We FIND a fresh brain, train to mould,develop confidence in and encourage to take decisions that will give loyal, dependable and quality executive for better growth
I look for integrity and personality before anything else! These skills and talents cannot be taught and will negatively affect your business and your client services if they are not present!!
I would like to thank everyone for responding to my question “How do you go about finding exceptional quality executive assistants to hire.” I notice that my situation is unique in that, I am not talking about one separate company, yet three (3) separate companies I happen to own. So when I refer to hiring executive assistants, I am talking about bring on board your future CEO, COO, CFO & President to run all three companies under the “Blue Brand Umbrella.” That means that those individuals must exhibit traits, that include high intelligence, determination, self initiative, plus the ability to be able to think out of the box. I am not looking for real estate agents as someone tended to imply. I want that top level executive employee, regardless of race or gender.
I was impressed with the response from Scott Steiger of EXIT Real Estate Property, who hit it right on the nail with his advice on how to get the best possible quality executive hire, with this advice “ Find great talent elsewhere and offer them better compensation.”
Well Scott, I plan on during just that, since the overall talent pool of high quality executive applications or not up to the quality standard I am use too coming from the San Francisco Bay Area. Of course this can be due to a nimbler of factors that exist in the Washington DC. Metropolitan Area, like the overwhelming number of individuals that have governmental related jobs, on top of the number of individuals working in your non profit arena, the lack of high paying salaries, the last of great compensation packages, that include stock options, residual income, plus other additional benefits that are considered standards for your high quality executive employee in San Francisco. This allows you to draw from a highly qualified pool of applicants which is greatly lacking in the Washington DC. Metropolitan Area.
As Scott mention, why train someone when you can find someone that is already working, someone that would be willing to jump ship for a higher salary, a very generous compensatory package, plus the options that are applied that involved that individual into the additional financial compensation from the economic success of each company.
I would like to thank again everyone that responded to ny question. Joseph Blue, President/CEO/ Primary Owner of Blue Realty Group Inc., Blue Legacy Six Star Undersea Luxury Casino, Restaurant, Residences And Exclusive Resort International Private Membership Club, Acqualine Blue Akaline International Bottled Water Inc. & the Former Director of the 1600 employee world famous Golden Gate Bridge District representing the City & County of San Francisco, California. 601 Pennsylvania Avenue Suite 900 NW. Washington DC. 20004 🇺🇸
A a seasoned real estate broker with over 25 years experience in the industry, I would recommend that you seek your candidates from the following two sources:
Potential new agents who would like to learn skills and are in the process of becoming agents.
Post on job boards in your local community pages or run job adds where "real estate" is featured
I would look for someone with experience and their personality blends well with the current staff. I also think it is important to pay them well. They will be more committed and stay longer with your company.
Find great talent elsewhere and offer them better compensation. Why train a new person when you can find someone great already working (the best usually are). Pay well, offer a great leave package, and always take great care of those who take care of you.
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Answers (1-10)
We FIND a fresh brain, train to mould,develop confidence in and encourage to take decisions that will give loyal, dependable and quality executive for better growth
Hello,
I look for an individual with good communication skills and a person with customer service experience.
I look for integrity and personality before anything else! These skills and talents cannot be taught and will negatively affect your business and your client services if they are not present!!
Good morning Joseph,
I have been lucky enough to hire people I know personally. I have had the same admins since joining the company four years ago.
I would like to thank everyone for responding to my question “How do you go about finding exceptional quality executive assistants to hire.” I notice that my situation is unique in that, I am not talking about one separate company, yet three (3) separate companies I happen to own. So when I refer to hiring executive assistants, I am talking about bring on board your future CEO, COO, CFO & President to run all three companies under the “Blue Brand Umbrella.” That means that those individuals must exhibit traits, that include high intelligence, determination, self initiative, plus the ability to be able to think out of the box. I am not looking for real estate agents as someone tended to imply. I want that top level executive employee, regardless of race or gender.
I was impressed with the response from Scott Steiger of EXIT Real Estate Property, who hit it right on the nail with his advice on how to get the best possible quality executive hire, with this advice “ Find great talent elsewhere and offer them better compensation.”
Well Scott, I plan on during just that, since the overall talent pool of high quality executive applications or not up to the quality standard I am use too coming from the San Francisco Bay Area. Of course this can be due to a nimbler of factors that exist in the Washington DC. Metropolitan Area, like the overwhelming number of individuals that have governmental related jobs, on top of the number of individuals working in your non profit arena, the lack of high paying salaries, the last of great compensation packages, that include stock options, residual income, plus other additional benefits that are considered standards for your high quality executive employee in San Francisco. This allows you to draw from a highly qualified pool of applicants which is greatly lacking in the Washington DC. Metropolitan Area.
As Scott mention, why train someone when you can find someone that is already working, someone that would be willing to jump ship for a higher salary, a very generous compensatory package, plus the options that are applied that involved that individual into the additional financial compensation from the economic success of each company.
I would like to thank again everyone that responded to ny question. Joseph Blue, President/CEO/ Primary Owner of Blue Realty Group Inc., Blue Legacy Six Star Undersea Luxury Casino, Restaurant, Residences And Exclusive Resort International Private Membership Club, Acqualine Blue Akaline International Bottled Water Inc. & the Former Director of the 1600 employee world famous Golden Gate Bridge District representing the City & County of San Francisco, California. 601 Pennsylvania Avenue Suite 900 NW. Washington DC. 20004 🇺🇸
A a seasoned real estate broker with over 25 years experience in the industry, I would recommend that you seek your candidates from the following two sources:
I would look for someone with experience and their personality blends well with the current staff. I also think it is important to pay them well. They will be more committed and stay longer with your company.
You need the person honest and relaible , that can fit in your groop, then you can train the way you wants.
Create a standard of responsibility that can be replicated by "good" not "great" people. Then, let them grow.
Find great talent elsewhere and offer them better compensation. Why train a new person when you can find someone great already working (the best usually are). Pay well, offer a great leave package, and always take great care of those who take care of you.