Keep up with news in the new home sales industry along with career and hiring advice.

Just because a candidate isn’t the right fit for your job opening right now, it doesn’t mean they won’t be in the future. And this isn’t the only reason you shouldn’t ghost a candidate for your position, even if they aren’t the right fit. Ghosting can also affect your business’s reputation and turn off future prospects. Following up with interviewees, even if you aren’t offering them the position, should always be a part of your recruiting checklist. What is Ghosting? Unfortunately, ghosting, a word associated with ignoring someone or failing to respond, has become a common occurrence in recruiting.  In a recent survey, 75% of

The home building industry is on the rise, with over 1.4 million housing completions in March 2023 alone. But with growth comes increased competition for home builders to find top talent. Implementing innovative strategies to attract employees can help your construction business thrive in the competitive market. Know Your Brand Having a strong brand for your business is essential for many reasons. It is especially important to attract and keep top talent. Your company’s reputation and image in your market can influence who applies for open positions, and who ultimately stays with your company for the long haul. To highlight your brand to potential candidates,

As a new home builder, you undoubtedly want to ensure your customer’s satisfaction with their purchase. After all, purchasing a home is a substantial investment. In fact, a home is the most expensive thing people will own in their entire lives. While the quality of the home is a significant factor in a client’s happiness with their purchase, builders can’t afford to ignore the customer experience they provide. Customers are bound to remember when a lack of communication popped up or instances where questions went unanswered, and they’ll often share their adverse experiences through company reviews or via word of mouth. In today’s competitive homebuilding

As a new home builder, it’s natural to want to share your craft with the world. You know you have the skills and team to build any client’s dream home from scratch, and you likely have all sorts of techniques that distinguish your home builds from other houses in the area. While technical qualifications are critical to bringing a new home to life, you won’t get to share your capabilities if your new home sales team can’t articulate why prospective customers should purchase from you. Like any staff member, your sales team is critical for conveying what’s possible to your clients. They’ll work hand in

A great administrative employee can be a valuable asset to your business. On the other hand, an employee who is not the right fit for your organization will probably not last. Hiring the wrong person can force you to part ways with your new hire and restart your recruiting journey from scratch. The good news is that you increase your chances of finding a great administrative team member by familiarizing yourself with must-have administrative skills. When screening prospective administrative employees, you should focus on candidates who exhibit the following attributes: 1. Attentiveness Administrative employees often have direct contact with prospective customers and vendors. They are

Most employers follow a particular process before hiring a new employee. They start by posting an available opening on a job board, wait for résumés to roll in, and review them. Once they have a few applicants with the skills they’re looking for, they schedule interviews. Some employers choose to start with a short telephone interview. Telephone interviews can reveal additional details about the applicant before they move on to a formal, in-person discussion. For a telephone interview to be efficient, it’s essential to consider these critical tips. Know the Position You’re Hiring for Whether you’re a human resources professional or the hiring manager, you

As a hiring manager, you want to ensure that you’re selecting qualified talent who will add value to your organization. Reviewing résumés is the beginning of the process. While a résumé won’t tell you about the applicant’s personality or cultural fit, it does provide their work history and other details. Here are a few résumé red flags to look for when assessing your talent pool. Careless Errors Poor language skills, bad formatting, and improper grammar should be red alerts for any hiring manager. While not everyone has excellent English skills, online proofreading tools, like Grammarly or the built-in solution available in Microsoft Word, can help