How to Write a Resume for a Real Estate Assistant Position

If you’re applying for a job and you attach the same resume you always do without tailoring it to the position, we have news for you: You’re wasting your time. Your resume and cover letter are all you have to help you stand out from the competition, and when you’re applying to become a real estate assistant, you need to know what agents are looking for and how to make it easy for them to love you.

Your resume is a marketing document, and whether you’ve worked with other agents or you’re making the leap to real estate for the first time, there are a few ways you can get an edge on the competition by being strategic and purposeful in writing it. Here’s how.

Use a summary statement, not an objective.

While Objective Statements are out (rarely do they add value, and they tend to state the obvious), Summary Statements are in. Though they’re optional, a well-crafted summary statement gives you the opportunity to package your previous experience, in a couple of bullet points, in such a way that potential employers can see how it all ties together to make you the perfect person for this job.

A typical summary statement would highlight your areas of expertise and a combination of both hard skills (e.g. social media management) and soft skills (like relationship-building abilities). To make it work for you, use key terms from the job ad as appropriate. Less is more! Your summary statement is the introduction, or teaser that should hook potential employers, not restate everything in your work history section.

Source: Unsplash

Source: Unsplash

Highlight your most relevant skills.

While it’s common for recent grads especially to place their education at the top of their resume, a higher degree is generally not a requirement for real estate assistant positions. In these roles, experience and skills are more important than your level of formal education. So if your education is still prominently displayed at the top of your resume, move it to the bottom, and bring your skills and any licensing to the top. If you’re using a layout with a sidebar, that would be a good spot for your skills, career highlights, and education in that order.

Answer potential employers’ most pressing questions.

A common mistake some applicants make when sending off a resume is not tailoring the descriptions under the work history section to the job they want. Bullet points that describe job functions irrelevant to the position you’re applying for might do more harm than good when it comes to getting the gig.

That doesn’t mean you have to have real estate experience, but you do need to illustrate how your responsibilities in previous roles have prepared you for this one. To make that easier, try thinking of each bullet point in terms of a question a real estate agent might have about your background. Some things an agent will be asking as they read your resume are:

  • Do they have administrative, marketing, sales, or real estate experience?
  • Are they detail-oriented and organized?
  • What volume of workload have they managed in the past?
  • Can they solve problems independently?
  • Can they take leadership and ownership in their work?

Your job descriptions should provide evidence to answer each of these questions. If you do have prior real estate experience, include numbers like how many transactions you managed, the number of agents you supported, or your team’s sales volume. If you don’t have prior real estate experience, find other meaningful numbers or figures that illustrate your success and capacity for handling a heavy workload.

Keep it short, sweet, and simple.

Most resumes for a real estate assistant position shouldn’t be longer than a page. While two pages might be appropriate in some cases, agents are going to pay the most attention to the first page, and you don’t want anything good hiding at the bottom of page two. Use bullet points, but no more than four or five per role. Clearly indicate dates of employment, including months if you were in a role less than three years. Save your resume as a PDF and text-only document and include both. If you are relocating, mention that at the top of your resume.

Realtors are bottom-line oriented and don’t want to read lots of unnecessary detail—they want to be able to scan your resume quickly to determine if you have the background they’re looking for. Make it easy for them, and you’ll be more likely to get the interview!

Is your resume ready to help you land your dream job? We want to see it! View our job board for our current opportunities and apply today.





Tips for Hiring Talent in a Tight Job Market

Don’t lose your top-choice candidate to the competition. Here are a few tips on hiring a real estate assistant in a tight job market.

By the time most agents are ready to take the plunge and hire a real estate assistant, they’re long overdue for the support. But even though you might need an assistant preferably yesterday, it’s important not to skip any steps in the recruiting process while moving quickly to get your top pick.

If this is the first time you’ve ventured into hiring a real estate assistant, or if you haven’t made a new hire since the economic downturn, you might be surprised to find out just how competitive it is to attract top talent today. The national unemployment rate has plummeted to 4.4 percent today from a high of around 9.4 percent at the height of the recession, so well-qualified candidates can afford to be choosy. With that in mind, it’s crucial to think about how you’ll market the role and keep your top choice from slipping away.

Below is an overview of some things to consider and focus on when you’re preparing to make a new hire in today’s tough market. In the coming weeks, we’ll be exploring a few of these tips in depth, so be sure to sign up for our newsletter so you don’t miss out!

1. Get crystal clear on your needs.

Before you start drafting your job ad, spend some time evaluating where you need the most help and how much you’re willing to invest and budget for. A full-time salaried position probably makes sense if you find that you are unable to generate new business because you are bogged down in current business, while a part-time, hourly employee might be a better fit if you’re only just starting to feel the strain of the workload.

Also consider who would make a great fit: A social media-savvy person who you can trust to take over your online marketing? Or do you need a licensed assistant who’s able to jump in and help manage the transaction cycle? Are you looking for someone with previous real estate experience, or is the right person worth training? Make a list of your must-have and nice-to-have qualities or skills in a candidate. Keep in mind that, like a homebuyer, you likely won’t get everything you want, but if someone ticks most of your boxes, you probably have a great candidate on your hands.

Once you know what your business needs, and you have a clear picture of the person you want, do some research on sites like Indeed and Glassdoor to find out what other people are paying for that type of candidate. Or, you can contact Pro R.E.A. Staffing—we’ll be happy to offer guidance on what salary to offer.

2. Market your team or brokerage—to potential employees.

Leave aside salary and benefits for a minute. What kind of culture, office environment, opportunities for growth, and perks can you offer that will be attractive to candidates? Think about what makes your team or brokerage a great place to work, or what you could do to make it more appealing.

Take this time to think about the way you operate your business and how you’d like it to run as it expands to include a new hire. If you had to describe your work culture or style, what words would you use? Just as you differentiate yourself from the competition to potential clients, do the same in differentiating yourself from other employers. Include this in your job ad, and you’ll attract like-minded candidates.

And don’t be afraid to include some personality! Case in point: We recently had a client at Pro R.E.A. Staffing who was adamant that the person she hired must be a fan of the TV show Seinfeld, and she included that in her job ad. It was a clever way to get the attention of candidates who shared her interests and sense of humor and attracted a number of people who were enthusiastic about the position.

3. Attract top talent with a great package.

You’ve determined what you’re willing to invest and have drafted a thoughtful job ad that is clear on expectations and highlights the kind of agent or team you are. Don’t leave candidates guessing on salary and benefits. Indicate a range that’s in line with what a well-qualified candidate is worth, and applicants will appreciate the transparency. At Pro R.E.A. Staffing, we see a significant increase in response to job ads that include a salary range and description of benefits.

Keep in mind that salary isn’t the only thing top talent considers when selecting a job offer. Things like a flexible work schedule, generous paid time off, bonuses, training and mentorship, health insurance, or a paid cell phone go a long way toward making your job stand out. Without overselling the position, focus on the opportunity—what can they expect to achieve with you if they take this job?

The right real estate assistant can be a game-changer for your business. If they know they’ll grow and learn and be a valued part of your team, you’re more likely to have their loyalty for the long-term.

4. Streamline your interview process.

Before you post your job ad, make sure you have a plan for screening and interviewing applicants. You don’t want to lose your top candidate to another job because the process was too slow. In a tight job market like this one, the best candidates go fast.

Most real estate agents are overwhelmed by this process and feel like they don’t have the time to sort through applications and conduct interviews. Pro R.E.A. Staffing does most of the heavy lifting so you can focus on running your business while we find you the very best candidates, but if you’re going it alone, start by letting candidates know what your target start date is, as well as how early in the interviewing stage you are and when they can expect to hear from you next.

If you’re interested in a candidate, check their references early—after your first interview. Reaching references can take several days, and you don’t want it to be the thing that holds up the process and makes you lose out on a candidate. Finally, if you plan to use skills assessments, a working interview, or additional interviews with your coach or mentor, group these together to save your candidate from having to take multiple days away from their current job.

5. Make a strong offer.

When you’ve found the one, don’t be coy! Show them how serious you are about bringing them onto your team. Like you would representing a buyer in a competitive seller’s market, make your strongest offer from the outset, and let them know you’re excited about them! It’s nice to feel wanted. If it’s as good of a fit as you think it is, your first choice will likely be eager to sign an offer from you.In that case, congratulations! You’ve done a great thing for your business and your peace of mind.

Thinking of working with Pro R.E.A. Staffing to find the perfect real estate assistant for your business? Here’s how we make the process seamless and stress-free.

Are you a Candidate, not an Employer? Sign up for our Candidate focused newsletter instead and get useful tips on finding a job in real estate, and learn about our top job opportunities every month.


Photo Credit: Pexels

Finding your new assistant just got easier: Introducing Candidate Screening Services

By now, you have heard that hiring a Real Estate Assistant should be looked at as an investment and not a cost. But let’s face it, taking on a salaried employee is costly. In most of our active markets, experienced assistants command starting salaries of at least $50,000 as a base salary plus a bonus.

Photo by Carl Heyardahl

Add to that the risk (and cost) of making a bad hire, it’s no wonder that hiring, training and managing staff are such hot topics at real estate seminars.

For more than ten years, I have worked with top producers to help them build their teams. Early on, I created a flat-fee, three-payment model that includes a 90-day guarantee. Our approach is consultative and hands-on and highly successful. This model works well, especially for top producers who expect exceptional service and minimal involvement in their search.

The problem is this model does not always make sense for agents who are overwhelmed with the volume of resumes from the ad they placed or the person who needs a second opinion on the two candidates their Broker referred to them. Some do not need help with the entire hiring process and would rather give up the 90-day guarantee in exchange for a potentially lower placement fee.

Photo by Brooke Lark

Photo by Brooke Lark

In response, we created a new product called Candidate Screening Services (or CSS for short). This is our tried and true screening pipeline, including our popular recorded candidate video interviews, offered a la carte. Take what you need, leave what you don’t. It’s flexible, responsive, and highly customizable. Click here to view pricing. 

Our new Candidate Screening Services make it easier for you to make a major investment in your business. So stop waiting to bring on the perfect hire and call us today. With Spring in full swing, there is no better time to get started

Plan For a Strong Foundation

It’s that time of year, again! Time to dust off your 2016 Business Plan, take stock, and start putting a plan in place for 2017. Marketing and expansion plans will most certainly be part of the equation however, I would like to encourage you to go back to the fundamentals first. Start with the two things that form the foundation of your business: sales and service. These are the two factors that, no matter what is happening in the market, will have the most influence on your success

Lead Gen 101: When to hire a Cold Caller

Lead Gen 101: When to hire a Cold Caller

Warm, friendly, highly-motivated sellers are eager to meet with you every day. Sounds nice, right? Setting appointments is key, yet most agents don’t make the time to prospect five days a week. That’s why the idea of hiring an Appointment Setter or Inside Sales Agent is alluring. For brevity, we use the acronym “ISA.”  If realtors can pay an ISA a low hourly rate plus a small commission at closing to bring in warm leads, why isn’t every agent teaming up with talented an ISA?

Assistants Tell All: CRM

Assistants Tell All: CRM

You stroll into the office around 9 a.m., coffee in hand. Your Assistant greets you and hands you a list of 25 people you need to call today. These are a combination of past clients who have reached the anniversary of their home purchase, active leads, and people from your Sphere of Influence, who you like to reach out to four times per year.

Summer Reading For Agents

Summer Reading For Agents

Summer months are meant to be spent poolside or with sand beneath our bum, right? As real estate professionals, we know that couldn’t be further from the truth this time of year. Summers are made up of lead follow-up, showings, open houses and broker tours with the occasional night’s sleep. That’s why Pro R.E.A. Staffing recommends adding yet one more thing to your busy plates: reading. Ha!