Graduate Retail & Property Recruitment
Whether you’re an SME looking to hire a Property Manager or a global plc company wanting to recruit top property talent; Give A Grad A Go can offer you a Graduate Property Recruitment and Graduate Retail Recruitment Services that are completely tailored to your needs.
Need to hire hospitality staff and looking for Property Management recruitment support? Our expert property and retail recruiting strategies ensure you'll receive an incredible shortlist of graduates within 48 hours, with no obligation to hire and no upfront costs. Our average time to fill a role is 23 working days (the industry average is 42), with some of our fantastic candidates being hired in as quick as 2 days.
Find out more on this page about why we are the Graduate Property & Retail Jobs and Recruitment Experts.
What our clients say about us
"We use Give A Grad A Go to help us find the best and the brightest minds to join our flock. We are an Airbnb property management company and we pride ourselves on strong, conscientious, hard-working candidates - which Give A Grad A Go have always sent our way!
They listen carefully to our requirements and take all feedback seriously and effectively. They are a real treat to work with; always friendly, prompt, responsive and reliable. We will be using them to help bolster our growth for the foreseeable future!
Alice, Employee Experience Executive, Airbnb Property Management Company
Why we're London's top Retail and Property recruitment agency
10 + Years
10 + Years Experience
We are Graduate Retail and Property specialists, since 2009 we've supported the growth of over 800 companies. 90% of our clients use us on a repeat basis, to recruit for job roles ranging from Junior, entry-level hiring, to Senior Management and graduate's who have progressed and looking for their 2nd and 3rd career moves.
From temp-to-perm and contract hires, to assessment days and marketing support, our range of Recruitment Services are completely bespoke to you. Your assigned Account Manager will help you design a hiring process tailored to fit your businesses' needs and check in regularly offering advice on salaries as well as guidance on job specifications to sell your business in the best way possible.
Compared to other Property recruiters, we handpick talented and perfectly matched candidates for your company through our thorough screening process. Every candidate is screened by at least two people so we can get a clear idea to whether they are right for your unique company culture and environment. With a 100% probation-period pass rate, our candidate Retail and Property recruitment statistics speak for themselves.
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Top Tips for Property and Retail Recruitment
As a leading property recruitment agency, we know how to efficiently and quickly carry out retail recruitment in London and recruit property staff. Our expert Property and Retail recruiters have put together their top tips for Property and Retail recruitment:
1. Have a clear job criteria
There are many different types of Property jobs and Retail roles to recruit for, so to ensure you're hiring for the right role and finding the perfect candidate, it's a good idea to be clear on your role and candidate requirements.
Our Specialist Property Recruiters are on hand to help you create a job specification that will attract the ideal candidate. From suggesting suitable job titles that you might not have thought about, to informing you of the industry appropriate salary and the letting you know the best candidate qualities to look for. A few slight changes to your job title or job description could result in bringing in candidates which are even more suited to your job requirements.
2. Offer a top benefits package
Our Graduate Employment Statistics Archive highlighted that graduates rank benefit packages and career progression highly in their graduate job criteria. Excellent Property and Retail graduates are attracted by companies who offer more benefits or a higher salary. We would always suggest you combat this issue by offering Property and Retail training and development, particularly for entry-level graduates, to give a clear path of progression.
3. Look beyond experience
Believe it or not, experience isn't everything. Hiring a graduate with no experience can sometimes be more beneficial. We know that in many Retail and Property roles, having the drive to work hard and learn is one of the most required qualities, and from working with graduates for over a decade, we know graduate possess a hunger and eagerness to learn. So if you're looking to recruit Retail staff or hire an Estate Agent, let us help you hire a junior with less experience who want to thrive and grow at your company.
4. Have a well-structured onboarding process
A well thought out onboarding procedure is key to getting the most out of your new graduate hires. With Retail and Property roles, there are often a lot of new procedures and information that graduates need to quickly learn. A thorough training process and plan will help your graduates adapt to their new roles and receive the support they need to be able to thrive in the role.
What makes us different from other London Property recruitment agencies, is that we're here to help you with the onboarding of your hires. We'll help you structure your onboarding process and suggest ways to support and monitor the progression of your new hires, so you get a great return of investment.
Important candidate qualities to look for when hiring for Property and Retail:
Our expert Property and Retail recruiters share the most important qualities to look for in candidates:
1. Look for an entrepreneurial spirit and business acumen
"A retail employment agency will look to hire someone with an entrepreneurial spirit, who is adaptable to different tasks and ready to take on new responsibility. For real estate recruitment, being business savvy and entrepreneurial is important because you always need to know what’s happening in the market and what factors are always going to be affecting it."
"A property recruitment company won’t always find graduates who specifically want to go into property, unless they’ve done architecture and don’t want a design role, so they might look to hire a Property Manager for example who is really switched on with the fundamental skills but doesn’t know that much about the industry."
2. Find candidates who have the drive to succeed
"For property staffing and hiring for retail, the roles often cross over into other industries. Hiring retail staff who have experience setting up their own company would be useful because they need to have those fundamental business skills and that business acumen. Retail recruiting agencies will look for anyone who’s set up their own company to be put forward for retail hiring because they have experience being fast-moving and innovative."
"Retail recruitment agencies favour business acumen and entrepreneurship in these kinds of roles because they need to be wary of everything and have the drive to implement it. In retail especially, things can be extremely fast-paced so retail recruiters will look for someone with experience of this."
3. Look at personality more than academics
"For recruitment in the retail industry, academics don’t matter as much because quite a lot of the roles tend to be sales-based or account management based, where having the right personality is more important. The recruitment process in the retail industry will focus on finding client-facing skills which anyone can gain from experience or innately have in their personality.
Unlike most interview processes, doing a written task isn’t a necessity for retail staffing because the roles will usually focus more on how they perform selling on the phone and their skillset."
Property Sales Job Description Tips
Want to hire a Property candidate and wondering how to recruit Property Sales Executives? A central part of hiring the right Property candidate is to have a clear, defined and engaging job description. As one of the UK’s leading graduate Property and Sales recruiting firms, here are our top tips for writing a standout Property Sales job description:
1. Sell your opportunity!
Key to an eye-catching and grabbing job description, is making full use of your first opening sentences. Use this as an opportunity to sell your sales position, describe your unique company culture, exciting aspects of the role and who you’re looking for. Allow for candidates who might not be even considering junior sales positions or property roles, to be intrigued by your role and want to continue reading your listing.
It's also crucial to include a 'Benefits of the job' section in your job description, listing the starting salary, training packages and other employee benefits. Graduates value training and career progression just as much as salary, so be sure to list the whole range of benefits of your role.
If you’re wondering what the industry average Sales salaries are, check out our Graduate Employment Statistics Archive to see what other companies are paying their Sales Account Managers.
2. Know your ideal candidate
Working in property sales requires a certain type of candidate, so it's important to list all the required characteristics and skills of a candidate on your Property Sales Executive job description, to find someone who will thrive in your role.
Having worked in property recruitment for over a decade, we know the ideal Property Sales characteristics and candidate skillset to look out for. Here are some of the top skills to look for:
- Excellent communication skills
- Great negotiation abilities
- Able to inspire trust and confidence in clients and buyers
- Able to work under pressure and tight deadlines
- Can adapt to new and difficult situations
- Able to use their initiative to find new leads and potential buyers
3. Allow candidates to get a clear picture of what the role with involve
On your Property Sales job description, it's important to list the key responsibilities and duties of the role in detail. This will allow applicants to decide if the role appeals to them and one they can visualise themselves doing. Go into as much detail as possible, listing the day-to-day tasks of the role, who they will be working closely with and what the overall wider aims of the role are in the company. Here are some good example duties to list on your Property Sales job description:
- Convincing prospective clients that your agency is the right one to handle their sale and agree the terms
- Arranging advertising to promote the property
- Sending out details of new properties on the market to people on your database
- Making appointments and showing buyers around a property
- Finding buyers in a position to proceed with purchase and willing to pay an acceptable price
- Referring buyers to mortgage arrangers for quotations and advice
4. Be inclusive
Now more than ever it’s important to ensure you are using inclusive language in your job descriptions and not preventing certain groups from applying due to their age, gender, race, disability, religion, sex, gender or another category that could be classed as discriminatory.
It’s a great idea to have a company diversity and inclusion statement in your job descriptions, either at the top or the bottom of your spec stating that you are an inclusive employer and that candidates from diverse backgrounds should apply to your roles.
If your company is looking to improve your Diversity and Inclusion practices, check out the actionable steps we're taking to improve Diversity and Inclusion at Give A Grad A Go.