as well as highlight your company culture. We recommend tabs like “About Us,” “Culture & Values,” “Testimonials,” “Community Involvement” or tabs dedicated to a department you’re hiring for, e.g., Engineering or Sales.

What to Say in Your Why Work With Us Section

It’s tempting to simply copy and paste content straight from your company website or Facebook page into your Why Work With Us section, but it’s important to write for your target audience on Apartment Careers: potential employees. Tell them what your company is all about and what makes it different. Use “you” statements. Job seekers want to know how they’ll fit in and grow with your company.

Other ideas of what to include in your Why Work With Us section:

  • Diversity & Inclusion: Show candidates your initiatives and goals that advocate for a diverse, equitable and inclusive workplace with a new section on your profile dedicated to D&I. Update your D&I tab now.
  • Hard-to-fill roles: Build out a whole tab dedicated to engineering, or sales, to influence these candidates.
  • Office location: If you’re doing a hiring push in one location or just opened a new office, it may be worth building a new tab.
  • Grad and Intern Opportunities: If you have a grad or intern program, tell your candidates about it!

A few other ideas include – an open letter from the CEO, upcoming events or employee testimonials!

Adding Photos to Your Why Work With Us Section

Don’t tell your audience why you’re a great place to work, show them! Use one of our optimized templates or create your own custom template.

How to add photos:

  1. Select image as your media type
  2. Drag and drop your image or upload. You can use PNG, JPEG or GIF Files. Be sure to resize the photos so they are under 5MB and under 600px in width.

Which photos to use:

The best photos spotlight your employees, show off your office space and showcase day-to-day activities as well as special occasions like offsites or in-office celebrations. Photos are a great way to give your audience a glimpse into your company. We recommend adding one to three photos per tab.

Here are a few examples of great photos in Why Work With Us sections:

Adding Videos to Your Why Work With Us Section

Engage your audience by adding video to your Why Work With Us section.

How to add videos:

  1. Select video as your media type.
  2. Upload your video to YouTube or Vimeo.
  3. Copy the embed link from Youtube or Vimeo, it can be found under the share button on YouTube or Vimeo.
  4. Paste the embed code into the “Video Embed Code” box

Which videos to add:

Any video that speaks to job seekers and focuses on culture, values, day-to-day activities or benefits at your company is appropriate. Be sure the video you add fits with the theme of the tab it lives under. For example, you wouldn’t put an engineering-focused video on your “About Us” tab. Product videos or commercials aren’t appropriate for your Why Work With Us. For best results, keep your messaging targeted to a job seeker mindset. We recommend no more than one video per tab.

Managing the entirety of the employee lifecycle should include protocols for the offboarding process.

By Stephanie Anderson


Terms like “onboarding” and even “pre-boarding” have made their way to the forefront of focus for many businesses as the war for top talent continues for many organizations. But one topic heard about less often is that of offboarding.

The idea of a business making a great first impression, setting the stage for the entirety of a prospective employee’s tenure, is critically important. But what if the impact an organization makes when an employee departs was just as powerful?

Offboarding is the last opportunity your organization has to show employees value. Former employees are destined to be a part of your organization’s word-of-mouth marketing. How they perceive your company, especially in their final days, will be shared with their friends, family and even strangers on the internet. Following is guidance on how to make a significant impact during a staff member’s final days of employment.

Communicate the Change. Employees want to feel valued; preparing to leave a company is no different. It is important for the company to announce when an employee has given notice and thank the exiting employee for contributions made during their tenure.

Create a Checklist. It is critical to ensure that the exiting employee receives clear instruction concerning expectations prior to departure. A checklist of expectations should cover standard items like return of keys, transition of job duties and removing access to company systems. Other items such as the cessation of benefits ending and receipt of last paycheck also should be addressed.

Celebrate the Employee. When a departing employee gives notice, there will be emotions that, left unchecked or unacknowledged, will dampen the overall employee experience. While not convenient for all parties, the exiting employee has made their choice for reasons of their own and careful consideration should be given to ensure that this decision does not sway your opinion regarding their work ethic or the quality of work produced during their time with the company. Instead, the employee should be celebrated for their accomplishments and progress achieved. This may be social time spent together with the team or sending a thoughtfully crafted, handwritten card. Whatever the budget allows, make the time to send a message with impact.

Conduct an Exit Interview. It is insufficient to treat an exit interview as an item to be crossed off a to-do list; rather, focus on the information shared within the interview and dedicating effort to understanding how it can applied to improve the organization (further information below). Determine whether the company has the resources to conduct the interview in person or on a survey. Offering both options to exiting employees may increase the percentage of interviews completed.

Analyze Turnover. It is not enough to just gather feedback from departing employees via exit interviews, instead, the information gained should be applied to identifying enhancements and changes to company programs, where applicable.

There will be employees who leave for reasons outside of the organization’s control, such as moving out of state, graduating college, a life-changing event such as marriage, having children or death, or simply a change in career. These are unpreventable of course, but the real strategic understanding can be learned from employees leaving for reasons like compensation, poor leadership and lack of growth potential. It is up to the organization to leverage that information to identify where improvements can be made.

Offboarding Is Critical to Future Success

As your final opportunity to show exiting employees how much they are valued, make sure to put a strategic offboarding program in place, understanding that it will evolve over time as feedback is received. Removing negative energy and administrative burden from your offboarding process will allow you to review its effectiveness and help you put the employee at the center of the experience, to the great benefit of the organization.

Consider offboarding as risk mitigation for the organizational reputation, in that first impressions are important, but so are final impressions. Everyone suffers from recency bias, in that we instinctively bestow greater importance on recent events (offboarding) rather than past ones (onboarding). Additionally, everyone generally gives more credence to word-of-mouth recommendations. When considering both in conjunction, a departing employee with a positive offboarding experience is more likely to speak highly of the organization than they would otherwise be inclined to absent strategic offboarding efforts.

Stephanie Anderson is NAA’s Industry Operations Manager, and can be reached at sanderson@naahq.org.

Maintenance Supervisor | Pinnacle Property Management Services

Nashville, Tennessee, Job Description Location: Octave Apartments – Res58541 Pinnacle is a national real estate provider that manages and invests in multifamily residential communities. As one of the nationâ™s largest third-party managers of multifamily housing, Pinnacle serves 32 states. Headquartered in Dallas, Pinnacle has offices in 16 cities across the nation. GENERAL DESCRIPTION OF POSITION The Maintenance Supervisor provides maintenance support and is accountable for delivering on our commitments to our residents. This includes quality move-in, resident satisfaction, quality and timely service and personal attention to our residents. The Maintenance Supervisor responds to our resident’s service request and is instrumental in helping Pinnacle deliver superior customer service to our residents. ESSENTIAL DUTIES AND RESPONSIBILITIES Prepares all market-ready apartments, which may include painting, carpet cleaning/repair, general repairs, and housekeeping to ensure a quality product to our residents. Completes resident service request in a timely manner. Has knowledge of various maintenance functions including and not limited to plumbing, pool maintenance, air conditioning, heating, general carpentry skills, appliance, electrical, painting, caulking, snow removal, scheduling, and life safety issues. Maintains grounds, pools/ hot tubs, common areas, and dog parks to keep them clean, free of trash, debris, and other safety issues. Performs on-call emergency procedures as required. Reports any maintenance issues that affect the budget such as life safety, vacant repairs, property damages, and common-area needs to the manager. Schedules and performs preventative maintenance, and records such activities. Is knowledgeable of state, local, and federal housing laws, codes, policies, and systems regarding maintenance. Attends and participates in training programs as required by Pinnacle and local city and state jurisdictions. Provide superior customer service and represents the company in a professional manner at all times. Consistently maintains a professional, courteous attitude when dealing with residents, coworkers, and the general public. Performs duties as assigned in a timely manner. Dresses per Pinnacle appearance standards. Maintains and safeguards all company tools and equipment. Perform any other related duties as required or assigned.   Job Requirements QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty mentioned satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. EDUCATION AND EXPERIENCE High school, plus specialized schooling and/or on the job education in a specific skill area; E.G. data processing, clerical/administrative, equipment operation, etc, plus 3 years related experience and/or training. Or equivalent combination of education and experience. SUPERVISORY RESPONSIBILITIES Supervises 1-5 non-supervisory employee(s). Carries out supervisory responsibilities in accordance with the organizations policies and applicable laws. Responsibilities include interviewing, hiring and training employees; planning, assigning and directing work; appraising performance, rewarding and disciplining employees; addressing complaints and resolving problems. USE OF MACHINES, EQUIPMENT AND/OR COMPUTERS Regular use of complex machines and equipment (desktop/laptop computer and software, road and production machines and equipment, etc.) REQUIRED CERTIFICATES, LICENSES, REGISTRATIONS Must possess a valid Driver’s License.  Pool certification required where applicable.  CPO if required by city or state.  EPA 608 – Minimum of Type II ENVIRONMENTAL CONDITIONS The following work environment characteristics described here are representative of those an employee encounters while performing essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the functions of this job, the employee is regularly exposed to work near moving mechanical parts, work in high, precarious places, outdoor weather conditions; frequently exposed to fumes or airborne particles; and occasionally exposed to toxic or caustic chemicals, extreme heat, risk of electrical shock, vibration. The noise level in the work environment is usually moderate. ADDITIONAL INFORMATION Must be able to work any shift Sunday-Saturday to support the company’s business needs. Must have basic hand tools: Meters, screwdrivers, pliers, assorted wrenches, hammer, etc. To perform this job successfully, an individual must be able to perform each essential duty mentioned satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required., High school, plus specialized schooling and/or on the job education in a specific skill area; E.G. data processing, clerical/administrative, equipment operation, etc, plus 3 years related experience and/or training. Or equivalent combination of education and experience., Must possess a valid Driver’s License. Pool certification required where applicable. CPO if required by city or state. EPA 608 – Minimum of Type II, While performing the functions of this job, the employee is regularly exposed to work near moving mechanical parts, work in high, precarious places, outdoor weather conditions; frequently exposed to fumes or airborne particles; and occasionally exposed to toxic or caustic chemicals, extreme heat, risk of electrical shock, vibration. The noise level in the work environment is usually moderate. ADDITIONAL INFORMATION Must be able to work any shift Sunday-Saturday to support the company’s business needs. Must have basic hand tools: Meters, screwdrivers, pliers, assorted wrenches, hammer, etc.

Concierge | Greystar

Pittsburgh, Pennsylvania, Organizes, coordinates, and implements various resident services and programs and acts as an information source for and help to residents related to local market resources. JOB DESCRIPTION Greets prospects and residents as they enter the office/leasing area, and ensure the comforts of prospects and visitors while they wait to speak with a team member. Answers phone calls, routes all calls to the appropriate team member for assistance, and assists with completed service request call backs as necessary. Maintains the guest suite schedule to ensure proper payment and cleanliness upon guest arrival and manages and coordinates the loading dock and/or elevator schedule for move-ins and move-outs. Ensures clubhouse amenities are in tour condition prior to leasing office opening each morning. Manages all package deliveries by documenting arrival information and notifying residents of all package deliveries within 24 hours. Maintains tracking logs for equipment rentals, dry cleaning services, and/or other services provided by the community. Assists the community team with scheduling, planning and organizing resident activities and programs. Keeps detailed information on local area restaurants, shops, delivery places, and other pertinent information that may be of interest to residents and maintains relationships and contacts with concierge vendors.

Service Technician | Greystar

Bloomington, Minnesota, This position performs technical and mechanical work that ensures the physical aspects of the buildings, grounds, amenities, and common areas of the property meet the Company’s standards for cleanliness, appearance, safety, and overall functionality. JOB DESCRIPTION Completes assigned work orders generated from resident requests for service, as well as preventative maintenance on the property by diagnosing the source or cause of the defect or problem, and making repairs in accordance with established policies, procedures, safety standards, and code requirements. Completes the “make-ready” process to prepare vacant apartment homes for leasing and new move-ins by completing the pre-move-out inspection, creating a “punch” list of maintenance work needed, scheduling vendors and contractors as needed, obtaining needed supplies and materials, completing all maintenance tasks, and inspecting completed work. Follows procedures for accessing and obtaining materials, supplies, equipment, tools, and other items from the property’s maintenance department by tracking inventory used, returning unused items to the established location, and notifying the maintenance supervisor about re-ordering needs. Completes documentation and other paperwork in a timely, accurate, and complete fashion so that service requests can be appropriately documented and tracked. Assists in maintaining the grounds, common areas, and amenities by picking up trash and debris, pressure-washing breezeways and pool areas, performing general cleaning, and painting curbs and signage as needed. Supports cost-cutting and expense control programs by fixing rather than replacing parts when possible, not being wasteful with materials and supplies, and practicing the correct use for tools and equipment.

Service Technician | Greystar

Seattle, Washington, This position performs technical and mechanical work that ensures the physical aspects of the buildings, grounds, amenities, and common areas of the property meet the Company’s standards for cleanliness, appearance, safety, and overall functionality. JOB DESCRIPTION Completes assigned work orders generated from resident requests for service, as well as preventative maintenance on the property by diagnosing the source or cause of the defect or problem, and making repairs in accordance with established policies, procedures, safety standards, and code requirements. Completes the “make-ready” process to prepare vacant apartment homes for leasing and new move-ins by completing the pre-move-out inspection, creating a “punch” list of maintenance work needed, scheduling vendors and contractors as needed, obtaining needed supplies and materials, completing all maintenance tasks, and inspecting completed work. Follows procedures for accessing and obtaining materials, supplies, equipment, tools, and other items from the property’s maintenance department by tracking inventory used, returning unused items to the established location, and notifying the maintenance supervisor about re-ordering needs. Completes documentation and other paperwork in a timely, accurate, and complete fashion so that service requests can be appropriately documented and tracked. Assists in maintaining the grounds, common areas, and amenities by picking up trash and debris, pressure-washing breezeways and pool areas, performing general cleaning, and painting curbs and signage as needed. Supports cost-cutting and expense control programs by fixing rather than replacing parts when possible, not being wasteful with materials and supplies, and practicing the correct use for tools and equipment.