Recruiting a new employee to join the property management team can be challenging task, especially when you have to focus on defining policies and roles, and assimilating the new member into the corporate structure. However, when proper measures are adopted for taking the new person on board, property management can cut out some of the training costs and reduce the possibility of friction and stress with existing staff.

Secondly, providing the new member with the right resources and tools will not only build morale but also lessen the employee turnover rate. Here are some important points that can help in making the recruiting process smooth and effective.

Detailed Job Description

To avoid future disappointments, it is important to provide a detailed job description to candidates even before the interview. Orientation programs and training sessions may help, but the candidate should be ready to fit into the position. Detailed guidelines could include comprehensive strategies, possible career paths, and earning potential.

Honest and Open Representation of the Company

Misrepresenting company culture, company policies, and required duties is a big mistake. The new employee will not only be frustrated when he or she finds out the truth, but will also become disillusioned about company expectations and policies after a few weeks on the job.

Detailed Instructions

The new employee should be given detailed instructions about practically everything from company policies, management structure, dress code, to the place where he can and cannot park his or her vehicle. This can help the employee avoid embarrassing mistakes and he or she can have a clear-cut outline on what is expected.

Proper Introduction

Key staff members and supervisors must be given adequate information about the new employee, which may include a job description and resume. Arrange a semi-formal meeting, where existing staff members can discuss the overlapping of roles and allocation of specific duties for the new employee. It is always magnificent to have the new employee partner with an existing employee or supervisor, who can be a mentor. The mentoring role could include clearing doubts of the new employee, and helping him or her adjust to the work environment and company culture.

Follow-up Meetings

It is important to know how the new employee is doing and whether he or she is able to cope with the workload and existing company culture. Scheduling personal meetings once a week, in the beginning would be a prudent idea, and later it could be done monthly or bi-monthly. However, always have an open-door policy for encouraging comments and feedback from the new employee.

Pro-active Approach of Management

Property management should have a pro-active approach concerning new employees. Concerned manager or supervisor should be quick to reward the new employee when he has performed well, or when he has taken extra initiative. Management should also be vigilant about negative behavior and should make the employee aware of the consequences of continuing along such lines. Performance reviews should be held on a regular basis since this will not only bolster confidence, but also will provide a clear picture to the employee of what is expected of her or him.