Faucibus tristique adipiscing adipiscing nulla sit diam arcu bibendum habitasse. Tempor quis mi quam augue pharetra.

<h1>Insights</h1>

LONDON, April 28, 2025 &mdash; deverellsmith, a leading talent solutions provider for the real estate industry, today announced the release of its highly anticipated "Salary Guide &amp; Trends Report 2025," offering crucial insights into compensation trends, hiring patterns, and workforce priorities across the entire property lifecycle.
"As we navigate through 2025, it's clear that the real estate industry remains resilient, with global markets continuing to expand despite economic challenges," said Andrew Deverell-Smith, CEO and Founder of deverellsmith &amp; Hintel. 
"The shift from the 'Great Resignation' to the 'Great Stay' has created a more employer-favourable landscape, but hiring demand is still high, especially in specialised roles."
<h2 id="Key-findings-from-the-report-include:" data-renderer-start-pos="961">Key findings from the report include:</h2>
<ul class="ak-ul" data-indent-level="1">
<li>
Entry-level salaries have risen modestly, with negotiator positions starting in the mid-&pound;20,000s and graduate roles reaching &pound;28,000-&pound;30,000.
</li>
<li>
Development and acquisition sectors have experienced salary stagnation due to cautious investment and planning constraints, while specialised technical roles still command premium rates with increases up to &pound;15,000.
</li>
<li>
The Renters Reform Bill is reshaping commission structures in lettings from upfront to monthly payments, creating an unintended retention benefit as professionals accumulate guaranteed future income.
</li>
<li>
Professional priorities continue to evolve, with 41% of employees now favouring higher pay, while work-life balance considerations have decreased from 54% in 2024 to 39% in 2025.
</li>
</ul>
Industry experts anticipate a significant market shift within 12-24 months as projects advance through gateway approvals. This could potentially create increased competition for top talent and drive substantial wage increases across sectors that have remained relatively stable during this period of economic uncertainty.
The full "Salary Guide &amp; Trends Report 2025" is now available and includes detailed salary information across multiple real estate disciplines, including investment, land and development, construction, sales and lettings, property management, and more.
<h3 data-renderer-start-pos="2074">Simply fill in the form below to download the guide. </h3>

deverellsmith releases comprehensive 2025 Salary Guide & Trends Report for the real estate industry

FOR IMMEDIATE RELEASE
John D Wood &amp; Co. Managing Director Polly Ogden Duffy Reveals How Progressive Leadership Transformed 150-Year-Old Estate Agency
Industry veteran shares insights on modernising traditional property business whilst maintaining market leadership in prime London locations
LONDON, UK &ndash; Polly Ogden Duffy, Managing Director of prestigious estate agency John D Wood &amp; Co, has detailed her remarkable transformation of one of London's oldest property brands in a candid interview for the <a href="https://www.deverellsmith.com/what-we-think/devcast/people-first-leadership-managing-director-reveals-her-business-philosophy/">latest devcast podcast episode</a>. Speaking with deverellsmith's Ryan Doyle, Polly revealed how her people-first leadership philosophy has revolutionised workplace culture whilst positioning the company for continued growth in an evolving market.
Over her 20-year career in estate agency, Polly has risen from an 18-year-old trainee to leading a business with 37 branches and 350 employees across London and southern England. Her tenure as Managing Director has been marked by bold policy changes that challenge traditional industry norms, including comprehensive fertility and menopause support, flexible working arrangements, and merit-based promotion structures.
"If you look after your people, the results look after themselves," explains Polly, whose leadership has seen John D Wood &amp; Co. achieve record-breaking performance whilst maintaining its position in London's prime property markets. "I believe in work-life balance and supporting people. Just because agency has always been one way doesn't mean it's right."
The transformation has been particularly significant given the company's heritage. When Polly joined the business following the merger with Faron Sutaria, John D Wood &amp; Co. had only one female manager across the entire organisation. Today, the company champions diversity and progression based purely on talent and performance.
"When I'm recruiting, I want the best person for the job. I don't care what your background is, what you look like, or where you've come from," she states. "If you've been sitting there for 15 years, that doesn't give you the edge. The world's evolving, and having an archaic approach is the fastest route to failure."
This progressive approach extends to the company's strategic planning. Rather than waiting for the upcoming Renters&rsquo; Rights Bill implementation, John D Wood &amp; Co. proactively restructured their lettings pay systems months in advance, eliminating staff uncertainty whilst creating potential competitive advantages.
The company has also demonstrated its commitment to growth through the recent acquisition of Aspire estate agency, adding five branches to strengthen their presence in key London markets including Fulham and RBKC. However, Polly emphasises that expansion remains strategic rather than opportunistic.
"We do not want to be a national brand. We want to be highly profitable," she clarifies. "We are here to be as profitable as we can be, and if that means opening branches in certain locations, that's what we'll do."
Operating within Connells Group since 2021, John D Wood &amp; Co. maintains autonomous decision-making that allows rapid response to market conditions and client needs. This agility, combined with rigorous compliance standards, positions the company strongly against competitors in London's complex regulatory environment.
Polly&rsquo;s personal journey, including losing her mother at age 10 and starting her career in Southeast London's competitive market, has shaped her resilient leadership style and commitment to supporting others through challenging circumstances.
"I've experienced delayed grief, channelled pain into work, and learned that having people around you who genuinely want to see you succeed is crucial," she reflects. "Great leaders are happy to see others thrive, even if that ultimately means they move on to opportunities elsewhere."
The full interview with Polly Ogden Duffy is available on devcast, deverellsmith's property podcast series exploring trends and strategies with industry leaders.
Contact Information: deverellsmith Email: <a href="mailto:info@deverellsmith.com">info@deverellsmith.com</a> Website: www.deverellsmith.com Podcast: Available anywhere you listen to your podcasts.
About <a href="https://www.deverellsmith.com/">deverellsmith</a>: deverellsmith is a leading property recruitment and talent solutions consultancy specialising in residential and commercial real estate across London and the UK.
About <a href="https://www.johndwood.co.uk/#/">John D Wood &amp; Co. </a>: Established in 1872, John D Wood &amp; Co. is one of London's most prestigious estate agencies, operating 37 branches across prime markets in London and southern England as part of Connells Group.
&nbsp;

John D Wood & Co. Managing Director Polly Ogden Duffy Reveals How Progressive Leadership Transformed 150-Year-Old Estate Agency

Build-to-Rent (BTR) is rapidly reshaping urban living in the UK, attracting billions in investment and redefining what it means to rent. These aren&rsquo;t just properties &ndash; they&rsquo;re lifestyle-driven communities with concierge services, curated amenities, and experiences that rival luxury hotels. For professionals from hospitality and luxury retail, BTR offers a unique career path that blends service excellence with real social impact.
<h2 class="MsoNormal">The opportunity</h2>
The UK Build-to-Rent (BTR) sector continues its growth trajectory, with investment reaching &pound;2.2 billion in the first half of 2025 &ndash; including over &pound;1 billion in Q2 alone, according to <a title="https://www.knightfrank.co.uk/research/article/2025/7/uk-btr-market-update-q2-2025?utm_source=chatgpt.com" href="https://www.knightfrank.co.uk/research/article/2025/7/uk-btr-market-update-q2-2025?utm_source=chatgpt.com">Knight Frank</a>. Single Family Housing has emerged as the dominant force, capturing 49% of total BTR investment through 17 deals worth &pound;730 million, reflecting strong appetite from both domestic and international investors for this evolving asset class.
While overall investment volumes have moderated compared to 2024&rsquo;s record levels, the fundamentals driving BTR growth remain: homeownership is increasingly unattainable for millions, the private rental sector now houses <a title="https://en.wikipedia.org/wiki/Private_rented_sector" href="https://en.wikipedia.org/wiki/Private_rented_sector">over 4.4 million households in England</a>, and institutional capital continues flooding into the space.
With 83% of 2025 transactions focused on forward-funding new developments and major players like Urban Bubble, Greystar, and Quintain Living committing billions to pipeline projects, the sector's expansion shows no signs of slowing. As new BTR developments launch monthly across London, Manchester, Birmingham and beyond, the critical question facing the industry is no longer about capital availability, it's about operational capacity and who will manage this wave of new rental housing.
With new developments launching monthly across the country, the natural next question is: who will manage them?
<h2 class="MsoNormal">Why build to rent is a game-changing career opportunity for hospitality and luxury retail consultants.&nbsp; </h2>
With a team coming from all areas of hospitality, including 5* venues, trust us when we say that modern build-to-rent developments are nothing without a first-class team to manage them.
For many candidates, it's the operational sophistication that draws them to build-to-rent. Far from traditional property management, the sector demands a unique blend of skills that appeals to ambitious hospitality professionals.
Modern build-to-rent developments offer amenities that rival luxury hotels: co-working spaces, residents' lounges, rooftop terraces, fitness centers, cinema rooms, and often on-site restaurants and bars. Many feature concierge services, regular community events, and 24/7 support teams.
The community management approach draws directly from hospitality principles &ndash; creating memorable experiences, anticipating needs, and building lasting relationships. However, unlike hotels where guests stay for days, build-to-rent residents call these places home for years.
<h2 class="MsoNormal">The ideal candidate profile</h2>
Success in build-to-rent requires a specific professional DNA. The sector attracts those who combine hospitality excellence with a genuine passion for community building.
This profile describes many hospitality professionals who may be seeking more meaningful work than traditional hospitality roles can offer.
For these individuals, build-to-rent offers a chance to apply their expertise in an environment that values both operational excellence and social impact.
From our research at deverellsmith, we've found that individuals who excel in customer service, problem-solving, and community engagement have the transferable skills to succeed in build-to-rent environments.
<h2 class="MsoNormal">The perception challenge</h2>
Despite its appeal, build-to-rent faces a talent acquisition challenge in attracting hospitality professionals.
Another consideration is salary alignment with traditional hospitality expectations. Our market research indicates that while base salaries in build-to-rent may vary, the sector compensates through superior work-life balance, accelerated career progression, and often equity participation in growing companies.
For Community Manager roles, as shown by our <a title="https://www.deverellsmith.com/what-we-think/insights/deverellsmith-releases-comprehensive-2025-salary-guide-trends-report-for-the-real-estate-industry/" href="https://www.deverellsmith.com/what-we-think/insights/deverellsmith-releases-comprehensive-2025-salary-guide-trends-report-for-the-real-estate-industry/">deverellsmith living salary guides</a>, salaries typically range from &pound;35,000 to &pound;45,000, with senior positions reaching &pound;60,000+. When combined with benefits packages, professional development opportunities, and the chance to shape emerging communities, many find this an attractive proposition.
The sector also offers the reward of creating meaningful, lasting impact. For many professionals, seeing residents build friendships, launch businesses from co-working spaces, or simply thrive in the communities they've helped create makes the career transition worthwhile.
<h3 class="MsoNormal">Understanding the build-to-rent landscape</h3>
The build-to-rent sector encompasses various operational models, each offering different opportunities for hospitality professionals:
<h3 class="MsoNormal">Fully integrated operations</h3>
Companies like Uncle and Verv Life manage most services in-house, from community programming to facilities management. These environments offer hospitality professionals the chance to develop comprehensive operational expertise across multiple service areas.
<h3 class="MsoNormal">Partnership models</h3>
Many operators work with specialist service providers &ndash; partnering with local restaurants for on-site dining, fitness brands for gym management, or event companies for resident programming, for example, Kew Curve-Ila is working with the local authorities to allow residents to know about the &lsquo;Chiswick Card&rsquo; to allow residents local discounts for pubs and restaurants in the area. This creates opportunities for both partnership management roles and independent service delivery within residential settings.
<h2 class="MsoNormal">Making the move</h2>
For hospitality luxury retail consultants considering build-to-rent, the transition represents an opportunity to apply proven skills in a sector that's reshaping how people live and work in modern cities.
The communities being built today will house millions of residents over the coming decades. For hospitality professionals ready to make a lasting impact while advancing their careers, build-to-rent offers an exciting frontier.
<div class="MsoNormal" style="text-align: center;" align="center"><hr align="center" size="2" width="100%"></div>
<h2 class="MsoNormal">About the Author</h2>
Grace Harris is a Senior Recruitment Consultant specialising in the Build to Rent temporary division at deverellsmith, a leading real estate recruitment and talent solutions partner spanning the UK and US. With years of recruitment experience, Grace expertly connects top talent with organisations in the dynamic Build-to-Rent sector.
At deverellsmith, we specialise in connecting exceptional hospitality talent with innovative build to rent opportunities. <a title="https://www.deverellsmith.com/contact-us/" href="https://www.deverellsmith.com/contact-us/">Contact our team</a> to explore how your expertise could shape the future of urban living.
&nbsp;

This article explores how the UK&rsquo;s fast-growing Build-to-Rent sector is creating new career opportunities for hospitality and luxury retail professionals. It highlights the market&rsquo;s investment growth, the shift towards lifestyle-focused rental communities, the transferable skills hospitality experts bring, and the rewards of building meaningful, resident-driven experiences.

Why more hospitality and luxury retail professionals are switching to build to rent

How to hire new homes staff in London without delays 

<div class="OutlineElement Ltr SCXW262984263 BCX0">
Deverellsmith reveals how to secure jobs and attract top talent in competitive real estate market&nbsp;
</div>
<div class="OutlineElement Ltr SCXW262984263 BCX0">
Property recruitment firm shares strategic insights for navigating 2025's challenging recruitment landscape&nbsp;
</div>

Navigating London's 2025 property market: A guide for job seekers & employers

After 12 years in estate agency recruitment, I still hear the same concerns from professionals considering an estate agent career UK: "Aren&rsquo;t estate agents overpaid?" "Don&rsquo;t you work terrible hours?" "Isn&rsquo;t it just a fallback job?"&nbsp;
These are widespread misconceptions that deter talented people from exploring a genuinely rewarding career. Having placed hundreds of candidates across the property sector, I want to address these myths directly and offer a realistic view of what this industry can provide.&nbsp;
<h2 id="Debunking-the-fee-myth" data-renderer-start-pos="511">Debunking the fee myth&nbsp;</h2>
One of the most persistent myths is that estate agents in the UK charge excessive fees. In reality, <a class="_mizu1p6i _1ah31bk5 _ra3xnqa1 _128m1bk5 _1cvmnqa1 _4davt94y _4bfu18uv _1hms8stv _ajmmnqa1 _vchhusvi _syaz14q2 _ect41gqc _1a3b18uv _4fpr8stv _5goinqa1 _f8pj14q2 _9oik18uv _1bnxglyw _jf4cnqa1 _30l314q2 _1nrm18uv _c2waglyw _1iohnqa1 _9h8h16c2 _1053w7te _1ienw7te _n0fxw7te _1vhvg3x0" title="https://www.propertyechoes.com/guides-and-advice/estate-agent-fees?utm_source=chatgpt.com" href="https://www.propertyechoes.com/guides-and-advice/estate-agent-fees?utm_source=chatgpt.com" data-renderer-mark="true" data-is-router-link="false" data-testid="link-with-safety">UK estate agency fees</a> are among the lowest globally. This misconception often comes from negative personal experiences rather than market facts.&nbsp;
From years recruiting for estate agency jobs London and across the UK, I&rsquo;ve consistently seen commission rates between 1&ndash;2% of property value. Compare that to international markets, 5&ndash;10% is common,and the competitiveness of the UK market becomes clear.&nbsp;
This low fee environment creates space for ambitious professionals. Success in this market requires efficiency, deep market insight, and strong client service&mdash;skills that are highly transferable to other sectors.&nbsp;
<h2 id="The-quality-divide:-What-sets-top-agents-apart" data-renderer-start-pos="1253">The quality divide: What sets top agents apart&nbsp;</h2>
Having placed hundreds of candidates in estate agency jobs London and beyond, I've seen a clear divide between agents who succeed and those who don&rsquo;t. It&rsquo;s not just about hitting sales targets, it&rsquo;s about professionalism, mindset, and real dedication to client outcomes.&nbsp;
Top estate agents guide clients through major life decisions. They balance in-depth market knowledge with emotional intelligence, keeping clients calm and informed during high-stress negotiations.&nbsp;
The most successful agents tend to:&nbsp;
<ol class="ak-ol" start="1" data-indent-level="1">
<li>
Know their market inside-out&nbsp;
</li>
</ol>
They understand local pricing trends, developments, and economic influences.&nbsp;
<ol class="ak-ol" start="2" data-indent-level="1">
<li>
Communicate proactively&nbsp;
</li>
</ol>
They stay in touch with all parties, foresee problems, and find creative solutions.&nbsp;
<ol class="ak-ol" start="3" data-indent-level="1">
<li>
Use technology effectively&nbsp;
</li>
</ol>
They adopt tools like virtual viewings and robust CRM systems to stay responsive.&nbsp;
<ol class="ak-ol" start="4" data-indent-level="1">
<li>
Build strong professional networks&nbsp;
</li>
</ol>
Relationships with brokers, solicitors, and surveyors help streamline deals.&nbsp;
Financial rewards reflect these differences. According to the National Association of Estate Agents, top performers consistently earn &pound;60&ndash;100k+, while those who don&rsquo;t invest in their skills often struggle to find stable income.&nbsp;
<h2 id="Understanding-estate-agent-working-hours" data-renderer-start-pos="2509">Understanding estate agent working hours&nbsp;</h2>
Many assume estate agents work terrible hours. The reality? It&rsquo;s not a 9&ndash;5 job but if you value flexibility, variety, and control over your income, estate agency might be a perfect fit.&nbsp;
Property transactions don&rsquo;t follow business hours. Clients want evening and weekend viewings, especially working professionals and families. That&rsquo;s why I often recruit for weekend estate agent jobs.&nbsp;
Top agents master time management. They may schedule viewings for Saturday mornings, handle admin midweek, and use automation tools to streamline tasks. It&rsquo;s about using time smartly, not just working long hours.&nbsp;
<h2 id="Where-this-path-can-take-you" data-renderer-start-pos="3156">Where this path can take you&nbsp;</h2>
One of the biggest myths is that estate agency is a dead-end job for people who "couldn&rsquo;t do anything else." In reality, the progression path is impressive if you're willing to work for it.&nbsp;
Most start as junior negotiators earning &pound;18&ndash;25k plus commission. From there, you can become a senior negotiator, progress manager, branch or area manager, or even start your own agency.&nbsp;
I&rsquo;ve placed people who began answering phones and now run multi-million-pound agencies. Others have moved into development, commercial real estate, or entirely different industries where negotiation and relationship-building are essential.&nbsp;
In prime London areas, experienced agents regularly earn six figures. Elsewhere, &pound;40&ndash;60k+ is achievable once you've built your brand and client base. Success is in your hands. Work hard, deliver for your clients, and you'll see the rewards.&nbsp;
<h2 id="Industry-evolution-and-future-opportunities" data-renderer-start-pos="4051">Industry evolution and future opportunities&nbsp;</h2>
The UK property sector is evolving rapidly, offering fresh opportunities for agents who can adapt.&nbsp;
PropTech is transforming property marketing and deal management. Meanwhile, buyer preferences are shifting due to changing work patterns and demographic trends.&nbsp;
Current trends include:&nbsp;
<ul class="ak-ul" data-indent-level="1">
<li>
Demand for eco-conscious homes&nbsp;
</li>
</ul>
<ul class="ak-ul" data-indent-level="1">
<li>
Remote work-friendly layouts&nbsp;
</li>
</ul>
<ul class="ak-ul" data-indent-level="1">
<li>
Long-term investment opportunities&nbsp;
</li>
</ul>
Government housing initiatives and infrastructure spending continue to drive demand across multiple market segments.&nbsp;
Forward-thinking agents are specialising in these areas while maintaining strong client relationships and deep market understanding which creates real competitive advantages in a fast-moving sector.&nbsp;
<h2 id="Taking-your-first-steps-in-estate-agency" data-renderer-start-pos="4815">Taking your first steps in estate agency&nbsp;</h2>
Thinking about starting out? Focus on agencies that offer solid training and mentoring. A good employer will provide structured onboarding, professional development, and clear progression based on effort and market conditions.&nbsp;
Training matters. The right employer invests in your development, holds high professional standards, and provides visible career growth.&nbsp;
Explore <a class="_mizu1p6i _1ah31bk5 _ra3xnqa1 _128m1bk5 _1cvmnqa1 _4davt94y _4bfu18uv _1hms8stv _ajmmnqa1 _vchhusvi _syaz14q2 _ect41gqc _1a3b18uv _4fpr8stv _5goinqa1 _f8pj14q2 _9oik18uv _1bnxglyw _jf4cnqa1 _30l314q2 _1nrm18uv _c2waglyw _1iohnqa1 _9h8h16c2 _1053w7te _1ienw7te _n0fxw7te _1vhvg3x0" title="https://www.deverellsmith.com/jobs" href="https://www.deverellsmith.com/jobs" data-renderer-mark="true" data-is-router-link="false" data-testid="link-with-safety">estate agent career opportunities</a> with firms that value staff and client service. Understanding broader market trends, regulatory changes, and economic shifts will also strengthen your chances of success. &nbsp;
If you're serious about this career, choose a company that offers proper training, sets high standards, and offers a real path forward. With the right foundation and work ethic, estate agency can become a financially and personally rewarding career.&nbsp; <video controls="controls" width="300" height="150"></video>
<h2 id="About-the-Author" data-renderer-start-pos="5697">About the Author&nbsp;</h2>
Tommy brings 12+ years of estate agency recruitment experience to his role at deverellsmith, one of the UK&rsquo;s leading property recruitment firms. He has placed hundreds of candidates at all levels and works with top industry brands to attract elite talent. His in-depth knowledge and focus on development make him a trusted partner for clients and job seekers alike.&nbsp;
Last updated: July 2025. Visit our <a class="_mizu1p6i _1ah31bk5 _ra3xnqa1 _128m1bk5 _1cvmnqa1 _4davt94y _4bfu18uv _1hms8stv _ajmmnqa1 _vchhusvi _syaz14q2 _ect41gqc _1a3b18uv _4fpr8stv _5goinqa1 _f8pj14q2 _9oik18uv _1bnxglyw _jf4cnqa1 _30l314q2 _1nrm18uv _c2waglyw _1iohnqa1 _9h8h16c2 _1053w7te _1ienw7te _n0fxw7te _1vhvg3x0" title="https://www.deverellsmith.com/what-we-think/insights" href="https://www.deverellsmith.com/what-we-think/insights" data-renderer-mark="true" data-is-router-link="false" data-testid="link-with-safety">insights page</a> for more career advice and market trends &nbsp;

Considering a career in UK estate agency? We cut through the common myths about pay, hours, and the job itself, offering a transparent look at the real rewards and opportunities this dynamic industry offers.

Common myths about the UK real estate industry debunked

London, UK &ndash; July 21, 2025 &ndash; Property recruitment specialists deverellsmith today highlighted the unique advantages of summer temporary recruitment in the real estate sector, revealing how seasonal demand creates unprecedented opportunities for professionals looking to break into the industry, in our<a title="https://bit.ly/4kP1pWy" href="https://bit.ly/4kP1pWy" target="_blank" rel="noopener">&nbsp;latest podcast episode.</a>
According to the company's latest market analysis, while most recruitment activity traditionally peaks in January, the summer property recruitment market presents a "summer opportunity gap" that benefits both clients and job seekers. This phenomenon occurs when permanent staff take well-deserved holidays while property market demand continues unabated, creating urgent staffing needs and reduced selectivity among employers.
"Timing is everything in property recruitment," said Tess, Senior Manager at deverellsmith with over seven years' experience in the sector. "We're seeing clients become more open to candidates without traditional property experience during peak summer months, and prioritise transferrable skills and attitude."
<h4 class="MsoNormal">Key market insights</h4>
deverellsmith's recent <a title="https://bit.ly/3ZpyJvy" href="https://bit.ly/3ZpyJvy" target="_blank" rel="noopener">salary report</a>&nbsp;confirms a growing trend of successful property professionals beginning their careers through temporary summer placements. Hospitality and luxury retail professionals are particularly well-positioned to transition into roles such as new homes sales, aftercare, and customer service positions.
Alice, who specialises in new homes sales temporary positions at deverellsmith, consistently places candidates from non-property backgrounds during these peak months. "Customer service skills from hospitality translate perfectly to the property sector," she noted.
Sector-specific opportunities
The firm reports varying peak temp demand across different property sectors throughout the year:
<ul type="disc">
<li class="MsoNormal" style="color: black; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Student accommodation and build-to-rent: Summer months see massive activity as new tenants register for September and October move-ins</li>
<li class="MsoNormal" style="color: black; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Construction and development: Ongoing project-based work, with particular current demand for fit-out and finishing managers</li>
<li class="MsoNormal" style="color: black; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Marketing and launch support: New development launches require intensive temporary support for events and digital campaigns</li>
<li class="MsoNormal" style="color: black; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Finance and administration: Year-end periods and financial transitions generate significant temporary support needs</li>
</ul>
Quality-focused approach
deverellsmith differentiates itself through personal relationship building, ensuring every temporary candidate undergoes face-to-face meetings or Teams calls. This quality-focused approach has resulted in numerous temporary assignments evolving into permanent career opportunities.
"We don't treat temporary staff as numbers," Tess explained. "When I call candidates about opportunities, they're speaking to someone who knows their aspirations and can help achieve them. This personal touch ensures better outcomes for both clients and candidates."
Market outlook
With nearly two decades of specialist experience in interim talent solutions, deverellsmith reports that summer presents optimal conditions for property sector entry. The combination of increased demand, reduced competition, and client flexibility creates what the business terms "ideal breakthrough conditions."
The property recruitment specialist encourages professionals considering sector transition not to wait for the "perfect" moment, emphasising that current summer demand provides abundant opportunities with strong potential for temporary assignments to develop into permanent career moves.
<a title="https://bit.ly/3H0kas6" href="https://bit.ly/3H0kas6" target="_blank" rel="noopener">Learn more about temporary solutions at deverellsmith.</a>

deverellsmith identifies "summer opportunity gap" as ideal entry point for professionals seeking property sector careers

Summer property recruitment market creates gateway opportunities for career changers, reports leading specialist agency

<div class="OutlineElement Ltr SCXW167214165 BCX0">
<h1 class="Paragraph SCXW167214165 BCX0">Exclusive breakfast roundtable hosted by Hintel and The Land Collective aims to combat diversity challenge in the sector.&nbsp;</h1>
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
<a href="https://www.hintel.co.uk/">Hintel</a><a href="https://www.hintel.co.uk/">,</a> the recruitment outsourcing partner of the deverellsmith group, is partnering with The Land Collective, an organisation which develops the next generation of diverse leaders in property and the built environment, to lead a discussion on creating sustainable talent pipelines and attracting diverse early career professionals. After completing one of The Land Collective&rsquo;s programmes:&nbsp;
</div>
<div class="ListContainerWrapper SCXW167214165 BCX0">
<ul class="BulletListStyle1 SCXW167214165 BCX0" role="list">
<li class="OutlineElement Ltr SCXW167214165 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">
96% of students had seen improvements in their commercial awareness&nbsp;
</li>
</ul>
</div>
<div class="ListContainerWrapper SCXW167214165 BCX0">
<ul class="BulletListStyle1 SCXW167214165 BCX0" role="list">
<li class="OutlineElement Ltr SCXW167214165 BCX0" role="listitem" data-leveltext="" data-font="Symbol" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">
98% felt more confident in their job search within the built environment&nbsp;
</li>
</ul>
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
The Land Collective works directly with employers to build inclusive pipelines that deliver meaningful results, whilst ensuring that talented individuals from diverse backgrounds have the opportunity to thrive in the built environment sector.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
"The Rental Living sector is experiencing significant growth compared to its residential development counterparts, who are facing obstacles when developing due to legislation, but this expansion is highlighting a critical talent gap,&rdquo; comments Sarah Hayford, CEO of The Land Collective.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
"Rather than continually drawing from the same limited talent pool, companies must develop strategies to attract, develop and retain diverse talent from early career stages.&rdquo;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
The National Insurance changes are predicted to impact minimum-wage positions compared to higher-salaried roles, further impacting the pipeline of new talent entering the industry.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
"This roundtable provides a unique opportunity for HR leaders to collaborate on solutions that go beyond competitive recruitment practices,&rdquo; added Pete Sheppard, Managing Director of Hintel UK.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
&ldquo;By focusing on long-term talent development strategies, the industry can work together to build an employment community that can be nurtured."&nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
The event is exclusively for HR leaders in the Real Estate sector, which will facilitate an open discussion and networking with those who are facing similar challenges across the Real Estate spectrum. The event takes place on July 10th, 8 am &ndash; 10 am at City Pavilion Boardrooms. &nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
Interested participants can register through Hintel's website or by contacting laura.croggon@deverellsmith.com&nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
<a href="https://thelandcollective.com/">About The Land Collective:</a> The Land Collective develops the next generation of diverse leaders in property and the built environment. Led by CEO Sarah Hayford, the organisation works to create pathways for underrepresented talent to thrive in the property sector.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW167214165 BCX0">
<a href="https://www.deverellsmith.com/find-talent/services/rpo-solutions-recruitment/">About Hintel UK</a><a href="https://www.deverellsmith.com/find-talent/services/rpo-solutions-recruitment/">:</a> The international talent consultancy and recruitment outsourcing partner of the deverellsmith group, exclusively for Property, Real Estate and Construction.&nbsp;
</div>

HR Leaders to address talent pipeline challenges in Real Estate sector 

<h1>Leading property recruitment specialist to power new career opportunities platform on BTR News&nbsp;</h1>
<div>&nbsp;</div>
<div>LONDON, UK &ndash; June 9, 2025 &ndash; deverellsmith, the specialist recruitment consultancy focused on the property sector, today announced its appointment as the exclusive recruitment partner for BTR News, as the leading build-to-rent publication launches its dedicated job board platform.</div>
<div>&nbsp;</div>
<div>The partnership combines deverellsmith's expertise and extensive network with BTR News' leading build-to-rent market platform to connect top talent with opportunities across build-to-rent, residential investment, and property sectors.&nbsp;&nbsp;</div>
<div>&nbsp;</div>
<div>"This partnership with BTR News creates a specialised platform that makes it easier for property professionals to find their ideal career opportunities and for employers to connect with the right talent in the build-to-rent sector," said <a href="https://www.deverellsmith.com/who-we-are/our-people/hannah-taylor/">Hannah Taylor</a>, Manager of Rental Living at deverellsmith.</div>
<div>&nbsp;</div>
<div>"The build-to-rent sector continues to attract significant investment and talent, and this partnership allows us to connect exceptional candidates with leading employers in a space where both sides are actively seeking each other.&rdquo;&nbsp;</div>
<div>&nbsp;</div>
<div>The new job board will feature positions from asset management and development to operational roles within build-to-rent portfolios, plus opportunities with investors, developers, and service providers in the sector.&nbsp;</div>
<div>&nbsp;</div>
<div>The BTR News <a href="https://btrnews.co.uk/job-listings/">job board is now live</a>, with deverellsmith handling all recruitment partnerships and candidate sourcing for featured positions.&nbsp;</div>
<div>&nbsp;</div>
<div><a href="https://www.deverellsmith.com/who-we-are/">About deverellsmith</a> deverellsmith is a specialist recruitment consultancy focused on the property sector, with particular expertise in residential investment, build-to-rent, and rental living. The company connects top talent with leading organisations across the property industry.&nbsp;</div>
<div>&nbsp;</div>
<div>About BTR News BTR News is the leading source of news, analysis, and insights for the build-to-rent sector, serving investors, developers, operators, and service providers with comprehensive coverage of this rapidly evolving market.&nbsp;</div>
<div>&nbsp;</div>
<h3>If you're looking for your next role, please get in touch using the form below, and a consultant will be in touch with you.</h3>

deverellsmith named exclusive recruitment partner for BTR News job board launch

At deverellsmith, we&rsquo;re constantly seeking innovative ways to help our recruitment consultants excel. That&rsquo;s why we were thrilled to welcome David Young, an acclaimed sports psychologist, to deliver an exclusive workshop on "Lessons from Elite Sport" for our team.
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Why sports psychology for property recruitment?</h2>
You might wonder what cricket celebrations and football victories have to do with finding the right people for the right roles. The answer lies in a fundamental truth that David shared with us: elite performance principles are universal. Whether you're a cricket player lifting the World Cup trophy or a recruitment consultant navigating a challenging placement, the mental frameworks that drive success remain remarkably consistent.
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">The performance brain vs. the survival brain</h2>
One of David's most powerful insights centred on understanding how our brains operate. As he explained, "Our brains are built for survival, not high performance." This means we're naturally wired to:
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Prioritise safety, reproduction, and sustenance
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Seek approval from others
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Conserve energy
</li>
</ul>
But to achieve peak performance in recruitment &ndash; whether that's building lasting client relationships, identifying hidden talent, or closing complex deals &ndash; we need to rewire our thinking. David introduced us to the concept of the &lsquo;Performance Brain&rsquo;, which combines:
BEHAVIOURAL STYLE + MINDSET = PERFORMANCE PREFERENCE
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Discovering our unique performance preferences</h2>
The workshop wasn't just theoretical. David guided our team through the &lsquo;Mindflick Spotlight&rsquo; assessment, helping each consultant understand their unique blend of performance preferences across two key dimensions:
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Mindset: How we view the world</h3>
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Contained: "Keep calm and carry on" - cool-headed and rational
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Optimistic: "Come on, let's get it!" - brave and confident
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Prudent: "There's danger here, be careful" - prepared and risk-aware
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Engaged: "Stay alert, things could change quickly" - attentive and responsive
</li>
</ul>
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Behavioural Style: How we interact with the world</h3>
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Forceful: External, task-focused behaviours - outspoken and direct
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
eXpressive: External, people-focused behaviours - persuasive and enthusiastic
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Logical: Internal, task-focused behaviours - structured and analytical
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Empathic: Internal, people-focused behaviours - caring and reflective
</li>
</ul>
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">The sweet spot vs. the danger zone</h2>
One of the most valuable aspects of David's approach was helping us understand that every strength has a potential shadow side. Through interactive exercises, our consultants explored:
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Sweet spot: Where their natural preferences drive peak performance
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Overdone: Where strengths become weaknesses when pushed too far
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Wriggle room: How to flex beyond their natural preferences when the situation demands it
</li>
</ul>
This isn't about changing who you are &ndash; it's about understanding your natural operating system and knowing when to adapt.
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Practical applications for recruitment excellence</h2>
The workshop revealed immediate applications for our consultants:
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Client meetings: Understanding whether to lead with data and analysis (Logical) or relationship and enthusiasm (eXpressive)
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Candidate conversations: Knowing when to be direct and challenging (Forceful) or supportive and encouraging (Empathic)
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Team collaboration: Recognising different mindsets and adapting communication styles accordingly
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Pressure situations: Accessing "wriggle room" preferences to stay effective under stress
</li>
</ul>
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Building a high-performance team</h2>
The session concluded with our consultants mapping out their strengths and "take cares" areas where they might need to be mindful of overplaying their natural preferences. But perhaps most importantly, they gained insight into how their unique blend of preferences contributes to our collective team strength.
As David reminded us, "All preferences are equally valuable &ndash; there are no 'better' preferences." The magic happens when diverse thinking styles come together with a shared commitment to excellence.
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Looking forward</h2>
The insights from David's workshop are already influencing how we approach everything from client strategy sessions to candidate assessments. By understanding the psychology of peak performance, our consultants are better equipped to not only excel in their roles but also to identify and nurture high-performance potential in the candidates they work with.
After all, at deverellsmith, we don't just find people jobs, we help build the teams and leaders who will drive tomorrow's success. And thanks to David Young's expertise, we're now better equipped than ever to do exactly that.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="paragraph" data-prosemirror-node-block="true">Get in touch below if you are looking for your next role or are looking to build a high-performing team.</h3>

Unlocking peak performance: Lessons from elite sport with David Young

deverellsmith is a global recruitment and talent solutions partner that specialises exclusively in the real estate and construction sectors. We provide executive, permanent and temporary recruitment solutions, talent advisory services, and comprehensive recruitment solutions to the entire property industry.

<span style="font-size: 12.0pt; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">deverellsmith operates globally with offices in London (UK), the Middle East, and the USA.&nbsp;

<span style="font-size: 12.0pt; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Hintel is deverellsmith's sister brand, a leading provider of global outsourced recruitment and talent solutions exclusively for Real Estate. Together, they form the deverellsmith group.
<span style="font-size: 12.0pt; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">&nbsp;

<div class="OutlineElement Ltr SCXW137087036 BCX0">
Strategic appointment and senior management promotions set to accelerate growth across the entire group&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
LONDON, 9 May 2025 &mdash; deverellsmith, the global recruitment and talent solutions partner exclusively for the real estate and construction sectors, has strengthened its London and international senior management team with the appointment of <a href="https://www.deverellsmith.com/who-we-are/our-people/georgia-zambakides/">Georgia Zambakides</a> as Executive Director.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
&ldquo;I&rsquo;m starting my position at a pivotal point in deverellsmith&rsquo;s history and development,&rdquo; she commented.<span class="EOP SCXW137087036 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
&ldquo;Our growth plans are unparalleled in our market and our industry, and I&rsquo;m excited to be leading that charge with the UK function of the business.&rdquo;<span class="EOP SCXW137087036 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
These are exciting times for the deverellsmith group. After nearly two decades of continuous growth by launching new solutions to the industry through deverellsmith&rsquo;s sister brand, <a href="https://www.deverellsmith.com/find-talent/services/rpo-solutions-recruitment/">Hintel</a>, the group has opened offices in the Middle East and the USA, with more office locations to be announced later in the year.<span class="EOP SCXW137087036 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
&ldquo;Georgia is a strategic powerhouse,&rdquo; added deverellsmith group CEO Andrew Deverell-Smith.<span class="EOP SCXW137087036 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
&ldquo;Her extensive experience and trusted opinion within the market make her exactly the sort of high-energy,&nbsp;creative thinking individual we need to lead our UK business forward.&rdquo;<span class="EOP SCXW137087036 BCX0" data-ccp-props="{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335559738&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
In her elevated role, Zambakides will continue to spearhead growth initiatives across all business units while taking on expanded responsibilities for the company's UK operations.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
Zambakides brings extensive expertise in executive recruitment for the sector, where she specialises in placing senior professionals within leading consultancies, major property developers and housebuilders.&nbsp;&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
&ldquo;Her comprehensive understanding of the UK property market and talent acquisition skills has established her as a trusted adviser to many of the industry's most influential,&rdquo; added Andrew Deverell-Smith.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
deverellsmith has strengthened its leadership team further with four management promotions to work closely with Zambakides to build out the UK business. The Business Development function has also been elevated through two additional promotions, highlighting the focus on significant business growth and reinforcing the leadership structure for the UK.&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
About deverellsmith&nbsp;
</div>
<div class="OutlineElement Ltr SCXW137087036 BCX0">
deverellsmith is the premier recruitment and talent solutions provider specialising in the real estate and construction sectors. The company delivers exceptional recruitment and talent advisory services to leading property developers, consultancies, and construction firms across the globe. For more information, visit deverellsmith.com.&nbsp;
&nbsp;
<a href="https://www.deverellsmith.com/who-we-are/">Learn more about us here.</a>
&nbsp;
<h3 class="Paragraph SCXW137087036 BCX0">If you're looking for a new role or want to grow your team, get in touch today.</h3>
</div>

deverellsmith announces Georgia Zambakides as Executive Director 

Summer property job hunting: Your complete guide to landing your dream role

<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="paragraph" data-prosemirror-node-block="true" data-pm-slice="1 1 []">deverellsmith, the global real estate recruitment firm and talent solutions partner, has been ranked in The Sunday Times Best Places to Work in the UK for the ninth year in a row.</h2>
This nationwide workplace survey honours and celebrates the UK&rsquo;s top employers, which number over 500 organisations across industries and scales, and highlights the best workplaces for women, the LGBTQIA+ community, disabled employees, ethnic minorities, younger and older workers, as well as those that provide the best wellbeing support.&nbsp;
For the first time, this year's survey also highlights the Best Places to Work in seven industry sectors: Business &amp; Management Services, Hospitality, Technology, Construction &amp; Building Materials, Financial Services, Marketing &amp; Advertising and Non-Profit &amp; Charities.&nbsp;
Throughout the past twelve months, deverellsmith has made significant strides across essential business functions, driven by an employee engagement strategy, enhanced rewards framework and comprehensive professional development initiatives.
After nearly two decades of continuous growth by launching new solutions to the industry through deverellsmith&rsquo;s sister brand, <a href="https://www.deverellsmith.com/find-talent/services/rpo-solutions-recruitment/" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Hintel</a>, the deverellsmith group has opened offices in the Middle East and the USA, with more office locations to be announced later in the year.
Now employing over 70 staff, deverellsmith&rsquo;s commitment to creating a highly engaged working environment has attracted the very best talent in property recruitment across the globe.
<a href="https://www.deverellsmith.com/who-we-are/our-people/" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Georgia Zambakides, Executive Director</a>, &ldquo;Being recognised in The Sunday Times Best Places to Work for the ninth consecutive year is an achievement that makes me incredibly happy and proud.
Our people are at the heart of everything we do, and this recognition validates our ongoing investment in employee wellbeing and professional and career development.
As we continue to expand globally with new offices in the Middle East and the USA, maintaining our position as an employer of choice remains our top priority.&nbsp;
We aim to create an environment where our team can thrive personally and professionally while delivering outstanding results for our clients."
Over the last 12 months deverellsmith raised over &pound;10,000 for charities, including a charity football match at the iconic <a href="https://www.deverellsmith.com/what-we-think/events/" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Premier League stadium, Craven Cottage</a>. Providing employees and clients with a once-in-a-lifetime opportunity whilst raising awareness and money for mental health challenges in young people.
deverellsmith is committed to promoting a positive workplace culture. The main staff benefits include:
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Flexible working scheme and option to work remotely
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Unlimited holiday
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
2 annual incentive trips abroad
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Health and wellbeing perks including a cycle to work scheme, quarterly barber and nail appointments, discounted gym memberships, quarterly team fitness/yoga/meditation sessions, private healthcare, access to free online therapy sessions, nursery benefits scheme and enhanced parental leave.
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Competitive commission structure rising to 50% and opportunity to earn equity within the business
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Comprehensive induction, sales, product and leadership training
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Exceptional career progression with opportunities across the globe
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Industry-renowned social events, weekly incentives and unique company culture
</li>
</ul>
<a href="https://bit.ly/4lxFC7k" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Learn more about deverellsmith here.</a>
If you're looking to hire or looking for your next job, get in touch via the form below.

deverellsmith listed in The Sunday Times Best Places to Work in the UK

Ask about career progression opportunities, company culture, and specific job expectations to demonstrate genuine interest and assess if the role suits you. Key questions include "What does success look like in this position?" and "What are the biggest challenges facing the team?" Also inquire about UK-specific benefits like pension schemes, flexible working arrangements, and professional development opportunities. These strategic interview questions help you evaluate the employer while showing you're a thoughtful candidate who researches thoroughly.

Five star interview questions include "What opportunities exist for career advancement within the UK office?", "How do you measure success in this role?", "What's the company culture like and how has it evolved?", "What are the biggest challenges facing this department?", and "What does a typical day look like in this position?" These top-tier interview questions demonstrate strategic thinking, genuine interest in the role, and help you assess whether the company aligns with your career goals while impressing UK employers with your preparation and professionalism.

Common interview questions in the UK include "Tell me about yourself," "Why do you want this job?", "What are your strengths and weaknesses?", "Where do you see yourself in five years?", and "Why are you leaving your current role?" Employers also frequently ask competency-based questions like "Give an example of when you worked in a team" and situational questions about handling workplace challenges. Preparing answers for these standard interview questions, along with researching the company and role-specific queries, significantly improves your chances of success in UK job interviews.

The 80/20 rule in interviewing means candidates should speak 80% of the time while interviewers listen for 20%, allowing you to thoroughly showcase your skills and experience. This interview technique also applies to preparation: 80% of your interview success comes from mastering 20% of key areas like researching the company, preparing STAR method examples, and practicing answers to common questions. UK employers prefer candidates who can articulate their value clearly, so use this rule to dominate the conversation positively while staying relevant and concise.

Start with a brief professional summary including your name, current role, and key qualifications, then highlight 2-3 relevant achievements that match the job requirements. Use the formula: "I'm [name], a [job title] with [X years] experience in [industry/field], specialising in [key skills]. Recently, I [specific achievement], which demonstrates my ability to [relevant skill for new role]." Keep your self-introduction concise (30-60 seconds), focus on the value you'll bring to the UK employer, and end by expressing enthusiasm for the specific opportunity rather than generic statements.

Unique questions you should be asking in your interview 

Property management in the UK involves overseeing rental properties on behalf of landlords, including tenant screening, rent collection, property maintenance, and handling tenancy agreements. Professional letting agents and property managers handle day-to-day operations like repairs, inspections, deposit protection, and ensuring compliance with UK landlord regulations and safety certificates. This service allows property investors to maintain their rental portfolio while reducing the time and stress of being a hands-on landlord.

Property manager salaries in the UK typically range from &pound;20,000-&pound;35,000 annually for entry-level positions, with experienced letting agents and senior property managers earning &pound;35,000-&pound;50,000+ depending on location and portfolio size. London property managers often command higher salaries due to increased living costs and property values, while regional letting agents may earn less but benefit from lower overheads. Many property management professionals also receive commission bonuses based on new tenancies secured and portfolio performance, significantly boosting total earnings.

The biggest responsibility for property management in the UK is ensuring tenant safety and legal compliance with all landlord obligations, including gas safety certificates, electrical inspections, fire safety regulations, and deposit protection schemes. Property managers must stay current with constantly changing UK rental legislation, tenancy laws, and health and safety requirements to protect both tenants and landlords from legal issues. Failure to meet these statutory responsibilities can result in hefty fines, prosecution, and potential rental property closures by local authorities.

Property managers in London typically earn &pound;28,000-&pound;45,000 annually for standard roles, with senior property managers and portfolio managers earning &pound;45,000-&pound;65,000+ depending on experience and company size. Central London letting agents and luxury property managers can command salaries of &pound;50,000-&pound;80,000+ due to high property values and demanding clientele in areas like Kensington, Chelsea, and Canary Wharf. Many London property management roles include performance bonuses, commission structures, and benefits packages that can add &pound;5,000-&pound;15,000 to base salaries annually.

To become a property manager in London, start with relevant qualifications like a property management course, estate agent training, or ARLA Propertymark certification which are highly valued by UK letting agencies. Gain experience through entry-level roles as a lettings negotiator, property assistant, or trainee letting agent with established London estate agents or property management companies. Many successful property managers also pursue NAEA Propertymark membership, complete CPD training, and develop expertise in London rental markets, tenancy law, and property legislation to advance their property management career.

<h1 data-prosemirror-content-type="node" data-prosemirror-node-name="paragraph" data-prosemirror-node-block="true" data-pm-slice="1 1 []">As someone who has spent over a decade specialising in estate agency recruitment...</h1>
and now manages all mid-senior level hires across Prime Central London and the UK at deverellsmith, I've seen firsthand how the property management salary landscape has evolved dramatically over the past year. The sector is experiencing unprecedented changes that every hiring manager and job seeker needs to understand.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="paragraph" data-prosemirror-node-block="true">The current property management salary landscape</h3>
Property management salaries within the estate agency sector have experienced a moderate but meaningful increase over the past year.
The driving forces behind these salary increases are threefold: inflation pressures, a genuine shortage of skilled professionals, and intensifying competition for experienced talent. What I'm seeing in my day-to-day recruitment work aligns perfectly with broader market trends - employers are finding it challenging to attract and retain quality candidates at previous salary levels.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="paragraph" data-prosemirror-node-block="true">Market pressures reshaping compensation strategies </h3>
The property recruitment market is particularly challenging right now. One of the biggest challenges currently facing the industry is a growing talent shortage, driving candidates toward roles offering financial stability over commission-based incentives, with many now prioritising guaranteed salaries even at the expense of commission potential.
This shift represents a fundamental change in candidate priorities that I've witnessed firsthand through countless recruitment conversations. Where commission potential once dominated discussions, today's property management professionals are asking different questions about work-life balance and career security.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="paragraph" data-prosemirror-node-block="true">What top candidates actually want in 2025</h3>
Through my experience managing estate agency recruitment at the senior level, I've observed that salary negotiations have evolved far beyond basic compensation discussions. Today's property management professionals are placing greater emphasis on:
<h4 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Flexible working arrangements</h4>
In 2025, we'll continue to see the effects of the post-pandemic shift towards home-working, with more people working remotely and buyer priorities having changed. Property managers are no longer willing to commute daily to central London offices when technology enables them to serve clients effectively from hybrid arrangements.
<h4 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Career progression opportunities</h4>
The most successful property management recruitment conversations I have involve clear advancement pathways. Candidates want to understand not just their immediate role, but how they can progress within 12-24 months.
<h4 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Job stability and security</h4>
Economic uncertainty has led some agencies to be more cautious with hiring and salary increases, but the essential nature of property management roles has sustained recruitment activity. Smart candidates recognise that property management is recession-resistant, but they want employers who demonstrate long-term thinking.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Industry challenges creating opportunities</h3>
The current market presents unique challenges that savvy professionals can turn into career advantages:
<h4 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Build to Rent expansion</h4>
Although the concept has existed since 2012, there has been a recent surge in built-to-rent developments, particularly appealing to a younger demographic who seek hassle-free homes with professional property management. This growth is creating new build to rent recruitment opportunities for property managers with the right experience.
<h4 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Technology integration</h4>
By 2025 and beyond, Customer Relationship Management (CRM) systems will have advanced significantly, offering enhanced lead management capabilities specifically tailored to the needs of estate agents. Property managers who can adapt to new technology platforms are commanding premium salaries.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Salary benchmarks and expectations</h3>
Based on our latest deverellsmith salary guide data, here are a few examples of the current salary expectations for property management jobs in 2025:
Assistant Property Manager: &pound;25,000 - &pound;30,000
Senior Property Manager: &pound;35,000 - &pound;45,000
Assistant Head of Property Management: &pound;40,000 - &pound;55,000
Head of Property Management: &pound;55,000 - &pound;90,000 + bonus
These figures reflect current base salaries from our comprehensive market analysis, with senior management roles including performance bonuses that can significantly enhance total compensation packages.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Strategic advice for employers</h3>
As someone who works with the UK's leading estate agency recruitment challenges daily, my advice to employers is clear: develop comprehensive packages that address the whole candidate experience.
Beyond base salary:
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Professional development budgets (&pound;2,000-&pound;5,000 annually)
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Flexible working policies with clear guidelines
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Performance-related incentives tied to client satisfaction
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Clear promotion pathways with defined timescales
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Enhanced pension contributions
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Private healthcare benefits
</li>
</ul>
The report reveals the impending impact of the Renters' Rights Bill on commission structures, with agencies transitioning from collecting upfront fees to monthly payments, meaning negotiators are likely to see their remuneration spread across 12 months. Forward-thinking employers are using this regulatory change as an opportunity to create more predictable income streams for their teams.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">The future of property management careers</h3>
Real estate recruitment trends indicate that the most successful property management professionals will be those who combine traditional relationship-building skills with digital proficiency. The threat landscape has changed significantly, with generative AI-enabled fraud attempts rising by 230% from 2023 to 2024. This creates opportunities for property managers who understand compliance and technology integration.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Conclusion: A candidate-driven market</h3>
The property management recruitment market in 2025 favours candidates who understand their value and can articulate their worth beyond just technical skills. Employers who recognise that total compensation extends far beyond salary will secure the best talent.
After 12 years in estate agency recruitment, I've never seen a market where soft skills, cultural fit, and long-term vision matter more. Property management professionals who can demonstrate client relationship skills, technological adaptability, and compliance awareness will command premium compensation packages.
The agencies thriving in this environment are those treating recruitment as a strategic investment, not a cost centre. They understand that in a candidate-driven market, the best property management professionals have choices, and they're making decisions based on career value, not just immediate salary figures.
Tommy Lambourne is Director at deverellsmith, specialising in estate agency recruitment with over 12 years of experience. He manages all mid-senior level hires across Prime Central London and the UK, with extensive knowledge of property management, sales, and lettings recruitment markets.
<a href="https://bit.ly/43Dt9YN" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Download our full Salary Guide &amp; Trends Report 2025 now. </a>
If you are looking to hire top property management talent or are looking for your next property management job, get in touch below.

Salary shorts: Property management salary insights and hiring trends from the experts 

Let's talk about what's happening in the property finance world right now. The past year has brought some interesting shifts in salaries, hiring practices, and what candidates are looking for. Both companies and finance professionals need to get to grips with these new realities as the economy stabilises and workplace expectations continue to evolve.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Salary growth is cooling down</h3>
After several years of accelerated wage inflation driven by cost-of-living concerns, salary growth across the property finance sector has settled at approximately 5% over the past year. This represents a significant cooling compared to previous expectations of 10%+ increases, largely corresponding with broader inflation coming under control.
However, this moderation isn't uniform across all segments. We continue to observe stronger wage inflation in specific areas:
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Newly qualified accountants are still in high demand and commanding better pay
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Transactional roles like accounts payable, receivable, and credit control continue to see above-average increases
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Graduate salaries have jumped to &pound;28k-&pound;30k (up from &pound;25k)
</li>
</ul>
This bump at the entry level is having a knock-on effect, pushing up pay for professionals with 1-3 years of experience as companies try to keep their salary scales making sense.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">The flexibility premium</h3>
Perhaps the most significant shift we've witnessed is the elevation of workplace flexibility from a nice-to-have perk to a fundamental consideration in candidate decision-making. Our recruitment data reveals a clear preference for positions offering remote work arrangements, with roles providing two work-from-home days attracting substantially more interest than higher-paying positions with limited flexibility.
This effectively creates a direct trade-off between compensation and work-from-home arrangements, with many candidates willing to accept modestly lower salaries in exchange for improved work-life integration. Organisations offering hybrid arrangements are experiencing measurably improved candidate attraction and retention rates.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Beyond money: Career development keeps people around</h3>
A good salary gets people in the door, but clear progression keeps them from walking out of it. Today's finance professionals want more than just a paycheck - they want to build skills and see a clear path forward.
We're seeing higher turnover in finance departments with flat structures where there's nowhere to go. People are voting with their feet and moving to companies that offer better development opportunities. The organisations doing retention right are the ones with clear development plans, mentoring, and transparent promotion paths.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">What else do candidates want?</h3>
A couple of other things worth mentioning about what today's finance professionals are looking for:
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Normal working hours: There's real pushback against long days (9-6 or longer). Most qualified professionals below the executive level want standard 9-5 hours and will choose roles that respect their time.
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Work that matters: People want to feel their job has purpose, and they're making a real contribution.
</li>
</ul>
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Market outlook: Cautiously optimistic but more careful</h3>
The market mood has improved since the new government came in, but there's still uncertainty around when interest rates will normalise. This is affecting hiring patterns - larger institutions and project-focused businesses are being more hesitant than smaller, nimbler companies that can adapt quickly.
Recruitment processes have gotten much more thorough:
<ul class="ak-ul" data-prosemirror-content-type="node" data-prosemirror-node-name="bulletList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
More testing and assessment stages
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Longer decision-making timelines
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
More focus on cultural fit and long-term potential
</li>
</ul>
This extra caution makes sense given the upcoming National Insurance contribution increases that will make each new hire more expensive. Companies want to be sure they're making the right choice the first time around.
One trend that's impossible to ignore - counter-offers have become almost guaranteed for good candidates who make it to final interviews. Employers know how disruptive and costly it is to replace good team members, so they're increasingly willing to improve pay and conditions to keep them.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Navigating forward</h3>
As we move through 2025, organisations that will succeed in attracting and retaining top finance talent will be those that:
<ol class="ak-ol" start="1" data-prosemirror-content-type="node" data-prosemirror-node-name="orderedList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Offer competitive compensation aligned with current market expectations
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Provide meaningful flexibility that acknowledges the changed workplace landscape
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Create clear development pathways that extend beyond salary progression
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Maintain efficient, respectful recruitment processes that value candidates' time
</li>
</ol>
The property finance recruitment landscape continues to evolve, but with thoughtful strategy and awareness of these key trends, both employers and candidates can successfully navigate this new normal.
<a href="https://bit.ly/4jaJc61" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Download our full Salary Guide &amp; Trends Report 2025 now.</a>
Joseph heads up deverellsmith&rsquo;s Accounting &amp; Finance team and is an experienced headhunter specialising in sourcing the best accounting and finance leaders within the real estate sector. With over 8 years of experience sourcing talent across the residential and commercial property sectors, he is the perfect recruitment partner for any senior finance hires.
If you are looking to hire top accounting and finance professionals or looking for your next job, get in touch below.

Salary shorts: Property accounting & finance salary trends and hiring insights from the experts

Construction jobs in high demand across the UK include skilled tradespeople such as electricians, plumbers, bricklayers, and carpenters, driven by the ongoing housing shortage and infrastructure projects. Plant operators, site managers, and quantity surveyors are also experiencing significant recruitment demand as the construction industry faces a skills shortage. To enter these high-paying construction careers, consider apprenticeships through CITB or vocational training programs that lead to NVQ qualifications and CSCS cards required for most UK construction sites.

The UK is facing a severe construction worker shortage with over 250,000 vacancies across the industry, exacerbated by Brexit reducing EU migrant workers and an ageing workforce. The construction skills shortage particularly affects trades like bricklaying, electrical work, and carpentry, with 40% of construction firms struggling to fill positions. Solutions include government-backed construction apprenticeships, CITB training schemes, and increased wages to attract new workers into the industry, making it an excellent time for career changers to enter high-demand construction jobs.

Getting a construction job in the UK starts with obtaining a CSCS card (Construction Skills Certification Scheme) which is mandatory for most sites, followed by choosing between construction apprenticeships for paid training or short construction courses at local colleges. Entry-level construction jobs like labourer, trainee electrician, or apprentice carpenter often require no prior experience and provide on-the-job training. Apply through construction recruitment agencies, job sites like Indeed, or directly contact local builders and construction companies - many are actively hiring due to the current skills shortage and offer construction training programs for beginners.

The construction industry in the UK encompasses all activities involved in building, designing, and maintaining infrastructure including residential homes, commercial buildings, roads, bridges, and utilities. This multi-billion pound sector employs over 2.7 million workers across construction companies, from major contractors like Balfour Beatty to local builders, covering trades such as civil engineering, housebuilding, and refurbishment. The industry includes construction jobs ranging from architects and engineers to skilled tradespeople, playing a crucial role in the UK economy through housing development, infrastructure projects, and commercial construction.

Construction recruitment in the UK refers to the specialised process of hiring construction workers and professionals for building projects, typically handled by construction recruitment agencies and property recruitment agencies like deverellsmith. These&nbsp;construction recruitment agencies match skilled tradespeople, engineers, and site managers with construction companies seeking temporary, permanent, or contract workers across residential, commercial, and infrastructure projects. Construction recruitment services help both job seekers find construction careers and employers fill urgent vacancies in the current skills shortage, offering everything from apprenticeship placements to senior management positions in the UK construction industry.

<h1 data-prosemirror-content-type="node" data-prosemirror-node-name="paragraph" data-prosemirror-node-block="true" data-pm-slice="1 1 []">While London's construction sector faces challenges with Building Safety Regulator delays...</h1>
...this creates unprecedented opportunities for developers, investors, and professionals who understand how to navigate the new landscape.
This article explores the industry's current challenges and how these can be turned into opportunities for both business and talent in the market.
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">The current landscape: Challenges creating opportunities</h2>
London's construction industry is experiencing a pivotal moment. New home starts have plunged 38% in Q1 2025 as the Building Safety Act continues to impact the sector, whilst the latest figures reveal that over two-thirds of Gateway 2 applications transferred to the BSR last autumn remain unapproved, according to the <a href="https://www.constructionenquirer.com/2025/04/22/safety-regulator-misses-deadline-to-clear-gateway-2-backlog/" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Construction Enquirer.</a> These statistics might seem daunting, but as someone who has spent years connecting talent with opportunity in London's residential construction market, I see this as a defining moment for strategic players.
The Building Safety Regulator (BSR) has been struggling with delays of 25 to 40 weeks for Gateway 2 decisions, compared to the statutory target of 8-12 weeks. Around 75% of applications for higher-risk schemes are still being turned back by the regulator at Gateway 2, creating what appears to be a bottleneck but actually represents a significant market opportunity (<a href="https://www.constructionenquirer.com/2025/04/22/safety-regulator-misses-deadline-to-clear-gateway-2-backlog/" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Construction Enquirer.</a>).
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Why this spells opportunity for developers and investors</h2>
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Talent scarcity creates a competitive advantage</h3>
Having worked with numerous developers across London, I've observed that the most successful ones are those who can attract and retain top talent, while others retreat. The current environment is creating a unique talent acquisition opportunity, where private housing starts have dropped to just 5.5% of the government's 88,000 annual target, freeing up skilled professionals from stalled projects.
This talent scarcity means that developers who can identify, hire, and retain the right people will inevitably outperform competitors. Banks are pulling back from the high-rise residential market due to delays, but this creates opportunities for developers to secure top-tier project managers, quantity surveyors, and building safety specialists who would typically be unavailable in a buoyant market.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">The talent pool is deepening</h3>
One of the fundamental principles I've learned in recruitment is that opportunity increases when competition decreases. Many developers are postponing or cancelling projects due to regulatory uncertainty, which means exceptional talent is becoming available&mdash;professionals who would normally be locked into long-term contracts or command premium salaries.
For developers with strong financial backing and strategic vision, this represents a golden opportunity to build world-class teams. The professionals who can navigate the BSR process are now approachable, and securing them now means having the expertise in-house when the market rebounds.
Regional House Builders are also benefiting from talent that was previously unattainable from the London market, as BSR/project delays are causing people to lose confidence in prospects from their current employers.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">High-demand specialisations</h3>
From my experience placing candidates across London's construction sector, certain specialisations are becoming increasingly valuable:
Building safety specialists: Professionals with expertise in BSR applications and building safety compliance are in exceptionally high demand. The complex application process requires specialists who understand both technical requirements and regulatory procedures.
Project managers with regulatory experience: Development programmes are being lengthened by 12 to 18 months due to regulatory requirements, creating demand for project managers who can navigate extended timelines and complex approval processes.
Quantity surveyors with building safety knowledge: The additional costs and time associated with the new regime require quantity surveyors who understand how to price and manage building safety compliance.
Temporary and contract specialists: Many firms are turning to temporary workers to access specialised building safety expertise without long-term commitments. This approach allows companies to bring in regulatory specialists for specific projects while maintaining flexibility as the new compliance landscape continues to evolve.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Salary expectations and market demand</h3>
Current market conditions are driving salary premiums for in-demand roles. Insight from our most recent <a href="https://www.deverellsmith.com/campaign/salary-guide-2025/" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Salary Guide &amp; Trends Report 2025 </a> suggests technical and redesign specialities continue to command premium salaries, with some exceptional candidates securing increases of up to &pound;15,000 due to critical skills shortages in these niche areas.
As we look ahead, I anticipate a significant market shift within the next 12-24 months as projects begin advancing through gateway approvals, potentially creating an increase in competition.
To position yourself effectively, focus on building the specific qualifications and experience that employers in your target sector value most - whether that's technical certifications, project management credentials, or hands-on experience with similar initiatives. Don't wait for the market shift to happen; use this transition period to strengthen your profile through additional training, networking, or taking on relevant projects in your current role.
Also, consider timing your job search strategically - getting in early, as projects gain approval, could give you an advantage over waiting until the market becomes saturated with applicants. The key is being proactive rather than reactive to these anticipated changes.
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Practical advice for market participants</h2>
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">For developers and investors</h3>
<ol class="ak-ol" start="1" data-prosemirror-content-type="node" data-prosemirror-node-name="orderedList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Invest in regulatory expertise early: Build relationships with consultants who have proven BSR track records
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Plan for extended timelines: Build 18-month regulatory contingencies into project schedules
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Focus on quality applications: Poor quality applications are contributing to overall processing delays
</li>
</ol>
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">For construction companies</h3>
<ol class="ak-ol" start="1" data-prosemirror-content-type="node" data-prosemirror-node-name="orderedList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Develop internal building safety capabilities: Reduce dependence on external consultants
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Maintain workforce during downturn: Companies that retain talent through this period will have competitive advantages when the market recovers
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Invest in technology and training: Technology is changing the face of the construction world
</li>
</ol>
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">For job seekers</h3>
<ol class="ak-ol" start="1" data-prosemirror-content-type="node" data-prosemirror-node-name="orderedList" data-prosemirror-node-block="true">
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Target building safety qualifications: NEBOSH Construction, IOSH qualifications, and building safety certifications are highly valued
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Leverage specialist construction recruitment agencies: Working with recruitment firms that specialise in construction recruitment can give you a significant edge in your job search. As a construction recruitment consultant, I have relationships with top employers in the sector and understand exactly what companies are looking for in candidates. Plus, you&rsquo;ll be able to gain valuable insights about market trends, salary expectations, and present yourself in the best possible light to potential employers who are actively hiring.
</li>
<li data-prosemirror-content-type="node" data-prosemirror-node-name="listItem" data-prosemirror-node-block="true">
Network within the industry: Building relationships through industry events and LinkedIn is crucial in this relationship-driven sector
</li>
</ol>
<h2 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Looking forward: Why timing matters</h2>
London's construction market isn't broken- it's recalibrating. The current regulatory challenges are temporary, but the housing shortage driving government policy is permanent. The government wants to turbo-charge housebuilding to deliver 1.5 million homes in five years, which means the regulatory bottlenecks will eventually be resolved.
The question isn't whether London's construction market will recover - it's whether you'll be positioned to capitalise when it does.
<a href="https://www.deverellsmith.com/who-we-are/our-people/verity-hampson-smith/" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Verity Hampson-Smith</a> is a Principal Recruitment Consultant at deverellsmith, specialising in placing permanent staff within Residential Construction in central London. With a background in the events and hospitality industry, naturally, she has a people-centric approach to everything she does. She prides herself on being an honest recruiter and from this has built a strong network with a variety of clients and candidates, allowing her to support businesses to secure the top talent in the industry. Or get in touch via the form below, and they will be in touch.
<a href="https://www.deverellsmith.com/what-we-think/insights/meet-tess-amigoni-and-verity-hampson-smith/" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">You can meet our specialist construction recruitment team here if you are looking to build a world-class team or find your next job. </a> Supporting with both permanent and temporary recruitment solutions.
Or get in touch via the form below, and they will be in touch.

Why London's construction slowdown is actually the best time to build your team (and your career)

In the UK, Chief Marketing Officers (CMOs) command the highest marketing salaries, typically ranging from &pound;120,000 to &pound;250,000+ annually, with those at FTSE 100 companies earning up to &pound;400,000. Marketing Directors at large corporations earn &pound;90,000-&pound;150,000. Digital marketing specialists, particularly in areas like SEO, PPC, and data analytics, also command premium salaries due to high demand for these technical skills.

UK marketing job roles include: Marketing Executive/Manager, Digital Marketing Specialist, SEO/PPC Manager, Social Media Manager, Content Marketer, Brand Manager, Market Research Analyst, Email Marketing Specialist, Marketing Automation Expert, PR Specialist, Product Marketing Manager, and CMO/Marketing Director. The sector offers diverse opportunities across B2B, B2C, agency, and in-house environments with varying specialisations and seniority levels.

Marketing is generally a well-paid career in the UK, with entry-level positions starting at &pound;22,000-&pound;28,000, mid-level roles at &pound;30,000-&pound;60,000, and senior positions commanding &pound;60,000-&pound;100,000+. Digital specialists often earn premium salaries due to high demand. While London offers the highest salaries, regional differences exist, with roles in major cities like Manchester and Birmingham paying 10-15% less than their London counterparts. Career progression can lead to substantial salary growth.

Essential skills for UK marketing professionals include: data analysis (Google Analytics, Excel), digital marketing knowledge (SEO, PPC, social media), content creation, project management, strong communication abilities, creativity, commercial awareness, basic design skills (Canva, Adobe Creative Suite), CRM experience (Salesforce, HubSpot), and understanding of UK market regulations (GDPR, ASA guidelines). Technical skills in digital marketing tools are increasingly valuable, as is the ability to demonstrate measurable campaign results.

To secure a UK property marketing job, obtain relevant qualifications (marketing degree, CIM or RICS certifications) and gain experience through estate agency or property developer internships. Build a portfolio showcasing property marketing projects, especially digital content and virtual tours. Network via LinkedIn and property industry events. Develop specialised skills in property photography, virtual staging, property listing SEO, and CRM systems like Rightmove Plus. Apply for entry-level positions such as Marketing Assistant at estate agencies or Property Marketing Coordinator at development companies.

As Executive Director at deverellsmith, I've had a front-row seat to the evolving compensation landscape in property marketing. Our latest Salary Guide &amp; Trends Report reveals some interesting trends that both employers and candidates should be aware of in today's market.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">A tale of two salary tracks</h3>
What strikes me most about our findings is the uneven nature of salary progression across different levels. Junior marketing roles are experiencing minimal movement despite increasingly challenging hiring conditions. Many talented marketers with less experience are finding better pay and benefits packages outside real estate.
In contrast, mid-level marketing positions have seen notable salary growth. This is largely driven by talent movement within the sector, with professionals leveraging their experience to secure better compensation packages. Meanwhile, the senior executive market presents yet another picture &ndash; it's crowded with qualified candidates who are often willing to be more flexible on compensation.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">The premium skills commanding top compensation</h3>
If there's one thing that&rsquo;s clear, it's that digital expertise combined with property experience represents the most significant skills shortage in our sector. Professionals who bring both to the table can command premium salaries.
Commercial acumen is also setting high earners apart. In today's economic climate, marketers who can demonstrate a clear return on marketing spend are worth their weight in gold. Property companies are increasingly prioritising professionals who can connect marketing activities directly to business outcomes.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Beyond salary: What really attracts talent</h3>
What I find particularly interesting is how workplace flexibility has evolved from a pandemic-era necessity to a top talent priority. The conversation has moved beyond simple remote work policies to more nuanced flexibility arrangements that accommodate childcare needs and reduce commuting costs, especially for those living outside London, where travel expenses have skyrocketed.
For property businesses struggling to match salary offers from tech or hospitality sectors, my recommendation is clear: invest in your people through training and enhanced benefits packages. This approach often proves more effective than trying to compete solely on base salary, especially when budget constraints are tight.
<h3 data-prosemirror-content-type="node" data-prosemirror-node-name="heading" data-prosemirror-node-block="true">Looking forward</h3>
As we navigate this complex landscape, property marketing leaders need to recognise these nuanced trends and adapt their recruitment and retention strategies accordingly. The companies that will be at an advantage won't necessarily be those offering the highest salaries across the board, but those who understand the varying priorities at different career stages and create compelling overall packages tailored to what truly matters to today's marketing professionals.
Georgia Zambakides is Executive Director at deverellsmith, specialising in property talent acquisition and retention strategies. Georgia specialises within New Homes Sales, Marketing &amp; Aftercare, Business Support and Leasehold divisions as well as spearheading the expansion of deverellsmith&rsquo;s overarching business growth strategy.
<a href="https://bit.ly/4jaJc61" data-prosemirror-content-type="mark" data-prosemirror-mark-name="link">Download our full Salary Guide &amp; Trends Report 2025 now.</a>
<h4 data-prosemirror-content-type="node" data-prosemirror-node-name="paragraph" data-prosemirror-node-block="true">&nbsp;</h4>
Whether you are a marketing professional looking for your next role, or a hiring manager looking to hire top marketing talent, get in touch below.

Salary shorts: Property marketing salary trends and hiring insights from the experts

Your digital transformation toolkit: Tech skills for tomorrow's property professionals

Real estate in 2025: Challenges, solutions & what’s coming next

​In recent times, the world has faced some challenges and uncertainties and it&rsquo;s natural to be dubious about where to build your career.
If you are considering taking that next step or leaping into the property industry, this blog will take you through 3 of the key benefits of gaining a job in property could bring you, as well as the opportunities there are to take hold of.
<ol class="ak-ol">
<li>
<h3>Stable, resilient and adaptable</h3>
</li>
</ol>
One of the primary drivers of the real estate industry is the demand for housing. Regardless of economic conditions, people will always need somewhere to live. The growing population further fuels this meaning the demand for housing continues to be steady.
How is the property industry resilient?
Despite economic fluctuations, the UK property industry has displayed resilience over the years and has historically recovered from downturns and continued to grow in the long run.
The real estate industry also adapts exceptionally well to the motives and demands of its stakeholders. An example of this is the recent growth of the rental market.
According to The Guardian, the demand for rental homes has increased by 23%, due to more people not being able to afford to buy properties. &lsquo;The rental market is as strong as ever, which is helping to combat challenges around operations for many businesses in the property market&rsquo; &ndash; Sowgol Zarinchang, Managing Director - Way of Life.
This stability can provide you with a sense of security and confidence in your next career decision, knowing the property industry has a strong foundation and long-term potential. There will always be a need for property professionals within the whole lifecycle, whether that&rsquo;s real estate agents, property managers or quantity surveyors.
<h3 align="start">2. Diverse career paths</h3>
According to the British Property Federation, the real estate sector supported more than 2.6 million jobs in 2022. You won&rsquo;t find it hard to find the role that suits you as the market offers a wide range of career opportunities, allowing you to choose a path that aligns with your interests and specific skill set. From estate agents to construction managers, there are countless roles to explore.
<h4 align="start">How does the property industry offer career growth?</h4>
It&rsquo;s not just the diverse career paths that the property industry has to offer, but also the ample prospects for career growth and development. You can start your career in various entry-level roles and progress to more senior positions as you gain experience and expertise. The diverse nature of the property industry and the roles within it provides opportunities to specialise in your areas of interest and develop niche expertise.
​
<h3 align="start">3. Lucrative financial rewards</h3>
<h4 align="start">How lucrative is the property industry?</h4>
There is no doubt that the property industry is a lucrative one, and according to the British Property Federation, it contributes over &pound;100bn to the UK&rsquo;s economy each year. Working in the sector can be financially rewarding, with plentiful opportunities for earning a substantial income.
Real Estate sales professionals, such as estate agents, often benefit from commissions based on the value of the properties they sell. As the demand for quality properties continues to rise, so do the property values, providing opportunities for long-term financial gains. Whether you&rsquo;re involved in property development, sales or investment, the potential for financial success in this sector is significant.
From steady demand for housing, diverse career paths and lucrative earning potential, the property industry offers numerous reasons to be positive. So, if you&rsquo;re considering a career in the property industry, embrace them, the opportunities are waiting for you!

3 reasons to start a career in property

According to a survey by Linkedin, this challenge of discovering relevant job opportunities causes stress in 20% of these candidates.
The numbers above show that although looking for a job can be a rewarding experience, full of potential opportunities and new beginnings, on the flip side it can bring with it its fair share of stress and anxiety.
Whether you&rsquo;re looking for your first job, or are a seasoned professional seeking new challenges, managing stress during the job search is essential for maintaining your well-being and productivity.
In light of April being Stress Awareness Month, we&rsquo;ve written this article with the hope that it will provide you with strategies to help you navigate the sometimes turbulent waters of job hunting whilst also managing your well-being.
​
<h4 align="start">Establish a routine</h4>
At a time of uncertainty, creating a routine for yourself will help give you a sense of structure and manage your time more efficiently. Blocking out dedicated blocks of time each day for activities such as researching job openings, networking and updating your CV. Creating this schedule will not only keep you organised but also ensure you maintain a healthy work-life balance and time to do activities you enjoy such as going to the gym and reading your favourite book.
​
<h4 align="start">Don&rsquo;t forget about self-care</h4>
It&rsquo;s easy to get wrapped up in your job search, but prioritising your physical and mental well-being is crucial for long-term success. Make time for activities that nourish your body and mind, whether it&rsquo;s exercise, meditation, hobbies or spending time with loved ones. Remember taking care of yourself isn&rsquo;t a luxury, it&rsquo;s a necessity.
​
<h4 align="start">Manage your expectations - "Rome wasn&rsquo;t built in a day"</h4>
Naturally, you&rsquo;ll feel pressure to find a job quickly, especially if you&rsquo;re unemployed or facing financial strain. However, it's essential to manage your expectations and understand that the job search process takes time. Rejections and setbacks are par for the course, but they don&rsquo;t define your worth or potential. Stay resilient, stay focused, and trust that the right opportunity will come your way in due time.
​
<h4 align="start">Cultivate a support system</h4>
Navigating the ups and downs of the job search alone may cause you to feel isolated. Surround yourself with a supportive network of friends, family, mentors and peers who can offer encouragement, advice and perspective. Don&rsquo;t hesitate to lean on your support system during challenging times, they are there to help you through.
​
<h4 align="start">Focus on what you can control</h4>
You may feel like there are aspects within your job search that are out of your control, such as waiting to hear back from employers. Instead, focus on the things you can control such as working on your applications or researching businesses you are interested in.
Your job search can start to feel like you're on a rollercoaster of emotions, but by implementing these strategies, you can effectively manage stress and maintain your well-being throughout the process. Remember to be patient with yourself, stay resilient in the face of challenges and keep your eyes on your goals.
With perseverance and a positive mindset, you&rsquo;ll navigate the job search maze and emerge stronger and more resilient than ever before.
​
<blockquote>
A quick tip from Summer Pound - Principal Consultant &amp; Mental Health and Wellbeing Ambassador at deverellsmith.
</blockquote>
It's so common to feel overwhelmed at times; after all, we're only human. One crucial reminder I give myself daily is to be kind to myself&mdash;to recognise that I can't control everything and that it's okay not to feel okay. Personally, engaging in physical activity, particularly running of late, has become my go-to stress reliever. It quiets my mind and puts things into perspective, making challenges seem less daunting.
I've yet to meet someone who regrets doing things they enjoy&mdash;whether it's a workout, reading a beloved book, spending quality time with friends and family, or simply taking time for themself.
Here are a few strategies that have helped me navigate overwhelming moments:
<ul>
<li>
Pursue your passions and hobbies - find activities that allow your mind to switch off.
</li>
<li>
Get moving&nbsp; - step away from screens, go outside, and let your body move!!
</li>
<li>
Break down stressors - write them down, identify what you can control, and tackle those aspects first.
</li>
<li>
Don't hesitate to seek support - whether from a manager, friends, or family. Talking things through often diminishes the perceived magnitude of the problem.
Remember, it's okay to seek help and prioritise your well-being.
</li>
</ul>

​In our recently released&nbsp;<a class="cc-1rn59kg" title="https://www.deverellsmith.com/hiring-for-the-future" href="https://www.deverellsmith.com/hiring-for-the-future?source=google.com">&lsquo;Hiring for the Future&rsquo;</a> report, we found that 62% of job seekers feel that finding suitable job openings is the most challenging part of their job search.

5 tips to manage stress in your job search

<h3 data-renderer-start-pos="1">The much-anticipated Spring instalment of our event series, Banking on the Future, featuring none other than the Bank of England, Ballymore, Weston Homes, DDRE and Geeta Nanda, is set to return this March.</h3>
The event will be hosted at The May Fair Theatre and welcome one familiar and three new panel guests to the discussion. You can learn more about our panel and pre-submit your question below.
&nbsp;
Robert Elder, Senior Economist at Bank of England
Rob is no stranger to the Banking on the Future series and has been an admirable guest speaker at all 7 events. He brings enthusiasm, knowledge, and character to his presentation and points.
Rob joined the Bank of England in 1998, and for twelve years supported the Monetary Policy Committee as an economist and then senior manager.&nbsp; Between 2010 and 2012 he represented the UK on the board of the International Monetary Fund in Washington DC. When he returned he worked in the Bank&rsquo;s press office, and most recently, supported their Financial Policy Committee by running a team monitoring developments in the UK banking sector.
Why you want to hear from them: He&rsquo;s an expert economist who will communicate the Bank&rsquo;s perspective on the current state of the economy and predictions for the months ahead.&nbsp;
&nbsp;
Geeta Nanda, NED Advisor to the property sector, previously CEO of Metropolitan Thames Valley Housing
Geeta recently retired as Chief Executive of MTVH (Metropolitan Thames Valley Housing) a leading national provider of social and affordable homes to rent and buy. Across a career of over 35 years, she has held a variety of leadership positions in the housing sector.
Geeta has served on the boards of a number of other housing organisations and PLC&rsquo;s, the National Housing Federation and is the former Chair of the G15 group of London&rsquo;s largest housing associations, which collectively provides homes to one in ten Londoners and builds a quarter of the capital&rsquo;s new homes.
Geeta is currently a Non-Executive Director of the housebuilder Barratt Redrow plc, Chair of PRS REIT plc, the UK&rsquo;s first quoted real estate investment trust to focus on high-quality new-build family homes for the private rental market and Lloyds Living pathways FPRP as well as a Trustee of Crisis the homelessness charity.
She is a national expert advisor for Homewards, the Prince of Wales&rsquo;s Homelessness initiative and an ambassador for the charity World Child Cancer.
In 2013, Geeta was awarded an OBE for achievements in social housing, and in 2021 received the &lsquo;Outstanding Individual&rsquo; award at the EG Awards.
&nbsp;
Robert Mulryan, Group Corporate Finance &amp; Investment Director
Robert Mulryan has worked as the Corporate Finance &amp; Investment Director at Ballymore since May 2016. Prior to that, he held the position of Vice President of Emerging Markets at Morgan Stanley from June 2009 to May 2015.
At Ballymore, a developer acknowledged as a pioneer of some of Europe&rsquo;s largest regeneration projects, he plays a pivotal role in shaping the company&rsquo;s corporate finance direction, overseeing investments, and driving business growth.
After 40 years in business, Ballymore is considered one of the UK and Ireland's most innovative and dynamic property developers, having completed more than 20,000 homes in the UK, and 15,000 built in Ireland.
Robert Mulryan attended University College Dublin, where they obtained a Bachelor of Commerce degree. Robert also studied at EDHEC Business School, although the duration and specific focus of this program are unknown.
&nbsp;
Bob Weston, Chairman at Weston Homes
Bob Weston is the Chairman and Managing Director of Weston Homes. He formed Weston Homes in 1987 establishing what has now become one of the major property developers in the south east of England. Bob is a regular commentator on issues shaping housebuilding in the UK and has been working with government and policy-makers to effect change in the industry
&nbsp;
Daniel Daggers, Founder - DDRE
Daniel Daggers has dedicated the past 27 years to becoming a trailblazer in the prime and super prime real estate markets worldwide. Daniel's visionary approach earned him the nickname "Mr. Super Prime" in the industry, reflecting his specialisation in properties exceeding &pound;10 million. His reputation as a forward-thinking property adviser is second to none, with a track record of high-value transactions not only in London but also across the globe.
As Daniel continues to lead DDRE Global to new heights, his unwavering commitment to excellence and innovation remains at the forefront. With a focus on leveraging emerging technologies and fostering connections, Daniel Daggers is poised to shape the future of luxury real estate for years to come.
&nbsp;
Have questions for the panel? Submit them in advance below for a chance to get answers.

Banking on the Future Spring 2025 - Meet the panel

<h3 class="MsoNormal" align="center">What are the market predictions for the Build to Rent hiring market?</h3>
Nick Hammond, Head of Build to Rent at deverellsmith, provided an overview of what trends he believes the Build to Rent sector should expect in terms of hiring, employment, talent attraction and retention. You can watch the clip below or keep scrolling to read the overview.​
<div class="embeded" align="center"><iframe src="https://www.youtube.com/embed/wHmfoTNYOFk" width="640" height="476" frameborder="0"></iframe>​</div>
During the first quarter, there was a decline in transaction activity attributed to low investor confidence and an all-time high in inflation. Notably, investment and development companies experienced a significant reduction in permanent vacancies while operational companies remained active due to new site launches and natural attrition within the existing 78,717 completed BtR units. Many analysts anticipate a resurgence in global investment activity in the latter half of the year, leading to an increase in hiring demand.
To prepare for this, deverellsmith recommends that companies promptly review their hiring strategy since more candidates, particularly at the senior level, are serving longer notice periods. Additionally, companies should prioritise retention and upskilling within their existing workforce to enhance productivity and increase loyalty ahead of the rebound. In the short term, interim or temporary contracts could enable companies to deliver goods and services despite the uncertain economic outlook.

Build to Rent: An update on the hiring market

​Historically, Estate Agents and sales professionals tend to have a higher staff turnover than other professional specialisms like finance and marketing. A more attractive commission structure, company culture and employee benefit packages seem to always be on offer. The grass is always greener...
As estate agency recruiters, we wanted to put some data behind how loyal estate agents really are. Why? To give agents in the current market an overview of where they sit, as well as provide employers tips on how to gain better employee retention.
We surveyed over 350 estate agents throughout March 2023 asking: How long have you been with your current employer?
60% of participants answered 0-3 years, which was followed by 23% of recipients answering 5+ years and just 17% answering 3-5 years. Those who answered in the 0-3 years band tended to be mainly trainees, but also consisted of a real mixture of levels including negotiators as well as up to director level.
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBejRHUFE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--1de2bc553949c8a0215e6d7270cfe3d53b0a53a3/Graph%20How%20long%20have%20you%20been%20with%20your%20employer.png" alt="A pie chart showing different percentages of how long employees have been with their employer" data-src="/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBejRHUFE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--1de2bc553949c8a0215e6d7270cfe3d53b0a53a3/Graph%20How%20long%20have%20you%20been%20with%20your%20employer.png"></figure>
We believe those who were at director level were likely to be a professional who had transitioned into this position from another employer as an opportunity to further progress their career. Often, we speak to jobseekers and their reason for moving is because they are unable to progress at the pace they&rsquo;d like to within their own company and competing businesses will offer prospective candidates a promotion as a way to attract talent.
Participants who answered 5+ years were mainly senior staff such as managers and directors. This comes as no surprise, the longer you stay with a business the more likely you are to progress into a senior member of staff. Agencies are likely to lose staff if they don&rsquo;t offer any form of progression throughout the 5 years of employment!
Ryan Doyle, Head of Estate Agency commented: &ldquo;We've noticed that if negotiators are able to get through their initial training and on boarding process, the next gateway of risk seems to be around 18 months... if they get beyond that, through to circa 2.5-3 years... then people tend to stay beyond the 5-year mark.
From the data we've received, the people who stayed beyond 5 years with their employer, were individuals who were offered 2 or 3 steps of progression across that same time frame. With very few employees staying for 5 years plus having seen zero progression in terms of job title and ownership of role.&rdquo;
If you&rsquo;re looking to progress in your career, or if you&rsquo;re a business seeking to improve retention, you can learn from our latest article on&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/blog/2022/09/how-to-rise-through-the-ranks-in-real-estatehttps://www.deverellsmith.com/blog/2022/09/how-to-rise-through-the-ranks-in-real-estate" target="_blank" rel="noopener" data-od-marked="true">how to rise through the ranks of real estate here.</a>

The rise of the portfolio career: Why and when estates agents are moving jobs

<h3 class="MsoNormal">deverellsmith announces sponsorship of BTR News,&nbsp;solidifying its commitment to supporting the growth and success of the sector.</h3>
deverellsmith, a leading recruitment and staffing solutions provider in the real estate industry, is delighted to announce its official<a style="color: #2dc26b;" href="https://btrnews.co.uk/the-deverellsmith-group/" target="_blank" rel="noopener">&nbsp;sponsorship of BTR News</a>, the premier source of information and insights for the rapidly growing Build to Rent sector.
As the Build to Rent market continues to flourish, deverellsmith recognises the importance of supporting industry knowledge-sharing platforms like<a style="color: #2dc26b;" href="https://btrnews.co.uk/deverellsmith-announces-sponsorship-of-btr-news-empowering-the-btr-sector/" target="_blank" rel="noopener">&nbsp;BTR News</a>. By becoming a sponsor, deverellsmith aims to contribute to the advancement and development of the sector, fostering collaboration and driving innovation within the industry.
BTR News has gained significant recognition as the go-to platform for industry professionals, investors, developers, and stakeholders seeking the latest news, trends, and expert analysis in the Build to Rent space. Through its sponsorship, deverellsmith aims to bolster BTR News' efforts in providing a comprehensive resource for those involved in the space.
"We are thrilled to partner with BTR News and support their invaluable contribution to the Build to Rent industry. As a recruitment specialist deeply invested in real estate, we understand the importance of staying informed and fostering knowledge exchange within the sector. BTR News aligns perfectly with our commitment to empowering professionals and businesses in this market." Nick Hammond, Head of Build to Rent, deverellsmith. "
The sponsorship collaboration will involve a range of initiatives aimed at amplifying BTR News' reach and impact. deverellsmith will work closely with the BTR News team to develop exclusive content, industry reports, and thought leadership articles, providing expert insights and expertise to further enhance the platform's offerings.
"BTR News is delighted to partner with deverellsmith as a sponsor. Their extensive knowledge and experience in the real estate recruitment space make them a natural fit for our audience. Together, we aim to provide a platform that promotes best practices, industry developments, and fosters meaningful connections within the Build to Rent community." 
-Nick Biring, Co-founder, BTR News
The sponsorship marks a significant milestone for deverellsmith, further solidifying its commitment to supporting the growth and success of the Build to Rent sector. With its extensive network of real estate professionals and deep industry expertise, deverellsmith is well-positioned to contribute to the ongoing success and expansion of BTR News.
deverellsmith is a leading recruitment, executive search and talent solutions provider specialising in the real estate sector. With a focus on building strong connections and long-term partnerships, deverellsmith offers bespoke recruitment services, executive search, and talent advisory solutions. Leveraging its extensive network and industry expertise, deverellsmith empowers individuals and organisations in achieving their goals and driving the growth of the real estate industry.
BTR News is the leading source of news, insights, and analysis for professionals, investors, and stakeholders in the Build to Rent sector. With a mission to provide the latest information and foster collaboration within the Build to Rent community, BTR News serves as a central platform for industry professionals to stay informed, engage in discussions, and drive innovation in the rapidly growing Build to Rent market.

​deverellsmith announces sponsorship of BTR News, empowering the BTR sector

<h3 align="center">Supporting your business expand...</h3>
Tess Amigoni (Manager - Construction &amp; New Homes)&nbsp;and&nbsp;Verity Hampson-Smith (Principal Consultant - Residential Construction)&nbsp;are just two of our consultants who can support your business to expand, grow and operate with the best people in the business. Offering both permanent and interim solutions.
Watch the video below to learn more about how they can help you reach your short and long-term goals.
<div align="center"><iframe title="YouTube video player" src="https://www.youtube.com/embed/k_myCKq8nzs?si=nOdxsaD0_4U3WrTz" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen"></iframe></div>

Meet Tess Amigoni and Verity Hampson-Smith...

<h3>​Exploring Mortgage Trends, Challenges, and Opportunities for Homebuyers</h3>
The UK's mortgage market is in a constant state of flux, influenced by a myriad of factors including economic conditions, government policies, and global events. As of August 2023, prospective homebuyers and homeowners find themselves amidst a unique set of circumstances that are shaping the landscape of the UK mortgage market.&nbsp;
To further educate our employees, deverellsmith welcomed Moazzam Kamruddin (Associate Director/Mortgage Advisor at Alexander Hall) to educate our staff on trends, challenges and opportunities for home buyers.&nbsp;
We thought we&rsquo;d share his insight with our network, hopefully providing valuable tips on how to approach home ownership.&nbsp;
What should you do in the current climate if you are a first-time buyer and looking to purchase?&nbsp;
<ul class="BulletListStyle2 SCXW29679184 BCX9">
<li class="OutlineElement Ltr SCXW29679184 BCX9">
Determine if its right for you! Everyone&rsquo;s circumstance is different. For example, if you are renting, it would be important to see what the monthly payments for a mortgage would be in comparison to your rent. Often it can work out the same if not cheaper. It is important to seek advice, as there are a variety of ways to structure a mortgage to make it fit your financial needs.&nbsp;
</li>
</ul>
What should you do in the current climate if you are looking to remortgage?&nbsp;
<ul class="BulletListStyle2 SCXW29679184 BCX9">
<li class="OutlineElement Ltr SCXW29679184 BCX9">
You ideally want to start looking into your remortgage options 6/7 months in advance of your current product end date. Lenders will allow you to secure a product 6 months in advance whilst still being able to monitor the market to see if rates change.&nbsp;
</li>
<li class="OutlineElement Ltr SCXW29679184 BCX9">
Brokers at Alexander Hall will secure you with a product but also go through different ways we can re-structure the mortgage in order to reduce the monthly payments should we need to. If the rates change and increase, you are not affected as you would have secured a product in advance. If the rates reduce, we will always be able to put you on the cheaper rate.&nbsp;
</li>
</ul>
Can you provide any market predictions for the next 12 months?
<ul class="BulletListStyle2 SCXW29679184 BCX9">
<li class="OutlineElement Ltr SCXW29679184 BCX9">
It&rsquo;s difficult to predict, but the sentiment is that rates should come down within the next 24 months. It seems that the government and Bank of England are starting to have a grip on inflation. As this stabilises the lenders will be more inclined to decrease their rates.
</li>
</ul>
Any last piece of advice?
<ul class="BulletListStyle2 SCXW29679184 BCX9">
<li class="OutlineElement Ltr SCXW29679184 BCX9">
It is still a good time to buy if you are in the market. Remember, if you are thinking of putting things on hold so are others. This can create a lot more opportunity in the market to get a good deal on a property. If rates reduce in 2 years, those remortgaging will be able to take advantage of cheaper rates. For those buying, there will be more competition in the market. As we know, more demand can lead to property prices potentially increasing, so it may be worthwhile getting in now!
</li>
</ul>
While challenges such as supply-demand imbalances and high interest rates opportunities like refinancing and diversifying property locations provide avenues for potential homeowners and current homeowners alike. Staying informed about the market's dynamics and seeking professional advice will be crucial for anyone navigating this evolving landscape.
You can stay connected with Moazzam Kamruddin through&nbsp;<a style="color: #2dc26b;" href="https://www.linkedin.com/in/moazzam-kamruddin-5a2053159/https://www.linkedin.com/in/moazzam-kamruddin-5a2053159/" target="_blank" rel="noopener">Linkedin</a>, or email and telephone, using the details below.
E: moazzam.kamruddin@alexanderhall.co.uk
T: 07875 800607
If you&rsquo;re looking for a new job in the mortgage market, you can view all of our latest opportunities or learn how deverellsmith can support you career by clicking the button below.

Navigating the Evolving Landscape of the UK Mortgage Market with Moazzam Kamruddin (Alexander Hall)

<h3>​The construction industry has always faced its fair share of challenges, but in recent years, one issue has been particularly persistent and impactful - labour shortages.</h3>
The shortage of skilled labour in construction has been a growing concern, affecting both large-scale projects and small contractors alike.
In this article, we'll delve into the causes and consequences of labour shortages in the construction industry and explore some potential solutions.
What we&rsquo;ll cover:
<ul class="ak-ul">
<li>
What are the causes of labour shortages in construction?
</li>
<li>
What are the consequences of labour shortages in construction?
</li>
<li>
What solutions can address labour shortages in construction?
</li>
<li>
What advice can construction recruitment consultants offer?
</li>
</ul>
<h3>What are the causes of labour shortages?</h3>
In order for us to provide solutions to address the shortage of&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/disciplines/construction">white-collar construction staff</a>, we need to understand what is causing the talent shortage initially. Labour shortages in construction can be attributed to several factors:
<ul class="ak-ul">
<li>
Lack of Vocational Training:&nbsp;The decline in vocational training programs in schools has led to fewer individuals entering the construction trades.
</li>
<li>
Immigration Policies:&nbsp;Tightened immigration policies can limit the availability of skilled foreign workers, a source the industry has relied on in the past. According to&nbsp;<a style="color: #2dc26b;" href="https://www.citb.co.uk/about-citb/news-events-and-blogs/construction-firms-report-on-post-brexit-migration/">CITB&nbsp;</a>the share of migrant workers in the construction workforce fell to 9.8% in 2021 (the latest year data is available) from 10.2% in 2020 and 10.7% in 2018 which highlights the impact of Brexit on the industry.
</li>
<li>
Economic Fluctuations:&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/blog/2023/04/banking-on-the-future-spring-2023-now-available-on-demand">Economic downturns</a>&nbsp;can lead to layoffs and reduced hiring in the construction sector, discouraging individuals from pursuing careers in the field.
</li>
<li>
Aging Workforce: Many skilled construction workers are nearing retirement age, and there hasn't been a sufficient influx of younger talent to replace them.&nbsp;
</li>
</ul>
<h3 align="center"><a style="color: #2dc26b;" href="https://www.constructiondive.com/news/constructions-career-crisis-young-workers-flexibility-higher-pay-Gen-Z/608836/">Research uncovered by Construction Dive suggests</a> that Gen Z don&rsquo;t generally desire construction as a career, with only 7% of school leavers in 2018 choosing construction as a career path.&nbsp;</h3>
<h3>What are the consequences of labour shortages?</h3>
As a result of the low workforce within the construction sector and difficulty in recruitment, the industry and wider society are facing negative implications.
<ul class="ak-ul">
<li>
Project Delays:&nbsp;Labour shortages can lead to project delays, affecting construction timelines and budgets.
</li>
<li>
Increased Costs:&nbsp;Competition for available labour can drive up wages, increasing construction costs.
</li>
<li>
Quality Concerns:&nbsp;Rushed work due to limited labor can result in lower-quality construction.
</li>
<li>
Safety Risks: Overworked or inexperienced labourers can lead to safety concerns on construction sites.
</li>
</ul>
<h3>What industry solutions can address labour shortages in construction?</h3>
Addressing labour shortages in the construction industry requires a multifaceted approach. Solutions need to be identified across the entire industry, as well as what immediate and long-term changes you can make to your business.
<ol class="ak-ol" start="1">
<li>
Invest in Training:&nbsp;Support and invest in vocational training programs to attract and prepare the next generation of skilled construction workers.
</li>
<li>
Promote Diversity:&nbsp;Encourage diversity in the industry to tap into a wider talent pool, including women and underrepresented minorities.
</li>
<li>
Modernise Construction Practices:&nbsp;Adopt innovative construction technologies like robotics and automation to increase efficiency and reduce the need for manual labor.
</li>
<li>
Retain Experienced Workers:&nbsp;<a style="color: #2dc26b;" href="https://www.hintel.co.uk/an-employee-centric-future/">Offer incentives to experienced&nbsp;</a>and long-standing workers to or return to the industry as mentors.
</li>
<li>
Collaboration: Foster collaboration between construction companies, trade associations, and educational institutions to develop sustainable workforce solutions.
</li>
</ol>
<h3>What advice can construction recruitment consultants offer?</h3>
The war on talent is harder than ever to identify, engage and attract the best staff within construction.
Tess Amigoni, Manager of Interim Recruitment Solutions for Construction, and Verity Hampson-Smith, who leads the permanent recruitment across white-collar site staff at deverellsmith reveal their advice for talent attraction and retention to tackle the current hiring landscape within construction.
<ul class="ak-ul">
<li>
Gain an encyclopedia of&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/services/data-and-research-projects">knowledge</a>&nbsp;- understand what your competitors are offering, whether its salaries, benefits, or incentives and ensure your business is attractive to the market.
</li>
<li>
Solidify Employee Value Proposition - Once you know where your business sits within the market, you can make the relevant changes and communicate your employee offering effectively to the market.
</li>
<li>
Audit your hiring process - Review your recruitment offering and ask yourself: is your business searching in the correct areas for prospects, are you hiring the right type of employees into the right roles (contractors, full-time employees etc), and can you&nbsp;<a style="color: #2dc26b;" href="https://hintel.co.uk/talent-navigator/">cut costs in hiring</a>?&nbsp;
</li>
</ul>
Labour shortages in the construction industry are undoubtedly a significant challenge, but they are not insurmountable. By understanding the causes, recognising the consequences, and actively pursuing solutions, the construction sector can work to mitigate the impact of labour shortages.
Investing in&nbsp;<a style="color: #2dc26b;" href="https://www.hintel.co.uk/how-to-create-a-culture-of-learning-in-the-modern-environment/">learning and development</a>, promoting diversity, and embracing technological advancements are key steps toward a more robust and resilient construction workforce, ensuring the industry's continued growth and success.
As a construction recruitment specialist, our consultants can help you hire contract, interim, and full-time employees to drive your company forward. We&rsquo;ve worked with over 1,000 housebuilders and construction companies to find the best candidates in the market.
You can drop a message to Tess or Verity by completing the form below or learn more about our award-winning business&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/about-us">here.</a>

Navigating the Storm: Construction industry challenges - labour shortages and solutions

​Searching for a job can sometimes feel like you are riding a rollercoaster. You invest time, effort, and hope into each application and interview, so there is no surprise that receiving a &ldquo;no&rdquo; can be disheartening.
That no can be the hardest part of your search, but it&rsquo;s important to remember that this is a natural part of the job search process, and how you deal with those knockbacks can significantly impact your future success.
In this blog, we&rsquo;ll explore effective strategies for handling job search setbacks and transforming them into stepping stones towards your dream career.
<ol class="ak-ol" start="1">
<li>
<h4>Embrace resilience</h4>
</li>
</ol>
Resilience is your secret weapon. Understand that rejection doesn&rsquo;t define your worth or potential. Instead, see it as an opportunity to learn and grow. Cultivate a positive mindset that views rejection as a redirection toward a more suitable opportunity.
<ol class="ak-ol" start="2">
<li>
<h4>Seek feedback</h4>
</li>
</ol>
Rejection can be an excellent learning experience. Contact the employer or recruiter for feedback on your application or interview. Constructive criticism can help you identify areas for improvement. Use this feedback as a change to enhance your skills and tailor your approach to future applications.
<ol class="ak-ol" start="3">
<li>
<h4>Evaluate your strategy</h4>
</li>
</ol>
Take a step back and evaluate your job search strategy. Are you targeting the right roles? Is your CV and cover letter effectively showcasing your skills and experience? Are you adequately preparing for interviews? Identify areas of improvement, and make the necessary adjustments to increase your chances of success.
If you feel as though you need extra support in identifying your areas of improvement, get in touch with a professional in the industry or a specialist recruiter and they will be able to give you guidance to address those moving forward.
<ol class="ak-ol" start="4">
<li>
<h4>Expand your network</h4>
</li>
</ol>
Networking is a powerful tool in the job search process. Attend industry events, join professional organisations and connect with professionals on LinkedIn. Expanding your network can lead to unexpected job opportunities and provide valuable insights into the job market.
<ol class="ak-ol" start="5">
<li>
<h4>Practice self-care</h4>
</li>
</ol>
Job search rejection can take a toll on your emotional well-being. It's essential to practice self-care during this time. Maintain a balanced routine that includes exercise, meditation, hobbies, and spending time with loved ones. A healthy mind and body will help you stay resilient and motivated.
<ol class="ak-ol" start="6">
<li>
<h4>Celebrate the small wins</h4>
</li>
</ol>
Not every job application will result in rejection. Celebrate the small victories along the way, whether it&rsquo;s a positive response from an employer, a successful interview, or even an informational interview. These wins boost your morale and keep you motivated.
<ol class="ak-ol" start="7">
<li>
<h4>Set realistic expectations</h4>
</li>
</ol>
Understand that landing your dream job might take time and multiple attempts. Be open to exploring different roles that align with your skills and interests, remember it&rsquo;s just as important for you to find a role that matches your needs and expectations to ensure you are content in your next role.
Every &ldquo;no&rdquo; brings you one step closer to your &ldquo;yes&rdquo;. Embrace rejection as a chance to learn, grow, and refine your approach. With resilience, self-care, and a strategic mindset, you can turn setbacks into opportunities and ultimately land the job you&rsquo;ve been working so hard to find.
Your dream career is waiting&hellip;
<h3 align="center">​Looking for support in your job search?</h3>
Get in touch below...

Navigating your job search: Turning setbacks into success

<h3 align="center">&ldquo;48% of employees within the property sector take annual leave between July and August&rdquo;</h3>
<h5 align="center">&ndash; deverellsmith 2022​</h5>
​
In today's rapidly changing business landscape, organisations often face fluctuating workloads, seasonal demands, and special projects that require a flexible approach to staffing. This is where temporary, contract and interim staffing solutions come into play.
Temporary recruitment offers a strategic way to manage workforce needs without the long-term commitments associated with permanent hires. In our latest report, we'll explore how to effectively use temporary staffing solutions to maximize efficiency and agility in your organisation.
<h3>A breakdown of activity across the property sector</h3>
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMkVrUlE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--c216e04cf854eda4d9d8963306b8301c3158db76/Copy-of-Temp-resource-video.png" alt="A breakdown of activity across the property sector " data-src="/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMkVrUlE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--c216e04cf854eda4d9d8963306b8301c3158db76/Copy-of-Temp-resource-video.png"></figure>
<h4 class="MsoNormal">&nbsp;The report includes a detailed breakdown of the impact and solutions for the following topics:</h4>
<ul>
<li>
How to protect employees on parental leave
</li>
<li>
Hiring budgets and recruitment freezes
</li>
<li>
Hiring delays and knowledge protection
</li>
<li>
Business expansion and new areas of investment
</li>
<li>
Project protection
</li>
</ul>
Along with a selection of success stories.
Temporary, contract and interim staffing solutions offer a versatile approach to managing workforce needs while maintaining organizational agility. By carefully assessing your needs, partnering with the right staffing agency, and effectively integrating temporary staff into your team, you can maximise efficiency and successfully navigate changing business demands.
Embrace the flexibility that temporary staffing provides and leverage it as a strategic advantage for your organization's growth and success.

Report: Fixing hiring challenges with temporary solutions

​In today&rsquo;s job market, you face the task of not only presenting your skills and experience but also creating a distinct identity that sets you apart from the crowd. This identity, often referred to as&nbsp;personal branding, has a profound impact on the job search process.
In this article, we explore how your personal brand can be your unseen advantage in landing your dream job.
<h3 id="Why-Personal-Branding-Matters" align="start">Why Personal Branding Matters</h3>
In a sea of applicants with similar qualifications, personal branding serves as your unique selling proposition. It's about defining who you are, what you stand for, and what makes you different from the rest. Below are some ways it can benefit you:
<ol class="ak-ol" start="1">
<li>
Memorability: Recruiters have to sift through numerous applications. A well-crafted personal brand helps you stand out in their minds.
</li>
<li>
Relevance: It allows you to showcase not just your skills but also your personality, values, and cultural fit with potential employers.
</li>
<li>
Consistency: A strong personal brand ensures that your online and offline presence aligns, reinforcing your credibility.
</li>
</ol>
<h3 id="Building-Your-Personal-Brand" align="start">Building Your Personal Brand</h3>
You know what a personal brand is and why it matters, but you may be thinking &ldquo;Where do I start?&rdquo; and &ldquo;How can I build my own personal brand&rdquo;?.
<ol class="ak-ol" start="1">
<li>
Self-Discovery: Start by understanding your values, strengths, and what you're passionate about. What sets you on fire in your field? Identify your unique selling points.
</li>
<li>
Online Presence: In today's digital age, your online presence is pivotal. Ensure your LinkedIn profile, personal website, and social media profiles are up to date and reflect your personal brand.
</li>
<li>
Content Creation: Sharing your expertise through blog posts, articles, or social media can establish you as a thought leader in your industry.
</li>
<li>
Networking: Engage with professionals in your field, both online and offline. Attend industry events, join relevant groups, and actively participate in discussions.
</li>
</ol>
&nbsp;
Quote - Laura Croggon, Group Marketing and Communications Manager
Be authentic, showcase your unique strengths, and communicate your value clearly in every step of your job search. Investing in your personal brand will encourage inbound job openings and give you a step-up against your competitors as it demonstrates the influence you have on your network and market.The Impact of a Strong Personal Brand
&nbsp;
<h3 id="The-impact-of-a-strong-personal-brand" align="start">The impact of a strong personal brand</h3>
The impact of a strong personal brand is profound and far-reaching, making you memorable to employers, colleagues, and clients.
In essence, a strong personal brand isn't just an asset; it's a catalyst for personal and professional success, influencing how others perceive and interact with you throughout your career.
<ol class="ak-ol" start="1">
<li>
Increased Visibility: Recruiters are more likely to notice you when your brand is consistent and strong. They'll know what you bring to the table.
</li>
<li>
Networking Opportunities: A compelling personal brand attracts networking opportunities. People are drawn to those who are confident and passionate about what they do.
</li>
<li>
Trust and Credibility: Your personal brand acts as a guarantee of your skills and professionalism. It makes employers more confident in their hiring decisions.
</li>
<li>
Career Advancement: Personal branding isn't just about securing a job. It's a valuable tool for climbing the career ladder. When you're known for excellence, promotions and new opportunities are more likely to come your way.
</li>
</ol>
In the competitive landscape of job searching, personal branding is your secret weapon. It's the subtle but powerful force that sets you apart and makes employers remember you. Invest the time and effort to craft a compelling personal brand, and watch as it opens doors, attracts opportunities, and advances your career.
Remember, your personal brand is your unseen advantage, and it's time to make it work for you in your job search journey.

The impact of personal branding in your job search: Your unseen advantage

<h3 align="left">36 Questions to test your Black History knowledge</h3>
This year, the theme for Black History Month is 'Saluting our Sisters' and to celebrate, we have partnered with&nbsp;<a href="https://www.programmeone.com/">Programme One&nbsp;</a>- an organisation addressing the underrepresentation of Black talent within the Recruitment Industry.
They hosted the ultimate Black History Month at deverellsmith, to test our knowledge on Black History, ranging from influential Black leaders, musicians, athletes and a bonus guess the flag round.
The quiz is aimed to raise awareness and educate ourselves on Black History to promote inclusion and increase our own understanding.
Whether it's within your workplace, with your friends or family, it's a great way to learn more about Black History.
You can download it below!

The ultimate Black History Month Quiz

​Your job interview is often an important stepping stone to you landing your dream job and is an opportunity for you to showcase your skills, experience and personality to your potential employer.
It can often seem like a daunting step, but we have put together some of our expert recruitment consultants' interview &lsquo;do&rsquo;s and don&rsquo;ts' so you can head into your next interview with confidence.
Whether you&rsquo;re preparing for a virtual interview from the comfort of your own home, or gearing up for an in-person meeting that could change the trajectory of your career, let&rsquo;s dive in and uncover the secrets to interview success.&nbsp;
<h3>Ross McEwan - Principle Consultant, Build to Rent</h3>
<h4>Do</h4>
<ul class="ak-ul">
<li>
Research the company in-depth &ndash; look at their LinkedIn pages, company website, google news etc.
</li>
<li>
Come up with at least 3 questions to ask after the interview: 1 role-specific, 1 specifically for the hiring manager, and 1 about the future ambitions of the business.
</li>
<li>
Try to visit the property beforehand to understand the layout of the scheme, the location and the amenity space if you are interviewing for a site management role.
</li>
<li>
Pre-plan examples from your career that mirror the responsibilities in the JD using the SMART answering method
</li>
</ul>
<h4>Don&rsquo;t</h4>
<ul class="ak-ul">
<li>
Leave preparation for the interview until the day before&nbsp;
</li>
<li>
Present yourself too casually if interviewing virtually, dress smart and make sure the background or room is clean and presentable&nbsp;
</li>
</ul>
<h3>Ryan Doyle - Manager, Estate Agency</h3>
<h4>Do</h4>
<ul class="ak-ul">
<li>
Imagine you&rsquo;re the hiring manager, ask yourself&nbsp;&ldquo;What are the 3-5 key aspects that I&rsquo;m looking for in a candidate?&rdquo;&nbsp;Once you&rsquo;ve listed them down on a piece of paper, then take time to work out how you&rsquo;ve proven to have ticked these boxes in either your current, or previous positions. It&rsquo;s my top tip!
</li>
</ul>
<h4>Don't</h4>
<ul class="ak-ul">
<li>
Arrive to your interview too early, the optimum time to arrive at your interview is 5 minutes before the scheduled time. 10 mins is most likely acceptable, however 15 minutes and beyond could be seen as inconvenient, or even show a lack of professionalism
</li>
</ul>
<h3>Mary Kuchina - Consultant, New Homes</h3>
<h4>Do</h4>
<ul class="ak-ul">
<li>
Research the development and familiarize yourself with what site you could potentially be working on! OR come prepared with at least 3 questions to ask the interviewer, this really shows your interest and keenness to know more about the role.
</li>
</ul>
<h4>Don&rsquo;t</h4>
<ul class="ak-ul">
<li>
Talk or discuss pay/salary rates with the interviewer, we are here to support you with this.
</li>
</ul>
<h3>Alisha Rauf - Consultant, Business Support</h3>
<h4>Do</h4>
<ul class="ak-ul">
<li>
Reiterate things you have done in your experience that are also mentioned on the job spec. Eg., 'I've taken meeting minutes which I saw were on the job spec - this is a huge part of my current role so I am super familiar with this!'
</li>
</ul>
<h4>Don&rsquo;t</h4>
<ul class="ak-ul">
<li>
Say you are looking for progression fast and outgrow my roles easily - this may make it seem like you are jumpy and not looking for longevity in your next role!
</li>
</ul>
<h3>Sophie Whitelock - Principal Consultant, AST</h3>
<h4>Do</h4>
<ul class="ak-ul">
<li>
Prepare for some questions they might ask you like; why do you want to work for us? Why do you want to leave your current company? Tell me a time you dealt with a difficult tenant/landlord. Strengths and weaknesses?
</li>
</ul>
<h4>Don&rsquo;t</h4>
<ul class="ak-ul">
<li>
Give long-winded answers, and keep them clear and concise.
</li>
</ul>
<h3>Verity Hampson-Smith - Principal Consultant, Development and Construction</h3>
<h4>Do</h4>
<ul class="ak-ul">
<li>
Write a list of questions to ask at the end of the interview, avoid asking about the salary of holiday entitlement at this stage, but as about the onboarding process or what your first 3 months would look like if you were to join
</li>
<li>
Your preparation, when asked what you know about the company, try to be different and focus on positive market updates and achievements, rather than what year they were formed.
</li>
</ul>
<h4>Don&rsquo;t</h4>
<ul class="ak-ul">
<li>
Don&rsquo;t sit waiting in reception on your phone, look around the room for notices or awards and mention them in the interview.
</li>
<li>
Focus on your weaknesses or use negative language to describe your skill set, always flip these parts into strengths. 
</li>
</ul>
As you move forward on your journey, keep in mind that each interview is a unique opportunity to learn and grow. Reflect on your experiences, adapt your approach and continue refining your skills. Success may not happen overnight, but you&rsquo;ll steadily improve your performance and increase your odds of securing your next role.

Top tips to master your interview: Do's and don'ts

<h3>​Considering hiring into later living, but unsure as to how you find the best employees for your business?</h3>
The later living industry plays a crucial role in providing care and support to our aging population. To deliver the highest quality of service, senior living communities must have dedicated and skilled staff members.
However, recruiting and retaining top talent in this field can be challenging due to various factors.
Throughout this article, we&rsquo;ll guide you on how to recruit senior living staff, revealing expertise on effective strategies and why the talent pool is important.
What we&rsquo;ll cover:
<ul class="ak-ul">
<li>
What are the benefits of working in later living?
</li>
<li>
How to attract candidates to the later living?
</li>
<li>
How to retain candidates within later living?
</li>
<li>
Where to find suitable candidates for later living?
</li>
<li>
What advice can recruitment consultants offer?
</li>
</ul>
<h3>What are the benefits of working in the later living sector?</h3>
The later living sector provides ample opportunities for growth across every vertical of the property lifecycle whether that's in the early phases of&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/disciplines/construction">construction</a>,&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/disciplines/land-planning-and-development">development, and land</a>&nbsp;through to&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/disciplines/property-sales-lettings-and-customer-care">property sales and rentals</a>&nbsp;or in the maintenance phase within the&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/disciplines/property-management-and-operations">management</a>&nbsp;of developments and senior living communities.
According to the&nbsp;<a style="color: #2dc26b;" href="https://bpf.org.uk/media/press-releases/chronic-undersupply-of-uk-seniors-housing-caters-for-less-than-6-of-over-65s/#:~:text=We%20need%20to%20move%20towards,meet%20demand%20from%20over%2D65s.">British Property Federation (BPF)</a>, a goal of 50,000 units of new retirement homes annually is recommended to improve the sector and meet future demand.
The opportunity for growth in senior living is further supported in recent research by Paragon who uncovered that the number of over 65s within the private rented sector has increased by 93% in the past decade.
Providing more senior living communities won&rsquo;t just be a direct benefit to its occupance, but providing more appropriate housing options enables a natural flow of downsizing opening up the market in a multifaceted way.&nbsp;
<h3>How to attract candidates to the later living sector?</h3>
<ul class="ak-ol">
<li>
Create a Compelling Employer Brand:&nbsp;Building a strong&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/blog/2021/10/5-steps-to-building-a-successful-employer-brand">employer brand</a>&nbsp;is the first step in attracting top talent. Showcase your organisation's mission, values, and commitment to providing exceptional care. Highlight the unique aspects of your senior living community that set it apart from others. Potential employees are more likely to be attracted to organisations that align with their personal values and professional goals.
</li>
<li>
Offer Competitive Compensation and Benefits:&nbsp;Top talent expects competitive compensation and comprehensive benefits packages. Research industry standards and ensure that your salary and benefits packages are competitive. Consider offering additional perks such as healthcare coverage, retirement plans, and professional development opportunities to sweeten the deal.
</li>
<li>
Emphasise Career Growth Opportunities:&nbsp;Highlight the opportunities for career growth and advancement within your organisation. Show potential hires that your senior living community is a place where they can build a&nbsp;<a style="color: #2dc26b;" href="https://hintel.co.uk/an-employee-centric-future/">long-lasting and fulfilling career</a>. Develop clear career pathways and invest in employee development programs.
</li>
<li>
A Concise Interview Process:&nbsp;Tabitha Allingham, Team Leader in Property Sales &amp; Later Living advises, &ldquo;When it comes to attracting talent, a concise interview process is crucial. In today&rsquo;s talent short market, candidates can be exploring many options at once so ensuring you know how to effectively sell your business and keep the candidate interested is crucial. Keep your interview stages limited and try to keep them as close together as possible.&rdquo;&nbsp;
</li>
</ul>
<h3>How to retain candidates for the later living sector?</h3>
<ul class="ak-ol">
<li>
Foster a Supportive Work Culture:&nbsp;A positive and supportive work culture is crucial for retaining top talent. Encourage open communication, recognise and reward exceptional performance, and provide a safe and inclusive environment for all employees. When staff feel valued and respected, they are more likely to stay committed to your organisation.
</li>
<li>
Prioritise Training and Development:&nbsp;Invest in ongoing&nbsp;<a style="color: #2dc26b;" href="https://www.hintel.co.uk/how-to-create-a-culture-of-learning-in-the-modern-environment/">training and development&nbsp;</a>programs for your employees. Offer opportunities for staff to acquire new skills, attend workshops, and obtain relevant certifications. Continuous learning not only enhances job satisfaction but also improves the quality of care provided to residents.
</li>
<li>
Implement Flexible Work Arrangements:&nbsp;Consider flexible work arrangements such as remote work options or alternative schedules. These arrangements can make your organisation more attractive to a broader range of candidates, including those who may have caregiving responsibilities of their own.
</li>
<li>
Seek Feedback and Act on It:&nbsp;Regularly seek feedback from your employees about their experiences and concerns. Listen to their suggestions and concerns and take action to address them. Demonstrating that you value their input can boost morale and retention rates.&nbsp;
</li>
</ul>
<h2 align="center">"Think outside the box"&nbsp;</h2>
<h3>Where to search for candidates suitable for the later living sector?</h3>
According to Tabitha, The key to building the most successful teams within the Later Living space is thinking outside the box.&nbsp;Given the industry has no existing talent pool, employers have to look to other industries with transferrable skills such as hospitality and luxury travel for sales and management roles. I think building diverse teams with candidates from all parts of the world will set you apart from other providers.&rdquo;
Retirement developments offer a new avenue for construction, development, and land professionals to embark on. deverellsmith often hears how candidates are seeking further progression and a new challenge when leaving a business so harness this as a key driver when selling the later living sector.
<h3>Final words from a Later Living recruitment expert</h3>
"Despite its infancy in the UK, the evolution of the Later Living sector is gathering pace and this presents a challenge in attracting and retaining talent in an already tight labour market. Having a clear talent attraction strategy, partnering with a recruiter who truly understands the space, and remaining open-minded on lessons that can be learned from similar sectors are key"
- Rob Moss, Associate Director for Living Sectors
And, if you want this whole process simplified for you, let us help you grow with our&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/client" target="_blank" rel="noopener">recruitment services&nbsp;</a>and&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/client-solutions">solutions</a> or enquire via the form below with Rob and Tabitha, our Later Living recruitment experts.

Unlocking the secret: Attracting and retaining top talent in the later living industry

<h4>A well known property industry figure has taken the reins at Women in Residential Property, a popular group aimed at fostering greater collaboration across the property industry.</h4>
Nicola Broomham, a Director at one of the UK's leading property recruitment firms deverellsmith, has taken on the role of Chair in the group following an extensive recruitment process which saw a number of candidates put their name forward for consideration. The next phase of the process will see Nicola lead the formation of a new Committee for which applications ae currently being considered.
Women in Residential Property was established 6 years ago by Emma Vigus and in that time has amassed a significant following across the property services sector encompassing block management, surveying, estate agency, panel management and conveyancing to name a few. The group promotes wider knowledge sharing and professional development throughout it&rsquo;s regular on and offline networking and training events.
Commenting on Nicola&rsquo;s appointment, Emma Vigus says:
&ldquo;I am delighted that Nicola is taking on the role of Chair. We received some very strong applications but the breadth of Nicola&rsquo;s connections across the residential property sector and her evident passion for improving the industry for the good of all, really stood out during the selection process. &ldquo;
&ldquo;Running WIRP has been a hugely enriching experience and I am looking forward to seeing the group continue to grow and evolve under Nicola&rsquo;s leadership.&rdquo;
&ldquo;Finally I&rsquo;d like to thank all those who applied for the role and, all the individuals and businesses who have supported WIRP during my time as Chair.&rdquo;
New chair Nicola Broomham, whose own career has taken her through estate agency and recruitment, is passionate about improving the real estate sector for all, with better opportunities for women, attracting talent into the sector and evolving the industry in a positive way for all those working in it.
&ldquo;I'm absolutely thrilled and honoured to step into the role of Chair at Women in Residential Property. I would like firstly to commend Emma Vigus for the incredible work she's done during her time as Chair. Under her guidance, this organisation has taken huge leaps in bringing women together to collaborate, uplift one another, and amplify women's voices within the residential property realm.
My mission is to carry forward that amazing progress! Taking the reins is a fantastic opportunity to lead and empower a group of incredibly talented professionals in the real estate sector. My dedication is unwavering in creating an environment that's both welcoming and supportive, allowing women to flourish, shine, and break down barriers.
Let's unite our efforts, generate positive change, toast to achievements, and lay the groundwork for a future in residential property that's rich with diversity and energy. I can't wait to team up with inspiring individuals and play a role in crafting an industry that's fair, thriving, and prosperous for everyone involved.&rdquo;
Nicola&rsquo;s first month will see her host the regular monthly drop in online coffee mornings, and the next Networking Lunch, hosted in London. For more information about Women in Residential Property, and to get involved in their upcoming events, please visit&nbsp;<a style="color: #2dc26b;" href="https://womeninresidentialproperty.co.uk/" target="_blank" rel="noopener">https://womeninresidentialproperty.co.uk/</a>
Women in Residential Property (WIRP) is the only pan profession membership group for women working throughout the residential property industry. The group aims to foster collaboration and knowledge sharing across the residential property industry and assist women in developing their professional support networks.
<a style="color: #2dc26b;" href="mailto:hello@womeninresidentialproperty.co.uk">hello@womeninresidentialproperty.co.uk</a>&nbsp;
<a style="color: #2dc26b;" href="https://womeninresidentialproperty.co.uk/" target="_blank" rel="noopener">www.womeninresidentialproperty.co.uk</a>

​Well known industry figure lands role as new Chair of Women in Residential Property

<h3>​Throughout 2023, attrition was a trend impacting hiring activity in the Property Management space.</h3>
Wage inflation rose by 15-20% stemming from entry-level candidates who approached the 1-year mark hopping to more senior positions and demanding higher salaries. This was also largely impacted by the lack of talent staying within Property Management.
Whilst both working as a Property Manager and recruiting within the Property Management space, I&rsquo;ve seen many factors that influence both attraction and retention among Property Managers.
This article aims to highlight areas that are important to consider when shaping your team, from bonuses and commission structures to competitive salaries.
<h3 class="MsoNormal">Bonuses and commission structures&hellip;</h3>
Bonus and commission structures vary widely across different companies. At one end of the spectrum, many independent firms offer minimal to no bonuses or commissions, leading to high attrition rates among their property management teams. On the other hand, corporates tend to have more structured setups, often providing quarterly KPI incentives and a percentage of the work carried out.
Some companies opt for monthly commission structures based on various key performance indicators (KPIs) such as deposits, inspections, and compliance certificates. This provides a fixed sum for each category achieved, ensuring a more predictable bonus income for property managers.
In contrast, smaller independents may offer discretionary bonuses, but these are typically minimal and do not equate to a significant portion of the property manager's salary. Creative approaches, such as giving a small commission for each year a landlord stays with the business, can serve as tokens of appreciation but may not substantially impact overall compensation.
<h3 class="MsoNormal">Creating a culture where employees feel valued&hellip;</h3>
Given these varied approaches, below is some advice for someone looking to start a property management team involving several factors which will lead to employees feeling more valued:
<ol start="1" type="1">
<li class="MsoNormal">
A basic salary with a quarterly KPI bonus helps track performance effectively.
</li>
<li class="MsoNormal">
Offering a percentage of the invoiced works encourages property managers to actively seek business opportunities, albeit with caution to avoid conflicts of interest.
</li>
<li class="MsoNormal">
Implementing a plan for property managers to complete industry qualifications, such as ARLA, ensures professionalism and expertise within the team.
</li>
<li class="MsoNormal">
Providing work-from-home flexibility, even just one day per week, can significantly improve retention rates, especially for employees with parental responsibilities or long commutes.
</li>
</ol>
<h3 class="MsoNormal">The causes of high attrition rates&hellip;</h3>
The increasing attrition rates can be attributed to various factors including the lack of meaningful incentives and bonus schemes. However, a big issue adding to this is the amount of flexibility property managers are given. Not having the ability to work from home even one day a week has a significant effect on an employee's decision to stay, particularly with employees who are parents.
Additionally, inflationary pressures have led to higher salaries across the UK, making it challenging for businesses to allocate funds for bonus programmes.
<h4 class="MsoNormal">Factors that can improve employee retention&hellip;</h4>
To address these challenges and retain talent, there is a middle ground to be found in having a salary in line with the industry expectations but also a realistic opportunity to hit a bonus. Moreover, investing in training and upskilling programmes for property managers can enhance their value to the business and foster long-term retention.
Businesses that I have partnered with find attrition a challenge, but put simply, what makes a Property Management department effective in operation is simply having Property Managers who have stayed for several years within the same department.
<h3 class="MsoNormal">Competitive salaries&hellip;</h3>
Navigating the complexities of salary expectations of property managers is crucial in ensuring both fair compensation and industry competitiveness. Below are some salary guidelines for roles ranging from junior to Head of Property Management positions.
Junior/trainee Property Manager (no experience)
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &pound;26,000 to &pound;28,000 based on previous work experience in other fields/other areas of the property industry for example a lettings admin
Property Manager (Up to 2 years experience)
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &pound;30,000 to &pound;35,000
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Not normally ARLA qualified but if they are, could be slightly higher than &pound;35,000
Senior Property Manager (2 to 5 years experience) &ndash; equivalent to Prime Property Management
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &pound;35,000 to &pound;40,000
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Some ARLA qualified, there is a lag behind Senior candidates having this due to lack of opportunities over Covid &ndash; this is something you should look to offer candidates without ARLA. This can help bring salaries lower at the offer stage and increase upon completion
Head of PM/Team Leader
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; &pound;40,000 to &pound;50,000 (the higher end for larger teams)
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Would be ARLA qualified in most cases&nbsp;
In conclusion, the effectiveness of a property management department relies on more than just financial incentives; businesses should take a strategic approach, adopt training schemes, and increase flexibility to ensure Property Managers feel valued by the business.
If you are looking to hire, get in touch with me to discuss how deverellsmith can support your hiring strategy.

4 factors to consider when starting a Property Management Team

<h3>​T​he much-anticipated spring 2024 installment of our event series, Banking on the Future, in partnership with none other than the Bank of England is set to return this March.&nbsp;</h3>
We&rsquo;re heading back to The May Fair Hotel Theatre and welcoming one familiar and three new panel guests to the discussion. You can register for the event&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/events/banking-on-the-future-spring-2024?" target="_blank" rel="noopener">here</a> and learn more about our panel below.&nbsp;
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBN2dKVlE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--6dd9c9a14bfb0548078f856546ec2246337a9bb8/_a0fd7431-1710416686691.png" alt="Robert Elder, Senior Economist at Bank of England"></figure>
<h4>Robert Elder, Senior Economist at Bank of England</h4>
Rob is no stranger to the Banking on the Future series and has been an admirable guest speaker at all 8 events. He brings enthusiasm, knowledge, and character to his presentation and points.
Rob joined the Bank of England in 1998, and for twelve years supported the Monetary Policy Committee as an economist and then senior manager. Between 2010 and 2012 he represented the UK on the board of the International Monetary Fund in Washington DC. When he returned he worked in the Bank&rsquo;s press office, and most recently, supported their Financial Policy Committee by running a team monitoring developments in the UK banking sector.
He&rsquo;s an expert economist who will communicate the Bank&rsquo;s perspective on the current state of the economy and predictions for the months ahead.&nbsp;
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBN29KVlE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--82c795d247a58bfa37769ed52ca1e480c3421a2c/_dacd48a8-1710416686697.png" alt="Honor Barrat, CEO at Birchgrove"></figure>
<h4>Honor Barrat, CEO at Birchgrove</h4>
Honor is the CEO of Birchgrove, a specialist age-exclusive developer working to establish a portfolio of assisted living neighbourhoods with well thought-out facilities for rent.
She is a complete trailblazer in her space, who leads with passion and empathy. She is part of a group &ldquo;Older people&rsquo;s housing taskforce&rdquo; who is lobbying the government to look at options to give our aging population the provision of greater choice, quality and security of housing.
She is scaling a business in an emerging market, navigating tricky times and lack of legislation, and finding innovative ways to operate.&nbsp;
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBOXR6Vmc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--d50dd050c9f3023aff918a5a83d983026d03a86b/_a6a05b67-1712141165432.jpeg" alt="Polly Ogden Duffy, Managing Director at John D Wood &amp; Co. &amp; Associated brands "></figure>
<h4>Polly Ogden Duffy - Managing Director at John D Wood &amp; Co. &amp; Associated brands</h4>
Polly was the first female to be appointed as Managing Director at John D Wood &amp; Co, leading a 250-strong team. Operating for over 145 years, the team have a thorough understanding of the property market in their local areas across Central London, South West London and Surry.
She leads with people in mind, and believes the key to her business success has always been the people she employs.
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBOXh6Vmc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--eae9c676463e88f8cba5226c7430a3d0f726f862/_3c0d64d6-1712141165432.png" alt="Nigel Allsop, Managing Director, Investment Strategy &amp; research at Greystar"></figure>
<h4>Nigel Allsop - Managing Director, Investment Strategy &amp; Research at Greystar</h4>
Nigel is responsible for the formulation and capitalisation of Greystar's investment strategies. He also provides ongoing macro research, including monitoring markets ​and investment performance across geographies and asset classes, giving him a wealth of industry knowledge.
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBN2NKVlE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--486e2b101f34b19ac74d49c08fd2b273a4be531e/_02c01be8-1710416686699.png" alt="Fiona Fletcher-Smith, CEoO - L&amp;Q"></figure>
<h4>Fiona Fletcher-Smith, CEO - L&amp;Q</h4>
Fiona&rsquo;s extraordinary career began at just 19 when she was an office administrator at the Dublin City Corporation.&nbsp;
Now she is the CEO of a &pound;39 billion business. ​
She&rsquo;s passionate about the public sector and providing secure and stable affordable homes whilst being vocal in her opinions, and is highly knowledgeable on the London property market.
You can listen to her podcast with Andrew Deverell-Smith&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/blog/2023/02/fiona-fletcher-smith-the-stepping-stones-to-becoming-the-ceo-of-a-39-pounds-billion-business">here.</a>

Banking on the Future: Full panel announced for Spring 2024 event

<h3 align="left">How can temporary, contract and interim hiring support your business goals?&nbsp;</h3>
<h4 align="left">Meet our team of experts...</h4>
<div align="center"><iframe title="Let's talk contract, temporary or interim hiring within the property industry..." src="https://www.youtube.com/embed/DNYEXq2YTBU" width="368" height="655" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen"></iframe></div>
<div style="text-align: left;" align="center">
In today's dynamic business environment, companies frequently encounter shifting workloads, seasonal variations, and unique projects necessitating adaptable staffing strategies. This is where temporary, contract, and interim hiring solutions prove invaluable.
You may find your business needs more hands on deck over holiday breaks, such as Easter, and temporary recruitment presents a strategic means to address workforce requirements without the commitment of permanent employment.
Below are 3 ways our temporary team within the New Homes market can support your business.
<h4 align="left">Flexibility</h4>
Within the New Homes market, where project timelines and demands can vary greatly, hiring temporary employees offers unparalleled flexibility. These employees can be brought on board to meet peak periods such as holidays, or when launching new properties and on the other end of the spectrum scaled back when demand decreases. This flexibility allows your business to manage resources and optimise workforce allocation as required.
<h4>Skills on demand</h4>
Temporary employees often bring specialised skills and expertise that are crucial for specific phases of new home development projects. Whether it's skilled construction workers, experienced sales agents, or marketing professionals, temporary hires can fill essential roles without the need for long-term commitments. This enables companies to access niche talent precisely when needed, enhancing project quality and speed to market.
<h4>Cost saving</h4>
Hiring temporary employees within the New Homes property market can be a cost-effective solution compared to maintaining a permanent workforce throughout fluctuating demand cycles. Temporary staff typically incur lower overhead costs, such as benefits and training expenses, reducing financial strain on the organization. Moreover, companies can avoid the expenses associated with layoffs or downsizing during quieter periods, ensuring efficient resource utilization and budget management.
You can learn more about&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/services/temporary-interim-and-contract-recruitment">temporary hiring solutions here.</a>
</div>

Cover your business this Easter: 3 benefits of hiring temporary employees

We put two of our business managers head-to-head and asked them why they think their teams are the ones to watch (and the better sector to work in).
Which sector has your vote?
<iframe title="YouTube video player" src="https://www.youtube.com/embed/_2IrAh6Nrbw" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture" allowfullscreen="allowfullscreen"></iframe>

Development & Construction or Estate Agency?

<h3>​On the 23rd of May, we are hosting a charity football match &lsquo;Kick-off for Kindness&rsquo; at the iconic Craven Cottage, home to Fulham Football Club.&nbsp;</h3>
We are doing this in the hopes of raising &pound;5000 for&nbsp;<a style="color: #2dc26b;" href="https://joesbuddyline.org/">Joe&rsquo;s Buddy Line&nbsp;</a>an incredible cause supporting the mental health of young people through initiatives at schools, colleges and universities.
Mental health does not wait, and they take a proactive approach to ensure that young people have the tools they need to support their mental health and well-being before it escalates.
Ahead of our event, we wanted to provide you with a bit more information about the charity, and how your donations can support them.&nbsp;
<h3 id="About-Joe&hellip;">About Joe&hellip;</h3>
Joe&rsquo;s Buddy Line was set up in the legacy of Joe Lyons, a caring son, brother, friend and talented Radio Producer who, sadly at the age of just 31 lost his life to suicide. Since then his Sister, Louisa Lyons and Father, Ivan Lyons have carried on his selflessness and commitment to helping others, by ensuring that others do not feel alone when it comes to their mental health. Starting with students.
Below are a few examples of their valuable initiatives that the donations we raise will help get more of these in schools.&nbsp;
<h3 id="The-mental-health-initiatives">The mental health initiatives</h3>
<h4>The Buddy Board</h4>
The Buddy Board was designed for placement in school classrooms, aiming to foster discussions about mental health. The illuminated Lightbox provides valuable information about managing different emotions and seeking assistance when necessary, ensuring students have access to crucial information on navigating their mental well-being.
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMTJvV0E9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--6ee5855963bc6dfced5bdb2a260b3cfeac210561/_f0102488-1714742235149.png" alt="Screenshot 2024-05-03 at 14.15.07.png"></figure>
<h4>The Buddy Bench</h4>
Buddy benches serve as designated spots in schools where students can comfortably engage in conversations about their emotions with peers. Engraved with phrases promoting supportive buddy concepts, these benches are designed to ignite dialogue and provide a space for students to connect and spend time together beyond the confines of the classroom.
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMTZvV0E9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--acfc4aa3627a7742a68920135f3123e8cefc6574/_508247da-1714742235157.png" alt="Screenshot 2024-05-03 at 14.15.30.png"></figure>
<h4>The Buddy Box</h4>
This is a small, confidential box that is placed within the schools so that students can share notes they may be hesitant to discuss in person. Supervised by trained wellbeing staff, the box allows for careful monitoring of the messages, ensuring appropriate action is taken when needed.&nbsp;
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMXlvV0E9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--06ea44883c4fec3de14f4b685a9ed83755bbbc22/_bbbda05f-1714742235143.png" alt="Screenshot 2024-05-03 at 14.16.00.png"></figure>
All of the above initiatives take steps to prevent, and not react to the mental health and wellbeing of young people.
As mental health concerns persist, it's imperative to take proactive steps, and Joe's Buddy Line stands as a beacon, equipping young people with vital tools for maintaining their well-being. Your contributions to this noble cause can pave the way for brighter, healthier futures for countless individuals.
Thank you for joining us in this meaningful endeavour, and let's kick off for kindness together.
If you would like to sign up for the event or donate to Joe&rsquo;s Buddy Line&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/events/kick-off-for-kindness-tackling-youth-mental-health?utm_source=ads&amp;utm_medium=LinkedIn&amp;utm_campaign=KOFK">you can do so here.</a>
You can also register your interest below.

Joe's Buddy Line: Mental Health Services for Young People

On Wednesday 11th March, we were delighted to welcome Asim Amin, CEO of Plumm, to join deverellsmith for an internal event in light of Mental Health Awareness Week. Asim shared his inspiring journey into the mental health sector, and his thoughts on how we can support each other through feelings of loneliness.
<h3 class="MsoNormal" align="start">What inspired you to dive into the world of wellbeing?</h3>
Asim openly spoke about how his own mother battled with severe depression whilst he was growing up, and how this put a strain on his relationship with his siblings. He shared that home life was difficult for him, and only now is he rebuilding relationships with his siblings, after struggling to spend a lot of time at home when he was younger, due to his mother&rsquo;s mental health issues. His sister is now working for Plumm which he explained has been a great way for them to create a bond that they missed out on when they were younger.
Remarkably, Asim&rsquo;s mother not only was able to get the help she needed to make it through her depression, but she took it that one step further to help other&rsquo;s and became a therapist herself. Asim candidly shared that he was ashamed to tell anyone about this, due to the stigma surrounding mental health. He told none of his friends that his mum was a therapist, with the fear he would face judgement.
​It wasn&rsquo;t until Asim faced mental health struggles himself and faced with suicidal thoughts that he was truly inspired by the impact his mother had on others. When researching the sector, he found that there weren&rsquo;t any online resources that could put you in touch with mental health professionals when you needed help.
This is where Plumm was born.
<h3 class="MsoNormal" align="start">What helped you push through your own mental health challenges?</h3>
​Growing up in Dubai, Asim shared that as a country it is 5-7 years behind regarding mental health stigma. He said this was especially prevalent growing up within an Indian household. It was very much &lsquo;boys don&rsquo;t cry&rsquo;.
​He discussed that the problem that he has found in the mental health sector is that people wait for &lsquo;burn out&rsquo; or to &lsquo;hit rock bottom&rsquo; before they even start to look for help. We need to work on placing more of an emphasis on &lsquo;prevention and intervention&rsquo;, not just reacting when it gets to the worst-case scenario.
&ldquo;Mental health is just health, we should be looking after it constantly&rdquo;​
Asim reinforced the point that there is so much help there, but it really starts from you wanting to change and asking for help. However, this is easier said than done and as he reminds us, the hardest part is taking that first step.
<h3 class="MsoNormal" align="start">How can we help each other with feelings of loneliness?</h3>
It may sound simple, but really listening to each other and sharing our own experiences can not only help someone else but can be a helpful way to help yourself. Asim highlights that we most likely are not alone when it comes to feeling lonely, and connecting with someone who is experiencing similar feelings to you can be a great way of helping to navigate your emotions.​
Giving a great piece of advice, Asim suggests that we learn how to direct people to the best professional help. After all, professional help is extremely effective for people who may feel like they need that extra support to overcome their mental health challenges.
<h3 class="MsoNormal" align="start">Unlock therapy with just a swipe&hellip;</h3>
​Asim revealed that the new Plumm app is now available to download and use. With all the valuable resources Plumm has to offer, it&rsquo;s now a mobile app with a completely different experience than the desktop interface, giving people the ability to log in from wherever they are.
Whether you are coming back from a meeting, or even need some help settling nerves on the weekend for a big pitch on Monday, the app makes it easier to get mental health support right when you need it.
Learn more about the Plumm app here:&nbsp;<a href="https://www.plummhealth.com/">https://www.plummhealth.com/</a>
deverellsmith ensure our employee&rsquo;s mental health is maintained through our Ambassador Programme. We appointed an Ambassador of Wellbeing to spearhead our internal and external strategy and provide a voice for our employees. Learn more about how we support our&nbsp;<a href="https://www.deverellsmith.com/employee-wellbeing" target="_blank" rel="noopener">employee&rsquo;s wellbeing here</a>.

Mental Health Awareness Week 2022: Prevention not reaction

<h3>This year, Mental Health Awareness Week revolves around the theme &lsquo;Movement&rsquo;, highlighting the importance of moving for our mental health.</h3>
Being physically active can have a positive impact on our bodies and minds. Recognising that not all forms of exercise suit everyone, this month, our aim is to assist you in discovering ways to move in a manner that suits you best.​
Whether it involves participating in a team sport, opting to walk a few extra stops instead of taking the bus or scheduling work calls during a stroll, there&rsquo;s bound to be an approach that resonates with you.
We've put together a helpful pack to share with you the benefits physical activity can bring you, as well as activities that are taking place in London and the Property Industry that you can get involved with.&nbsp;
<h3 align="left">Below are some benefits movement can benefit your employee's wellbeing...</h3>
<h4 align="left">Stress reduction</h4>
Physical activity can trigger the release of endorphins, which are natural mood lifters. Exercise can help reduce levels of stress hormones like cortisol, leading to a more relaxed state of mind.&nbsp;
<h4 align="left">Improved mood</h4>
Physical activity can significantly influence our mood. In a recent study, individuals were asked to assess their mood immediately following exercise. The findings revealed that participants reported feeling happier, more alert, and calmer after engaging in physical activity compared to periods of inactivity (Mental Health Foundation 2024)
<h4 align="left">Increased self-esteem and confidence</h4>
Self-esteem reflects our perception of our own worth and how we feel about ourselves. Research consistently illustrates that physical activity enhances self-esteem across various age demographics, spanning from children to older adults, and encompasses both males and females (Mental Health Foundation 2024)&nbsp;
<h4 align="left">Better sleep quality</h4>
People who exercise frequently often experience improved sleep quality. Physical activity helps regulate the sleep-wake cycle and can alleviate insomnia symptoms. Multiple studies have shown that exercise can reduce pre-sleep anxiety and improve sleep quality in people with insomnia. Better sleep contributes to overall mental wellbeing and cognitive function. (Sleep Foundation 2024).
<h4 align="left">Enhanced cognitive function</h4>
Physical activity has been shown to improve cognitive function, including memory, attention, and processing speed. Studies show that there is approximately a 20% to 30% lower risk of depression and dementia for adults participating in daily physical activity (Sleep Foundation 2024)​

Mental Health Awareness Week 2024: Ways to get moving for your wellbeing

How can loneliness impact our daily lives? This year's #MHAW theme of focus is #loneiness and there is no doubt that since the pandemic and the era of working from home, loneliness has affected more of us than ever before. Loneliness can have a massive impact on our physical and mental health, with human connection being so imperative to us as human beings.
According to Mind, Loneliness is associated with an increased risk of certain mental health problems, including low-self-esteem, depression, and anxiety.
According to Campaign to End Loneliness, Loneliness and social isolation are associated with an increased risk of developing coronary heart disease and stroke.
In recent times, our access to the people we love, and human interaction has changed drastically. Most of us have had a major decrease in socialisation and frequency in which we see our friends, family and even colleagues.
Society is evolving fast, and more and more activities that normally include interacting with people, for instance going to the doctors and shopping are moving online. Additionally, as working remotely has become more normalised, we&rsquo;ve had an even bigger decrease in human connection.
&ldquo;Almost one in 14 people aged 16 or over in Great Britain say they are lonely&rdquo; Our connection to other people is fundamental to our happiness and ability to work effectively. With this in mind, we have created a guide with some helpful tips to help you combat loneliness whilst working from home.
Never feel ashamed if you feel lonely because you most definitely are not alone.

Positively productive: Supporting employees this Mental Health Awareness Week

Back in February, I predicted three emerging trends which would become prominent throughout 2022:
<ul>
<li>
Flexibility
</li>
<li>
Wage inflation
</li>
<li>
Increased volume of job movement
</li>
</ul>
Three months on, and I&rsquo;m eager to share an update on each trend as well as additional requisites that enable your business to thrive.
&nbsp;
Flexibility &ndash; working from home and beyond
According to a survey carried out by the University of Nottingham and Stanford University, only 21% of people said they&rsquo;d &lsquo;rarely or never&rsquo; want to work from home, while 48% of people would prefer to work most of the week from home (3+ days). With a total of 79% wanting at least 1 day from home.
These statistics echo the points in my previous update where I reported the top reasons for job satisfaction were flexible working and working relationships.
&ldquo;Does the business offer flexible working?&rdquo; is the number 1 question we receive from candidates when engaging regarding an opportunity, and I can&rsquo;t see this changing anytime soon.
Quite simply: If you want to attract and retain the best talent, consider an element of flexible working that helps support your employees desired lifestyle, but also compliments your business strategy.
Many leaders in property have said to me that flexible working isn&rsquo;t an option for their business, but I&rsquo;d like to challenge this statement. There is enough technology and data to say otherwise, it just requires a different and progressive mindset.
Failing to implement a flex-policy could be costly to your business. You wouldn&rsquo;t post a letter when you can send an email, so why instil a conventional working structure when you can lead from the front to stimulate positive change.
D,E&amp;I remains to be a very hot topic for obvious reasons as we all understand, and we view flexible working to be a real opportunity to diversify talent right across the industry. Whether it&rsquo;s in senior appointments or pipelining fresh grads, it&rsquo;s all about working together to achieve the best outcome rather than working for one another.
&nbsp;
Wage inflation
The ONS has reported average weekly earnings have increased after falling during the pandemic period,&nbsp;the figures below are not inflation adjusted.
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMHozSWc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--1bc56da7c39eccfb6b4c5768856f756da5977582/Copy%20of%20Copy%20of%20branded%20graph%20-%20working%20from%20home%20days.png" data-src="/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBMHozSWc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--1bc56da7c39eccfb6b4c5768856f756da5977582/Copy%20of%20Copy%20of%20branded%20graph%20-%20working%20from%20home%20days.png"></figure>
In response to market conditions, employers are increasing wages to attract new candidates and retain employees, though these increases do not outpace inflation.
My advice is to deliver a unique offering which differentiates yourself from your competition. As salaries start to settle, and the future generation require a more meaningful purpose from their career &ndash; you&rsquo;ll need to solidify your employee value proposition and that all important hook!
<h3 class="MsoNormal">Increased volume of job movement</h3>
The Labour Force Survey (LFS) recorded a 29% increase in job-to-job moves between Jan to March 2022 compared to the same period in 2021. The LFS reported 2022&rsquo;s statistic were primarily resignations, instead of dismissals, highlighting the confidence which passive and active jobseekers now possess.
It&rsquo;s important to note that even with increased volume of candidate movement, the property and construction industry still faces significant hiring challenges compared to other industries.
The CIPD states that 46% of companies surveyed have &lsquo;hard to fill&rsquo; vacancies, with Construction having some of the greatest difficulties.
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBenI0SWc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--254d3edd16182fe9be8e64ec736e74e59dcfd695/Copy%20of%20Copy%20of%20Copy%20of%20branded%20graph%20-%20working%20from%20home%20days.png" data-src="/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBenI0SWc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--254d3edd16182fe9be8e64ec736e74e59dcfd695/Copy%20of%20Copy%20of%20Copy%20of%20branded%20graph%20-%20working%20from%20home%20days.png"></figure>
A healthy 70% of companies surveyed by the CIPD indicated that they&rsquo;re planning on recruiting in the next 3 months, which will only fuel the competitiveness amongst hiring teams.
<h3 class="MsoNormal">Executive Search levels ramp up further</h3>
<a href="https://www.deverellsmith.com/client-solutions" target="_blank" rel="noopener">Executive Search&nbsp;</a>can often be seen as a process only for extremely senior hires, when in fact it&rsquo;s the strategic hiring practice that ensures the best possible outcome.
According to CIPD, 41% of employers reported increased staff turnover, and difficulty in retaining employees.
Due to the challenges that the current market promotes, the executive search process is becoming a more popular route for hiring as employers are opting for a thorough process to mitigate any risk. This is trickling down to lower salary banded roles because companies recognise the importance of a streamlined and controlled process.
Compared to a standard search development, exec search carries out a more specific method and the designated talent partner is more committed and invested in the exercise. The results provide an almost guaranteed shortlist of individuals who don&rsquo;t just have the right skills and qualifications, but soft skills too like leadership, cultural fit and long-term goals which align with the business.
One piece of advice I can provide to all current hiring managers is that pace is key. Bandwidth and connectivity help create a quicker process so anything that expedites access to decision makers is a good thing.&nbsp;
<h3 class="MsoNormal">Data is needed to make smarter decisions</h3>
In response to the wage inflation section of this article,&nbsp;<a href="https://www.deverellsmith.com/client-solutions" target="_blank" rel="noopener">data projects</a>&nbsp;have become more prevalent due to multiple moving dynamics and companies playing catch up on salaries post pandemic.
Candidates are aware that if they want a serious pay increase it&rsquo;s not from an internal move, but much more easily achieved when moving jobs&hellip;sad, but true!
I strongly believe that wage inflation will settle down, we&rsquo;ve experienced a significant post Brexit/Covid spike so I predict that this should calm over the rest of the year as caution increases.
Employers have recognised and reacted appropriately &ndash; provided pay increases to attract and retain staff - hence the recent data capture we&rsquo;ve just launched.
Our&nbsp;<a href="https://www.deverellsmith.com/Building-tomorrow-together-jobs">recent survey</a> aims to provide property employers with a deeper insight, to gain more control. We also offer a number of clients with tailored data and research projects, so any serious decision is tactical, considered, and deliberate.&nbsp;
<h3 class="MsoNormal">Innovation and differentiation are the name of the game</h3>
Another prediction from my January note was the evolution of how we hire. The same methods which were used in the 90&rsquo;s is happening today, yet the market, environment, tools and people are all very much different.
Are you assessing your current hiring and employment landscape? It&rsquo;s critical to understand what your business currently offers, where you perform compared to your competitors and how these align with what your prospective and current employees want.
It&rsquo;s almost impossible to appeal to your target audience without understanding what motivates them.
According to CIPD, 36% of organisations collect zero data in any of the areas below. Even where information is collected most employers seemingly only collect data in a few areas. The candidate experience element is more critical than ever considering how hard it is to hire people currently.
According to Pete Sheppard, Managing Director of deverellsmith&rsquo;s RPO function, the most important element which hiring managers should focus on is retention of new hires (within the first year) and performance of new hires (within first year). This data will highlight what&rsquo;s been done well in the business, what&rsquo;s been done poorly and ultimately, it&rsquo;s a story to tell for people who do not work for the business.
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBeno0SWc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--5a30532aa68b74730004e22f8290fcd1a1ff48e4/Copy%20of%20Copy%20of%20Copy%20of%20Copy%20of%20branded%20graph%20-%20working%20from%20home%20days.png" data-src="/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBeno0SWc9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--5a30532aa68b74730004e22f8290fcd1a1ff48e4/Copy%20of%20Copy%20of%20Copy%20of%20Copy%20of%20branded%20graph%20-%20working%20from%20home%20days.png"></figure>
Prospective employees want to know if the business has a clear direction, track record in the market, and how quickly they can perform and have the skills that everyone else possesses in that position has.
Being shortlisted or winning industry awards is one tactic to showcase your business success; additionally, consider expanding and explain why you are a good place to work, why your tech stands out, how your support your staff and so on to really attract staff.
Pete Sheppard comments, &ldquo;As the number of jobs outstrips the unemployed figure, businesses are forced to understand what they have to offer and why it benefits a potential applicant. Content that highlights potential issues someone may have in their current job whilst evidencing how it would be different should they move will give companies a better chance of finding people who want a better job rather than simply need a new one.
Companies need to invest in their recruitment function for the long term. Identifying procedural improvements that speed up decisions, utilising market information to ensure the offers are in line with the current market rates and perhaps most importantly, giving a clear understanding of how someone can progress should they wish to.
This puts more and more pressure on the managers to evolve their own skills. Treating every interview as a fresh challenge to understand what an individual is trying to achieve and articulating how you can help them get there. Crucially, once that individual agrees to join your business there must be sufficient time and effort put in to making good on your assurances.
If a business can instil this culture and train their management team to deliver for their staff consistently it will become much easier to attract talent but perhaps more importantly, keep the talent you have nurtured.&rdquo;
​If you are seeking further expertise on how to hire in 2022 and reach the best of the best, you can contact me on&nbsp;<a href="mailto:ads@deverellsmith.com">ads@deverellsmith.com</a>.

Total talent: An update on the hiring market across Real Estate by Andrew Deverell-Smith

<h3 class="MsoNormal">The property industry has been navigating an evolving hiring market since it entered 2024. The market has seen a steady period of growth over the last 12 months, and the real estate sector has demonstrated resilience and adaptability.&nbsp;</h3>
As businesses navigate the current landscape, I wanted to highlight key trends I&rsquo;ve been seeing regarding job vacancies, wage inflation and talent movement with the aim of equipping property industry leaders with the knowledge to capitalise on emerging opportunities.
I hope you find the below useful.&nbsp;
<h3>The UK Economy</h3>
2023 was still a challenging year for the UK economy, entering a shallow recession in Q3 and Q4. According to CBRE&rsquo;s latest UK Real Estate Market Outlook 2024 Report, they anticipate modest growth for the UK economy with a rebound expected in 2025. Inflation should move towards the target, allowing interest rate cuts that will support real income growth.
According to CBRE, there was an 8% rise in new home construction for housebuilders in H1 2023, up from the previous year. While this signals a short-term improvement in the supply forecast for new home completions in 2024, it remains far below the industry&rsquo;s usual target.
In periods of slow growth, talented people often become frustrated. If they aren't receiving the growth opportunities where they are currently, they often start to look for it somewhere else. My advice to businesses would be to get ahead of the curve and tap into this top talent that is under the surface and ready to make the move for businesses that can offer them the growth prospects they are looking for.
Markets are recovering and stabilising, and the market is looking on track for 1.1 million sales in 2024, up from 10% last year according to Zoopla. We should see a steady and more controlled market for all stakeholders within the industry, compared to where we were 2 years ago.&nbsp;
<h3 class="MsoNormal">Job vacancies, applications, and unemployment rates</h3>
According to the Office of National Statistics, the Real Estate industry has seen a&nbsp;28% increase in the number of job vacancies within the sector throughout the October to December 2023 period.
<h4 class="MsoNormal">UK Job Vacancy Growth 2023-2024&nbsp;</h4>
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBL2dLV2c9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--52c42ffaa30cbd4e0b5cb928c7a2975591c63891/_12f2cd05-1716392042414.png" alt="Screenshot 2024-05-22 at 16.29.54.png"></figure>
(Source: Office for National Statistics, 2024)&nbsp;
This is an encouraging statistic for businesses operating within the industry and is reflective of a steady growth period and increased activity in real estate transactions as mentioned above. We are seeing more opportunities for hiring talent than there were 3 months ago, which has in turn brought new entrants into the market.
deverellsmith saw the impact of this growth continue into the new year as our business registered an increase of&nbsp;88%&nbsp;in job vacancies in Q1 2024 compared to Q4 2023.
&nbsp;
<h4>deverellsmith job vacancies added comparison (Q4 2023 &ndash; Q1 2024)</h4>
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBL1lLV2c9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--2f476d9c29105c25e48077663bfbe322f12d91c7/_c46b9e9f-1716392042411.png" alt="Screenshot 2024-05-22 at 16.31.38.png"></figure>
(Source: deverellsmith, 2024)
Although this highlights an active market, it doesn&rsquo;t necessarily provide a holistic overview of the entire employment landscape as redundancies and layoffs are still being seen within the sector, particularly in larger businesses. I&rsquo;ve also noted a rise in senior redundancies through the past 12 months. Concurrently, there has been consistent activity across C-suite levels, driven by shareholders seeking fresh leadership and C-suite executives deciding now is the time for change.
In today&rsquo;s market, recently laid-off talent will be likely to encounter more job openings than at any time over the past 12 months. This allows them to be discerning in selecting the businesses they join. I&rsquo;ve found professionals are now moving for nothing less than the right opportunity and companies that can provide them with career growth. Businesses should listen to the candidate market and consider ways they can attract the top talent and stand out in the competitive market.&nbsp;
<h3 class="MsoNormal">Wage inflation and bonuses</h3>
Across all industries, The Office of National Statistics reported a 6.0% annual growth in regular earnings (excluding bonuses) and an annual growth in employees' average total earnings (including bonuses) of 5.6%.
In May 2024, I shared a poll to my network asking: &ldquo;How was your bonus impacted this year?&rdquo; with just under half (49%) saying it decreased, 32% saying it increased and 19% saying it stayed the same.&nbsp;
<h4 class="MsoNormal">Poll Results &lsquo;How was your bonus impacted this year?&nbsp;</h4>
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBL2NLV2c9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--0f7f7e8455c00685d729878f093a6edf130eea74/_30412423-1716392042412.png" alt="Screenshot 2024-05-22 at 16.32.10.png"></figure>
(Source: Andrew Deverell-Smith LinkedIn poll, 2024)&nbsp;
These numbers highlight that employees have received lower bonuses this year, although wages have been increasing (by 6% in March 2024). It is probable that this wage growth will continue for employees to catch up to where wages were before the cost-of-living crisis.
Broadly I believe the majority of people in UK real estate have made less money in the past 12-18 months and bonuses are looking much lower across the board. I have seen businesses in the UAE and Saudi taking measures to manage their cost of people by offering smaller packages to align with the economy and the rest of the world.
Over the last 7 months, Hintel has worked with many leading businesses on salary and benchmarking projects to help them make more informed decisions.&nbsp;
<h3 class="MsoNormal">Global talent movement</h3>
The UAE has seen huge growth in both its real estate market and talent pool.
According to LinkedIn Talent Insights 2024, the number of property professionals has increased by&nbsp;42%&nbsp;in Q1 2024 compared to Q4 2023, and the number of jobs posted in the same period has increased by&nbsp;94%.&nbsp;
<h4>UAE Talent Overview</h4>
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBL2tLV2c9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--4b2f09334b47624249622628d85115616032e32c/_a5c51399-1716392042414.png" alt="Screenshot 2024-05-22 at 16.32.48.png"></figure>
(Source: LinkedIn Talent Insights, 2024)&nbsp;
The driving force behind the growth of UAE&rsquo;s real estate industry has been the population rise in recent years. The UAE has witnessed a faster growth in January - March 2024 compared with 2023, growing by a massive 25,776. With zero taxes on income and property compared to other countries, combined with an active and ambitious market it makes it an attractive place for property professionals to further their careers.
The rise in population has also resulted in an increase in the demand for residential and commercial properties, as well as increased property values we see this region as currently being the most exciting of all.
Consistent growth in both the population and investment has subsequently created more employment opportunities, which is why we have seen global talent flock to the region. Beyond its infrastructure, the UAE now offers a diverse range of opportunities for professional growth. A considerable amount of talent is flowing into fields such as construction and marketing to support the rise in demand according to LinkedIn.&nbsp;
<h3>To summarise</h3>
The UK market is stabilising with modest economic growth expected in the coming years. The rise in job vacancies and market stabilisation provides an active market for recruitment, but also demands strategic actions to address redundancies and shifting professional expectations.
The GCC&rsquo;s booming real estate market demonstrates how population growth and favourable economic conditions can drive talent influx and industry expansion. By leveraging these insights, I hope that property industry leaders can better navigate the competitive landscape, ensuring their businesses are well-positioned to thrive in 2024 and beyond.
&nbsp;

Total Talent Update May 2024: What's the outlook for the UK's Real Estate Market?

<h3>If you&rsquo;re intrigued by the world of property, and find shows like &lsquo;Buying London&rsquo; and &lsquo;Selling Sunset&rsquo; sparking your interest in what it might realistically be like to be an estate agent&hellip; look no further.</h3>
Becoming an estate agent can be a rewarding career choice. Whether you aim to help clients find their dream homes or assist in selling properties, the role of an estate agent is dynamic and involves a range of skills and qualifications needed to embark on this career path.&nbsp;
<h3>Understanding the Role of an Estate Agent</h3>
Estate agents facilitate the buying, selling, renting and managing of properties. They work closely with clients to understand their needs, conduct property viewings, negotiate deals, and ensure all legalities are handled smoothly. The role demands excellent communication, negotiation skills and a deep understanding of the real estate market.
<h3>Do you need a University degree?</h3>
The answer short answer is no, the minimum educational requirement you need to become an estate agent in the UK is typically a set of GCSEs including Maths and English. While a university degree is not mandatory, having a degree in a relevant field such as business, finance, property management, or real estate can be beneficial. Having the knowledge from a degree can provide you with a deeper understanding of business principles and enhance your marketability to potential employers.&nbsp;
<h3>The different paths into estate agency</h3>
Now you know you don&rsquo;t require a degree to become an estate agent, what are the other ways you can get your foot in the door?
One of the most practical ways into the industry is through an apprenticeship. They combine on-the-job training with academic study, allowing you to earn while you learn.
There are also a number of courses and qualifications available within the industry. For example,&nbsp;<a style="color: #2dc26b;" title="https://www.propertymark.co.uk/careers-learning/apprenticeships.html" href="https://www.propertymark.co.uk/careers-learning/apprenticeships.html">Propertymark</a>, the UK&rsquo;s leading professional body for property services, offers various qualifications in residential sales, lettings and management. Their courses cover essential topics such as property law, practice and management.&nbsp;
<h3>What skills do you need to become an estate agent?</h3>
A role within an estate agency requires a diverse range of skills, from communication and negotiation, below are some of the skills and attributes hiring managers within the estate agency market are looking for at the moment according to our expert estate agency recruitment consultants.&nbsp;
<h4>Marketing and social media skills</h4>
As we are moving into an evermore digital world, digital marketing and social media proficiency are essential for real estate agents. In 2024, agents must be adept at leveraging online platforms to market properties effectively and reach a wider audience. This includes being social media savvy, creating engaging content and understanding search engine optimisation to ensure listings are visible and appealing to potential buyers.
Our Manager of Residential Agency - Ryan Doyle put together an article highlighting the importance of building your personal brand on LinkedIn&nbsp;<a style="color: #2dc26b;" title="https://www.deverellsmith.com/blog/2024/02/how-important-is-linkedin-in-estate-agency" href="https://www.deverellsmith.com/blog/2024/02/how-important-is-linkedin-in-estate-agency">here with some useful tips.&nbsp;</a>
<h4>Communication and negotiation</h4>
The ability to articulate information clearly, actively listen to client needs and skillfully negotiate deals is vital. With every interaction, these skills are essential in every interaction, from presenting offers to closing sales. Real estate agents who excel in communication and negotiation will be better equipped to serve their client's interests and secure successful transactions.&nbsp;
<h4>Building relationships and networking</h4>
Relationship building and networking are paramount for estate agents, significantly impacting their success and reputation. Establishing strong, trust-based relationships with clients fosters loyalty and encourages repeat business and referrals. Effective networking with industry professionals, such as mortgage brokers, solicitors and other agents, can provide valuable insights, collaboration opportunities and a steady stream of potential leads. By nurturing a robust professional network and maintaining positive client relationships, estate agents can enhance their market reach, stay informed about industry trends and ultimately drive more successful transactions.
Wondering how to get started with networking? Our master in networking Nicola Broomham - National Director of National Estate Agency put together gave us&nbsp;<a style="color: #2dc26b;" title="https://www.deverellsmith.com/blog/2022/03/how-to-master-networking-fake-it-until-you-make-it" href="https://www.deverellsmith.com/blog/2022/03/how-to-master-networking-fake-it-until-you-make-it">her advice here.</a>
Becoming an estate agent in the UK requires a combination of education, professional qualifications and a diverse skill set. By meeting these requirements and continually developing your knowledge and abilities, you can build a successful career in the estate agency market. Whether you&rsquo;re just starting or looking to advance your career, the path to becoming an estate agent in the UK is filled with opportunities for growth and success.
​Looking to get hired? Get in touch below.

Becoming an estate agent: What qualifications do you need to work in an estate agency?

<div data-slate-void="true" data-key="2">
<div data-slate-spacer="true">&nbsp;</div>
<div contenteditable="false">
<div class="embedded-html-tag selected" align="center" data-key="2" data-slate-fragment="%7B%22object%22%3A%22document%22%2C%22data%22%3A%7B%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22block%22%2C%22type%22%3A%22embed-html%22%2C%22isVoid%22%3Atrue%2C%22data%22%3A%7B%22align%22%3A%22center%22%2C%22divtype%22%3A%22embed-html%22%2C%22html%22%3A%22%3Ciframe%20width%3D%5C%22560%5C%22%20height%3D%5C%22315%5C%22%20src%3D%5C%22https%3A%2F%2Fwww.youtube.com%2Fembed%2FLcChmhPJTts%3Fsi%3D0heVgqpOFpA9wJSy%5C%22%20title%3D%5C%22YouTube%20video%20player%5C%22%20frameborder%3D%5C%220%5C%22%20allow%3D%5C%22accelerometer%3B%20autoplay%3B%20clipboard-write%3B%20encrypted-media%3B%20gyroscope%3B%20picture-in-picture%3B%20web-share%5C%22%20referrerpolicy%3D%5C%22strict-origin-when-cross-origin%5C%22%20allowfullscreen%3D%5C%22%5C%22%3E%3C%2Fiframe%3E%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22heading-1%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3Anull%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22%E2%80%8B%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22heading-1%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3Anull%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22What%20happens%20when%20two%20forward-thinking%20entrepreneurs%20decide%20to%20shake%20things%20up%3F%20%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3Anull%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22That%E2%80%99s%20exactly%20what%20Jonathan%20Brandling-Harris%20and%20Richard%20Bryce%2C%20Co-founders%20of%20House%20Collective%20are%20doing.%20%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22In%20the%20latest%20episode%20of%20devcast%E2%80%A6%2C%20Ryan%20Doyle%20-%20Senior%20Business%20Development%20Manager%20at%20deverellsmith%20sat%20down%20with%20the%20pair%20to%20explore%20their%20fresh%20take%20on%20estate%20agency%2C%20their%20B-Corp%20status%2C%20and%20their%20commitment%20to%20putting%20people%20first.%20%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22Read%20a%20snippet%20from%20the%20podcast%20below%E2%80%A6%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22heading-2%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22From%20rugby%20fields%20to%20real%20estate%20%22%2C%22marks%22%3A%5B%7B%22object%22%3A%22mark%22%2C%22type%22%3A%22bold%22%2C%22data%22%3A%7B%7D%7D%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22Jonathan%20has%20had%20quite%20the%20journey%20-%20starting%20in%20professional%20rugby%20before%20transitioning%20into%20the%20corporate%20real%20estate%20world.%20Reflecting%20on%20his%20career%20shift%2C%20he%20acknowledges%20that%20the%20structured%2C%20high-pressure%20culture%20of%20traditional%20agencies%20didn%E2%80%99t%20quite%20align%20with%20his%20vision.%20Instead%2C%20he%20and%20Richard%20sought%20to%20create%20a%20space%20where%20agents%20could%20thrive%20in%20an%20environment%20built%20on%20autonomy%2C%20collaboration%2C%20and%20ethical%20responsibility.%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22heading-2%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22What%20sets%20House%20Collective%20apart%3F%22%2C%22marks%22%3A%5B%7B%22object%22%3A%22mark%22%2C%22type%22%3A%22bold%22%2C%22data%22%3A%7B%7D%7D%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22Their%20philosophy%20is%20simple%3A%20slow%20down%2C%20focus%20on%20quality%20over%20quantity%2C%20and%20put%20clients%E2%80%99%20needs%20first.%20House%20Collective%20prioritises%20a%20more%20curated%20approach.%20By%20ensuring%20that%20agents%20handle%20fewer%20properties%20at%20a%20time%2C%20they%20can%20provide%20a%20more%20personalised%20and%20attentive%20service%20to%20their%20clients.%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22But%20what%20truly%20makes%20House%20Collective%20unique%20is%20its%20dual-discipline%20model.%20Unlike%20traditional%20firms%20that%20separate%20sales%20and%20lettings%20into%20two%20distinct%20roles%2C%20House%20Collective%20encourages%20its%20agents%20to%20be%20proficient%20in%20both.%20This%20not%20only%20provides%20agents%20with%20more%20career%20opportunities%20but%20also%20ensures%20that%20clients%20receive%20a%20seamless%20experience%2C%20whether%20they%20are%20buying%2C%20selling%2C%20or%20renting.%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22heading-2%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22A%20commitment%20to%20ethics%3A%20Achieving%20B-Corp%20status%20%22%2C%22marks%22%3A%5B%7B%22object%22%3A%22mark%22%2C%22type%22%3A%22bold%22%2C%22data%22%3A%7B%7D%7D%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22One%20of%20House%20Collectives'%20standout%20achievements%20is%20their%20B-Corp%20certification.%20Achieving%20this%20wasn't%20easy%20for%20Richard%20and%20Jonathan%2C%20it%20was%20a%20rigorous%20process%20that%20demanded%20transparency%2C%20sustainability%2C%20and%20ethical%20business%20practices.%20But%2C%20for%20House%20Collective%2C%20it%20wasn%E2%80%99t%20about%20checking%20a%20box%3B%20it%20was%20about%20solidifying%20their%20values%20and%20setting%20a%20new%20standard%20for%20estate%20agencies.%20%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22%E2%80%8B%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22embed-html%22%2C%22isVoid%22%3Atrue%2C%22data%22%3A%7B%22divtype%22%3A%22embed-html%22%2C%22html%22%3A%22%3Ciframe%20height%3D%5C%22200px%5C%22%20width%3D%5C%22100%25%5C%22%20frameborder%3D%5C%22no%5C%22%20scrolling%3D%5C%22no%5C%22%20seamless%3D%5C%22%5C%22%20src%3D%5C%22https%3A%2F%2Fplayer.simplecast.com%2F134e31de-b282-481a-a9d4-84fadcb52c2d%3Fdark%3Dfalse%5C%22%3E%3C%2Fiframe%3E%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3Anull%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22%E2%80%8B%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22paragraph%22%2C%22isVoid%22%3Afalse%2C%22data%22%3A%7B%22align%22%3A%22start%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22%E2%80%8B%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%2C%7B%22object%22%3A%22block%22%2C%22type%22%3A%22embed-html%22%2C%22isVoid%22%3Atrue%2C%22data%22%3A%7B%22divtype%22%3A%22embed-html%22%2C%22html%22%3A%22%3Cscript%20src%3D%5C%22https%3A%2F%2Fwww.cognitoforms.com%2Ff%2Fseamless.js%5C%22%20data-key%3D%5C%22Hcm0T_FS5Ua3Aw0VgnxuwQ%5C%22%20data-form%3D%5C%2219%5C%22%3E%3C%2Fscript%3E%22%7D%2C%22nodes%22%3A%5B%7B%22object%22%3A%22text%22%2C%22leaves%22%3A%5B%7B%22object%22%3A%22leaf%22%2C%22text%22%3A%22%22%2C%22marks%22%3A%5B%5D%7D%5D%7D%5D%7D%5D%7D"><iframe title="YouTube video player" src="https://www.youtube.com/embed/LcChmhPJTts?si=0heVgqpOFpA9wJSy" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen" referrerpolicy="strict-origin-when-cross-origin"></iframe></div>
</div>
</div>
<h1 data-key="3">​</h1>
<h1 data-key="5">What happens when two forward-thinking entrepreneurs decide to shake things up? </h1>
That&rsquo;s exactly what Jonathan Brandling-Harris and Richard Bryce, Co-founders of House Collective are doing. 
In the latest episode of devcast&hellip;, Ryan Doyle - Senior Business Development Manager at deverellsmith sat down with the pair to explore their fresh take on estate agency, their B-Corp status, and their commitment to putting people first. 
Read a snippet from the podcast below&hellip;
<h2 align="start" data-key="13">From rugby fields to real estate </h2>
Jonathan has had quite the journey - starting in professional rugby before transitioning into the corporate real estate world. Reflecting on his career shift, he acknowledges that the structured, high-pressure culture of traditional agencies didn&rsquo;t quite align with his vision. Instead, he and Richard sought to create a space where agents could thrive in an environment built on autonomy, collaboration, and ethical responsibility.
<h2 align="start" data-key="17">What sets House Collective apart?</h2>
Their philosophy is simple: slow down, focus on quality over quantity, and put clients&rsquo; needs first. House Collective prioritises a more curated approach. By ensuring that agents handle fewer properties at a time, they can provide a more personalised and attentive service to their clients.
But what truly makes House Collective unique is its dual-discipline model. Unlike traditional firms that separate sales and lettings into two distinct roles, House Collective encourages its agents to be proficient in both. This not only provides agents with more career opportunities but also ensures that clients receive a seamless experience, whether they are buying, selling, or renting.
<h2 align="start" data-key="23">A commitment to ethics: Achieving B-Corp status </h2>
One of House Collectives' standout achievements is their B-Corp certification. Achieving this wasn't easy for Richard and Jonathan, it was a rigorous process that demanded transparency, sustainability, and ethical business practices. But, for House Collective, it wasn&rsquo;t about checking a box; it was about solidifying their values and setting a new standard for estate agencies. 
​
<div data-slate-void="true" data-key="29">
<div data-slate-spacer="true">&nbsp;</div>
<div contenteditable="false">
<div class="embedded-html-tag selected" data-key="29"><iframe src="https://player.simplecast.com/134e31de-b282-481a-a9d4-84fadcb52c2d?dark=false" width="100%" height="200px" frameborder="no" scrolling="no" seamless=""></iframe></div>
</div>
</div>
​
​
<div data-slate-void="true" data-key="34">
<div data-slate-spacer="true">&nbsp;</div>
<div contenteditable="false">
<div class="embedded-html-tag selected" data-key="34">&nbsp;</div>
</div>
</div>

House Collective: A new era for estate agencies

<h3>With higher interest rates, increased borrowing costs and tighter lending standards, staying informed and prepared is crucial for both new and existing homeowners.</h3>
Moazzam Kamruddin, Associate Director/Team Leader at Alexander Hall provided deverellsmith employees in an internal event with a comprehensive overview of the 2024 mortgage market. He highlighted the critical aspects that borrowers need to consider.
From understanding market dynamics to navigating loan options and overcoming challenges, the information below will help you make informed decisions.
Interested in how the market has changed since last year? You can read Moazzam&rsquo;s full update from last year <a style="color: #2dc26b;" href="https://www.deverellsmith.com/blog/2023/08/navigating-the-evolving-landscape-of-the-uk-mortgage-market-with-moazzam-kamruddin-alexander-hall">here</a>.&nbsp;
<h3>Understanding the Mortgage Broker&rsquo;s Role</h3>
A mortgage broker plays a pivotal role in guiding borrowers through the complex mortgage market, helping them to find the most suitable mortgage products that align with their financial situation and homeownership goals.
Mortgage brokers also have access to a wide range of lenders and mortgage options, which enables them to offer tailored advice and competitive rates. They also handle the intricate details of the mortgage application process, including documentation and negotiations, ensuring a smoother and more efficient experience for the borrower, and dealing with estate agents and solicitors throughout the process.
Ultimately, a mortgage broker&rsquo;s expertise and industry knowledge can save clients time, reduce stress, and potentially secure more favourable loan terms.&nbsp;
<h3>Key mortgage terms explained</h3>
Moazzamm took us through some key mortgage terms that are helpful to know before entering the property ladder.
<ul>
<li>Loan-to-Value (LTV): The ratio between the loan amount and the deposit.</li>
<li>Loan-to-Income (LTI): Measures the maximum loan amount based on your income.</li>
<li>Early Repayment Charges: Fees for exiting the mortgage early.</li>
<li>Overpayment Facilities: Additional payments that go directly towards reducing the loan.</li>
<li>Standard Variable Rate (SVR): The rate that applies once the fixed-rate period ends.</li>
<li>SWAP Rates: The rate at which banks borrow money.</li>
<li>Case study: Maximising borrowing potential</li>
</ul>
To help you visualise what a mortgage agreement could look like, Moazzam gave us a common scenario.
Consider a joint income of &pound;100,000, aiming for a &pound;600,000 budget with a 10% deposit. This scenario requires borrowing &pound;540,000. With an income multiple of 4.5x, you can borrow &pound;450,000, leaving a &pound;90,000 shortfall. Some lenders like Santander, Barclays, and HSBC offer higher borrowing levels with deposits ranging from 15% to 25%. Additionally, lenders providing 5x to 5.5x income multiples with a 10% deposit and a &pound;40,000 salary can bridge the gap.&nbsp;
<h3>Current mortgage trends and challenges</h3>
<h4>Interest rates</h4>
The Bank of England&rsquo;s base rate remains at 5.25%, impacting both new and existing mortgage borrowers. This stable yet elevated base rate has led to fluctuating interest rates across different deposit levels, ranging from 60% to 95%. For many borrowers, especially first-time homebuyers, these fluctuations have made affordability a pressing concern. Consequently, the current interest rate environment requires borrowers to be more strategic and well-prepared, often necessitating the guidance of a knowledgeable mortgage broker to navigate these complexities and identify the best possible mortgage solutions.&nbsp;
<h4>House prices</h4>
House prices continue to rise due to the supply-demand imbalance and lack of stock post-Help-to-Buy scheme. This, combined with higher mortgage rates and cost-of-living crises, has led to stricter affordability assessments.
Lenders have become stricter with things like, income types (bonus, overtime, commissions), credit history and residency status. With the ever-changing market, lenders need to manage risk more effectively. This means borrowers will need to ensure they understand these criteria and prepare accordingly to navigate the mortgage market successfully.
You can calculate house prices here using Nationwide&rsquo;s '<a style="color: #2dc26b;" href="https://www.nationwide.co.uk/house-price-index/">House Price Index</a>'.&nbsp;
<h3>How can you overcome these challenges?</h3>
In response to the current market, lenders are introducing several innovative schemes designed to make property ownership more accessible and affordable.
These sorts of initiatives aim to address the barriers of high deposits and affordability, offering creative solutions to support buyers. Below are some examples of these:
<h4>Shared ownership</h4>
This is a scheme that allows buyers to purchase a portion of a property, typically between 25% and 75%, and pay rent on the remaining share. This significantly reduces the initial purchase cost, making it easier for buyers to step onto the property ladder.
<h4>1% deposits</h4>
Some lenders are introducing mortgage products that require only a 1% deposit, significantly lowering the financial entry point for buyers. These products are often targeted at first-time buyers and are designed to make homeownership more attainable by reducing the upfront cash needed.
<h4>Helping hand</h4>
The Helping Hand scheme includes a range of special products and support services aimed at easing the buying process for new homeowners. These products might feature lower interest rates, extended repayment terms, or financial advice and planning services to help buyers manage their finances effectively. The goal of the Helping Hand scheme is to provide comprehensive support throughout the home-buying journey, ensuring that new homeowners can make informed and sustainable financial decisions.
​
The 2024 mortgage market presents both opportunities and challenges. By understanding the key aspects and leveraging the expertise of a mortgage broker, borrowers can navigate this landscape effectively. Stay informed about market trends, explore innovative lending options, and make strategic decisions to secure the best mortgage deals.
Interested in a career in mortgages?&nbsp;<a style="color: #2dc26b;" href="https://www.deverellsmith.com/disciplines/mortgages-debt-and-equity?source=google.com">Get in touch here.&nbsp;</a>

What is happening in the UK's mortgage market? With Moazzam Kamruddin

<h3>On Thursday the 23rd of May, we hosted our charity football match 'Kick-off for Kindness' at the iconic Craven Cottage, home to Fulham Football Club.</h3>
<h3>​</h3>
<div align="center"><iframe title="YouTube video player" src="https://www.youtube.com/embed/Byli0UcocC0?si=PVmEf52CrjbbzP47" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen" referrerpolicy="strict-origin-when-cross-origin"></iframe></div>
<div style="text-align: left;" align="center">
Property professionals from across the industry joined us for a day of back-to-back football matches, where deverellsmith and <a style="color: #2dc26b;" href="https://www.hintel.co.uk/">Hintel</a>&nbsp;went head to head in spirited competition. The event brought together our esteemed partners, all united in a mission to spread kindness,
There wasn't a lack of talent on the pitch, as our spectators were treated to some world-class goals and great displays of skill from each team.
The event wasn't just about the competition, but also about celebrating the collective effort to make a positive impact through sportsmanship and teamwork.
Below is a list of our top scorers, whose outstanding performances highlighted the day's memorable moments:
<ul>
<li>
George Ahye - UrbanBubble
</li>
<li>
Mathew Hope - Orlando Reid
</li>
<li>
George Sifionios - David Astburys
</li>
<li>
Huw Howell-Pryce - Dutch and Dutch
</li>
<li>
Joe McCarthy - deverellsmith
</li>
<li>
Jack Cole - deverellsmith
</li>
<li>
Tom Hammond - deverellsmith
</li>
<li>
Josh Wilson - Right Now Residential
</li>
</ul>
But most importantly, we raised &pound;6,000 for Joe's Buddy Line, a worthy cause aiming to promote and protect the mental health of young people, from primary school to university. You can learn more about the <a style="color: #2dc26b;" href="https://www.deverellsmith.com/blog/2024/05/joes-buddy-line-mental-health-services-for-young-people?source=google.com">charity here</a>.&nbsp;
A massive thank you to all those who donated, helped put the event together and of course joined us at Craven Cottage.
We couldn't have done it without you.
</div>

Warm up for the Euros 2024: deverellsmith's charity football match round-up

<blockquote>
<h3 class="MsoNormal" align="center">&ldquo;The better prepared you are, the easier it is to win.&rdquo;</h3>
</blockquote>
On Wednesday 18th March, we welcomed Eliza Wang, Director at JLL to our internal event celebrating Chinese New Year. We invited Eliza to learn more about her impressive career and to educate our deverellsmith employees about the meaning behind the Year of the Rabbit.
Originally from Beijing, Eliza has lived in the UK for 17 years, moving over to complete her A-Levels, bachelor&rsquo;s degree, and master&rsquo;s at UCL. She then entered the real estate industry 10 years ago as a graduate of Knight Frank, becoming the first person to sit on a China desk in London, and has recently been promoted to the Head of International Sales and Development for China Business after 8 years at JLL.
Read more about Eliza&rsquo;s biggest challenges that she has faced, and how we can celebrate Chinese New Year in London&hellip;​​
<h3 class="MsoNormal" align="start">What are 3 key skills you think make a successful sales person?</h3>
-Hardworking:&nbsp;A deal is always a deal. Although I am dealing with buyers looking at giant London penthouses, I still make time for viewings on smaller properties. Every single sale counts.
-Team player:&nbsp;One broker can&rsquo;t have the entire market. If you tried to get hold of everything on your own, you would become exhausted. Share your projects with your team and the deals will close faster.
-Be prepared:&nbsp;The better prepared you are, the easier it is to win. Try to prepare as best as you can for your meetings, viewings and especially market changes.​
<h3 class="MsoNormal" align="start">Starting as a graduate of Knight Frank, how did you build an established network?</h3>
When I joined Knight Frank, they were just deciding to start their China desk. This was because a lot of the hot money from Asia was beginning to join the market, providing the Middle East competition. I was the only one that year that could speak Mandarin and English as well as understand the culture on both sides. They selected me to sit on the China desk as a Junior Sales Broker, and at that time I had no contacts.
In all honestly, it was a struggle from the beginning. At that time, Knight Frank was using a database where I could access abandon leads. instead of At that time, Knight Frank was using Salesforce, which gave opportunities for all the existing brokers to abandon their leads. From this, I closed my first deal and started to gain referrals and build my network within the space.
<h3 class="MsoNormal" align="start">What is the biggest challenge you have experienced?</h3>
The changes in the market due to Brexit and C-19 proved challenging due to the panic of both my buyers and colleagues. The way I look at it is the market can always be good and bad, to be a broker is to accept the situation and play along with it. There will always be buyers and demand for property. All we need to do when the market is uncertain is find the right buyers and match them with the right projects.
<h3 class="MsoNormal" align="start">What has been your biggest sale?</h3>
I would say my biggest sale was with one buyer who bought 38 units in a single sale. This was worth around &pound;28 million.
<h3 class="MsoNormal" align="start">How have Chinese buyers influenced the London infrastructure in residential locations?</h3>
I remember when I first started my career in this country, I used to live in Canary Wharf because I found that it was like the Asian atmosphere. It looked comparable to Hong Kong, Singapore, and even Beijing.
However, it has never been the most popular location for local buyers, despite the investment from Asian buyers. However, the attention from the Asian market started to affect the developers' decisions when they were investing in the land.
JLL now have 12 projects in Canary Wharf, because of this interest from Asian buyers, and I believe we will see this next in areas like Nine Elms and Battersea.
<h3 class="MsoNormal" align="start">What are your predictions for the property market for the year ahead?</h3>
The research team at JLL says that this year will be challenging due to the uncertainty around the economy and the unclear situations relating to C-19 in China. I would say that this year will be tricky, as we don&rsquo;t know how the Chinese government is going to react to the development of C-19.
As a sales leader, I would advise that we need to accept the market as it is. We are unable to change the bigger environment, but what we can do is find the right buyers. Three years ago, buyers were investing in properties in this country for a better investment yield, now it&rsquo;s to achieve an alternative lifestyle.​
<h3 class="MsoNormal" align="start">Tell us more about Chinese New Year and how we can celebrate.</h3>
Christmas reminds me a lot of the Chinese New Year. It&rsquo;s the most important holiday period for the Chinese community. Everyone spends it with family and loved ones and it involves lots of eating and drinking.
There are 12 different animals for the Lunar New Year and each animal has a different meaning. This year is the year of the rabbit, which symbolises love, kindness, and happiness.
If you are in London, head down to China Town, they already have decorations up to celebrate. Eating dumplings and spring rolls are a must.​
This year deverellsmith celebrated with a Chinese New Year feast, cooked by our New Homes and Leasehold team.

Celebrating with Eliza Wang

Last week, deverellsmith published a poll on LinkedIn asking professionals of the property industry what they value more: a degree, relevant experience, both or none of the above?
It was clear to see that the majority (63%) of respondents favoured experience, 22% said both, 13% said neither and just 2% said a degree.
<h3 class="MsoNormal">What could this mean for employers?</h3>
Hannah Taylor, Manager for the Investment and Finance Real Estate sector, shared how employers in 2022 tend to be more open minded regarding a candidate&rsquo;s background, whereas previously majority of hiring managers deemed a Real Estate Masters/Degree as an essential part of the hiring search criteria.
Taylor commented &ldquo;The sector is definitely more open to people who can add as much value as possible which can be demonstrated through a track record within their previous experience.&rdquo;
If somebody had a university degree and no experience it would deem the individual less attractive than someone with experience and no degree. It can take graduates anywhere from 6-24 months to adapt to the working way of an office, adapt communication skills for certain situations and gain the confidence to really shine (or learn to not be seen as overconfident) rather than just understanding the technical background of the job.
Taylor further commented &ldquo;We often see students or graduates undertake two 6-month internships, so they have a chunky amount of experience to rely on when applying for roles. This can either be done during the university summer break, gap years or post-graduation.
The personal opinion of Mark Yelverton, Sales and Marketing Manager of Rydon Homes was that experience is required further down the career ladder, when a business needs to fulfil a non-entry level role.
Yelverton expressed in his own view, &ldquo;I selected 'neither' as the answer I would have liked to vote for (if it had been there) would have been 'attitude'. In previous roles in my past, when I was hiring at entry-level, I wanted to find someone for my teams that was interested and enthusiastic, someone who would listen and bekeen to learn. Everyone deserves a start in our industry and the good ones are in it for life.&rdquo;
A large portion of the industry has seen graduates from Oxford Brookes, University of Reading and Nottingham Trent University filter through the ranks. Other graduates have found entering the industry a challenge &ndash;&nbsp;<a href="https://www.deverellsmith.com/blog/2021/10/ability-enabled-dot-dot-dot-with-kemi-oguntoye">including Kemi Ogundipe who we interviewed for a podcast back in 2019</a>&nbsp;- purely because their degree wasn&rsquo;t obtained from one of these highly acclaimed courses.
When it comes to creating a more diverse pipeline of talent,&nbsp;<a href="https://www.deverellsmith.com/blog/2021/10/black-history-month-2021-proud-to-be-dot-dot-dot-with-paul-modu">Paul Modu (Senior Surveyor at Knight Frank)</a>&nbsp;provided insight on Knight Frank&rsquo;s 2021 strategy back in October. For the first time, Knight Frank took a cohort of graduates from areas other than Reading University and Oxford Brookes University, which has already created a more diverse group of individuals.
Sarah Hayford, CEO of Land Collective - a multi-award-winning commercial awareness and career development platform, that aims to connect more young people from diverse backgrounds with the built environment sector -&nbsp;<a href="https://www.deverellsmith.com/blog/2021/10/paving-the-pathway-to-property-with-sarah-hayford">spoke with deverellsmith last year</a>&nbsp;on how it&rsquo;s extremely difficult for someone who isn&rsquo;t wealthy to gain the relevant experience which employers are looking for to accompany degrees.
A lot of extremely intelligent and capable graduates are missing out on opportunities due to finances and being setback in life. Can your business introduce an initiative which targets graduates from low socio-economic areas and supports them gain the necessary work experience?
<h3 class="MsoNormal">What could this mean for graduates?</h3>
Employers like to see that candidates can apply real-world experience to their role and having this experience in such a competitive market can help graduates to stand out. This doesn&rsquo;t necessarily have to be in the form of a full-time position, but internships, apprenticeships and work experience placements can put graduates a nudge ahead of the rest.
<a href="https://www.prospects.ac.uk/careers-advice/what-can-i-do-with-my-degree/real-estate">Prospects UK</a> emphasises the importance of relevant property-related experience, and highlights way graduates can gain this, from opportunities arising within real estate or the buildings and estates division of universities.
<h3 class="MsoNormal">What could employers also be looking for aside from a degree or experience?</h3>
Interestingly, 13% replied to deverellsmith&rsquo;s poll with neither, highlighting there are other areas in which employers are placing higher importance on over a degree and relevant experience.
Prospects UK suggest that many property employers place a strong emphasis on extra-curricular activities that develop soft skills like teamworking and leadership. This demonstrates how employers want candidates who are going to add value to their team and have the capability of working with colleagues efficiently to contribute to the business&rsquo;s success.
When hiring at entry level, employers want to see candidates with a great attitude, someone who is willing to learn and desires to develop within their career. We can see this with the industry generally supporting further study while you work, and many provide opportunities to work towards gaining&nbsp;<a href="https://www.rics.org/uk/news-insight/future-of-surveying/talent-and-skills/how-important-is-relevant-industry-experience-for-a-career-in-surveying/">professional RICS status, for example</a>.
&nbsp;If you are looking to hire graduates you can speak with one of our talent partners by completng th form&nbsp;<a href="https://www.deverellsmith.com/contact-us" target="_blank" rel="noopener">here</a>&nbsp;or if you're a graduate seeking an opportunity you can take a look through our&nbsp;<a href="https://www.deverellsmith.com/jobs" target="_blank" rel="noopener">live job board here</a>.

Does relevant experience take candidates a degree higher?

​According to LinkedIn Talent Insights, approximately 156,255 professionals have been active in London&rsquo;s property industry over the past year... With 20,887 of them making career moves during this period.
So, how can you stand out among the 20,000 others to secure your ideal role?
At deverellsmith, our experienced consultants engage daily with top property employers&mdash;from major corporations to independent firms&mdash;gaining unique insights into what truly makes candidates stand out at every step of the job search process.
In this guide, we&rsquo;ll cover practical, actionable strategies to help you shine, from in-depth research to post-interview follow-up. With a focused, intentional approach, you&rsquo;ll be able to highlight both your skills and your authentic passion for the industry.
Let&rsquo;s dive in to help you leave a lasting impression in this competitive market.
<h3>​Establishing property industry knowledge</h3>
Before you even start applying, take time to fully understand the specific niche within the property industry you&rsquo;re targeting&mdash;whether it's residential, commercial, or real estate investment trusts (REITs). Each of these areas requires different skills, knowledge, and networking approaches.
<ul>
<li>Tip for Standing Out: Develop expertise in the latest property market trends. Subscribe to key industry publications, attend webinars, and join local property forums. Familiarise yourself with regulations, financial trends, and recent developments in the real estate landscape. This proactive learning will give you conversational knowledge and insights that can impress during networking events and interviews.</li>
</ul>
<h3>Building strategic connections</h3>
In the property industry, networking is one of the most effective ways to find job opportunities. Attending industry events, seminars, and open houses not only gives you a better sense of the field but also allows you to meet influential figures in the industry.
<ul>
<li>Tip for standing out: Aim to bring value to your interactions. Instead of approaching networking with a "What can you do for me?" mindset, ask yourself, "What can I offer this person?" Show genuine interest in others' projects, ask insightful questions, and share relevant articles or research. This builds a lasting impression and establishes you as a valuable connection.</li>
</ul>
Tip from our Associate Director of Estate Agency - Tommy Lambourne:
&ldquo;Ask questions, that would be my number one tip when networking. If you are unsure how to start conversations, research the people that will be at the event before and see if they have posted about their interests. This is a great way to start conversations, everyone loves talking about the things they are passionate about&rdquo;
Learn from industry experts in our networking masterclass in partnership with the Land Collective here.
Bonus tip: Be active on LinkedIn. Engage with posts from property professionals, share your own thoughts on market trends, and participate in groups focused on property topics. By positioning yourself as an informed participant, you become visible to hiring managers and recruiters.
<h3>Showcasing unique value</h3>
In the property industry, recruiters and hiring managers sift through countless applications, so making your resume and cover letter distinctive is critical. Tailor your documents specifically to the role you're applying for and highlight your knowledge of the company&rsquo;s recent achievements or projects.
<ul>
<li>Tip for standing out: Use metrics whenever possible to showcase your achievements. For example, instead of saying, "Managed a team in a property development project," try "Led a team of five on a &pound;10 million commercial property project, achieving a 15% under-budget completion." This quantitative approach helps employers gauge the real impact of your work.</li>
</ul>
<h3>Going the Extra Mile</h3>
When submitting your application, don&rsquo;t settle for just filling out the online form and attaching your documents. Look for ways to give a little more context to your submission, whether through the company website, LinkedIn, or direct follow-ups.
<ul>
<li>Tip for standing out: If the company allows, consider submitting a short video introduction along with your application. Keep it brief and professional (no longer than a minute), focusing on your passion for property, key experiences, and what excites you about the role.</li>
<li>Personal follow-up: After submitting your application, send a thoughtful LinkedIn message or email to the hiring manager. Reiterate your enthusiasm for the role and mention one specific point about the company or project that drew you to the position. Just remember to keep it brief and respectful of their time.</li>
</ul>
<h3>Going beyond basic responses</h3>
The interview stage is where you can genuinely showcase your personality, knowledge, and commitment to the property industry. The property sector often values candidates who demonstrate both technical skills and the ability to connect with clients and teams.
<ul>
<li>Tip for standing out: Research the company&rsquo;s recent projects and ask specific questions about them during the interview. Show that you&rsquo;ve done your homework by mentioning why you found a project interesting or what you would like to learn from similar projects in the future.</li>
<li>Mock interviews: Conduct mock interviews that simulate the conversational, client-facing nature of property roles. Practice delivering anecdotes that illustrate your problem-solving abilities, teamwork, and adaptability. This helps you present yourself as a confident and seasoned professional rather than just a job seeker.</li>
</ul>
You can read here a full guide to our <a href="https://www.deverellsmith.com/blog/2023/08/top-tips-to-master-your-interview-dos-and-donts">interview do&rsquo;s and don&rsquo;ts.</a>
<h3>Post-interview to reinforce your interest</h3>
The follow-up process can be one of the most overlooked stages of the job search, yet it&rsquo;s an opportunity to reinforce your candidacy and show appreciation for the opportunity.
<ul>
<li>Tip for standing out: Send a personalised thank-you email within 24 hours after the interview. Instead of a generic thank-you message, briefly mention something specific from the conversation that resonated with you, whether it's a detail about the company culture or an exciting project you discussed. This shows that you were genuinely engaged in the interview and attentive to the role's specifics.</li>
<li>Going further: If appropriate, share a relevant article or industry insight related to a topic you discussed during the interview. For instance, if you spoke about sustainable building practices, link to a recent study or article about it. This can help reinforce your knowledge and enthusiasm for the field.</li>
</ul>
<h3>Articulating your value</h3>
If you receive an offer, it&rsquo;s essential to approach the negotiation with confidence. In property, where jobs often involve a direct impact on profit margins, construction budgets, or client relations, being able to articulate your value and contributions is key.
<ul>
<li>Tip for standing out: Clearly communicate the unique skills or experiences you bring to the table. Highlight specific achievements and explain how they can contribute to the company&rsquo;s goals. For example, if you have experience in cost-saving measures or have managed profitable projects in the past, demonstrate how this can benefit the company&rsquo;s bottom line.</li>
<li>Know the market rate: Research the typical salary range for your role within the property sector in your location. Use this knowledge to make a reasonable and well-informed counter-offer, if appropriate, while remaining respectful and collaborative in your negotiation approach.</li>
</ul>
The property industry values not only technical expertise but also interpersonal skills, market knowledge, and a proactive approach. Standing out in your job search means being intentional, authentic, and well-prepared at each stage. By focusing on value-driven networking, insightful application materials, and genuine follow-ups, you can make yourself a memorable candidate that employers in the property sector are eager to bring on board.
Looking to get hired? Get in touch today!

How to stand out in each stage of your job search in the property industry

​The need for a focus on sustainability in real estate is no longer a &lsquo;nice to have&rsquo; but recognised as business critical. However, becoming ESG compliant is an increasingly complex operation. Earlier in November, we welcomed subject expert, Charlie Twyman - Senior Account Lead at Carbon Intelligence, to share his intelligence and sector specialist, Tony Garner - Director at Watkin Jones, to provide his perspective from the development world at our event: How will ESG financially impact the Living sector?
You can read what they had to say in their Q&amp;A below.
<h3 align="start">Why is embedding a sustainability strategy critical for Real Estate companies?</h3>
The science makes it clear that our planet is warming at significant levels due to the increase in atmospheric greenhouse gas caused by human activity. In turn, this is having severe consequences the world over, relating directly to rising sea levels, the increase of extreme weather events, droughts, heat waves and mass migration. The costs of these effects are detrimental, and not least of all from a financial perspective.
The world has and is responding, with the move towards a net zero economy gaining momentum and sustainability sitting on the agenda in boardrooms. There is now a better understanding of the climate crisis and recognition that ESG now plays a substantial role in determining risk and return.
In the context of real estate, the built environment contributes to around 38% of global annual GHG emissions (UKGBC), this sector, therefore, has a duty to address its emissions to ensure the success of national and international climate goals. With any investment, there are risks and opportunities, both immense, depending on how little or much action is taken. ​
<h3 class="MsoNormal" align="start">How can the &lsquo;Living&rsquo; sector prioritise being a high-growth sector whilst ensuring it is sustainably focused?</h3>
The correlation between growth and ESG is clear and can be noted from different perspectives.
Investors are taking a forward-looking approach and mandating that sustainable practices be incorporated into corporate strategies. Across the global economy, we can see that with the surge in popularity of various reporting bodies such as&nbsp; GRESB, which now covers $6.4 trillion of assets under management. A key component of growth is therefore aligning with investor ambitions and embedding sustainability in operations.
From an occupier's point of view, the green desire is moving further up the agenda. This may be to a lesser extent in residential compared directly to other asset classes, where there is a growing body of evidence showing the correlation between reduced voids and increased occupancy rates and more sustainable assets. One could suggest that this hasn&rsquo;t spread across the entire market yet, although the macro trends we&rsquo;re seeing elsewhere, combined with the energy crisis will result in a greater demand for greener residential buildings.​
We have also seen changes in financial products and services to transition to a net zero economy. For example, there has been a monumental rise in labelled debt, which is linked to green and sustainability loans and tends to be tied to climate or environmental performance. To put it into perspective, across the global economy sustainable debt finance totalled at a little over $25 billion in 2013. That figure is now at $732 billion dollars.&nbsp;
<h3 class="MsoNormal" align="start">How do you get senior stakeholders to make sustainability a priority in the boardroom?</h3>
The corporate boardroom is a complicated place.&nbsp; Board directors juggle conflicting demands and with responsibility for direction and oversight of the company, they are under pressure to achieve an agreed organisational purpose, to deliver return to shareholders and investors.&nbsp;
Boards have a legal duty to secure the long-term success of their company and are expected to have the skills and expertise to do so, and for senior management who have obligations to serve the Board, environmental issues are starting to become urgent business considerations.&nbsp;&nbsp;
Understanding the complexities for a board of directors to guide a business through this is key to building the relationships needed to get boards to be catalysts for change.&nbsp;
3 key pillars of effective board engagement are:
<ul>
<li class="MsoNormal">
Engage: Do your due diligence and really understand who is on your board and what makes them tick. What are their existing interests and responsibilities &rarr; this information will help you identify who can be your champion in the board and translate the risks and benefits of climate change into words that resonate with their pressures and drivers.&nbsp;
</li>
<li class="MsoNormal">
Educate: Diplomatically upskill directors for they have sufficient knowledge and expertise to make the right decisions, to understand the most material risks and opportunities, to set the right strategy then oversee and govern the delivery.&nbsp;
</li>
<li class="MsoNormal">
Enrich: Give your board strategic insight and foresight into how the market is performing, what competitors are doing so they can make active, informed decisions that will help respond to investor pressure for action. Give them the insight they need to realise ESG is the cut through for their business. ​
</li>
</ul>
<h3 align="start">What are the financial impacts that real estate developers or investors may face if they do not invest in a sustainable future?</h3>
Regulation is coming thick and fast. That can be at the corporate level, with the likes of SFDR and TCFD, but equally from a building and domestic perspective. For example, in the UK,&nbsp; recent changes to Part L regulations were made, which stipulates a reduction in CO2 emissions in all new homes and forms an integral part of the Government's target of delivering Zero Carbon Ready Homes by 2025. The impact of regulations increases the chances of non-compliance, which very much poses a risk to real estate companies.
Regarding the price of carbon, the energy crisis is driving demand for energy-efficient buildings and by implementing best practice we can deliver a value add. Equally, in the world of offsets, these are unavoidable and the business case for low carbon buildings becomes even more compelling when we consider them. In any credible Net Zero strategy, we should focus on reducing carbon as much as we can and only in the last possible instance when all projects have been implemented should we use offsets. The cost of offsets is only going to increase, and this means opening yourself up to financial risk if you plan to be entirely reliant on them.
Finally, and becoming more and more important is the threat to reputation. Although putting a price on this is complicated, the role of ESG in a company&rsquo;s reputation is growing by the day and allegations of greenwashing, where claims are made that environmental and social practices are overstated, can result in reputational and financial damage.
<h3 class="MsoNormal" align="start">So, one of our clients wants to start their journey to becoming Net Zero&hellip;where do they begin?</h3>
In terms of the key considerations, the following process is recommended;
<ul>
<li class="MsoNormal">
Establishing priorities:
</li>
<ul>
<li class="MsoNormal">
Reviewing what is most pertinent to you and how you might be affected by key drivers such as regulation and investor demands, allows you to understand and appreciate how you can capture opportunities, manage risks and align to your corporate strategies.
</li>
</ul>
<li class="MsoNormal">
Setting a strategy:
</li>
<ul>
<li class="MsoNormal">
Following that, setting a strategy which can be supported by a strong business case and targets is fundamental. Within this strategy, there needs to be clear accountability with well-defined responsibilities, with a clear consensus on who is doing what and when.
</li>
</ul>
<li class="MsoNormal">
Thinking full life cycle:
</li>
<ul>
<li class="MsoNormal">
Buildings must be designed with their Whole Life impact in mind to align with operational and embodied carbon targets. By thinking across the lifetime of an asset, we can then appreciate what the associated impact of an asset will be. In turn, this informs the design process, bringing stakeholders on board, and putting those predefined targets in reach.
</li>
</ul>
<li class="MsoNormal">
Reporting:
</li>
<ul>
<li class="MsoNormal">
Reporting drives action, providing a measure against progress. As part of the reporting process, we need to establish a benchmark for our successes and the areas for improvement and use that data to drive further action.
</li>
</ul>
</ul>
Finally, and incredibly vital,&nbsp; is that this is all underpinned by effective collaboration and engagement. Engagement between all parties ensures that ambitions are understood, and lessons can be learnt throughout the project.By acting collectively, we can and will accelerate the transformation towards a decarbonised, and sustainable built environment
<h3 class="MsoNormal" align="start">What is the greatest challenge you have faced in your journey so far to becoming carbon zero at Watkin Jones PLC in the longer term?</h3>
It is no secret that viability is a big challenge, particularly in the current market / economy, therefore cost vs value has to be the biggest challenging factor, however as an industry we cannot afford to ignore the need to reduce carbon and assist with both UK &amp; Global targets.
<h3 class="MsoNormal" align="start">What ESG action have you taken that&rsquo;s had the biggest impact?</h3>
Apart from our ESG certification engagement with BREEAM &amp; HQM etc, I feel our higher internal targets we have set for carbon reduction in design above statutory targets, will, in the medium and long term, be the most impactful.
<h3 class="MsoNormal" align="start">What advice can you give your development peers and wider property industry?</h3>
I think joining events like this, talking amongst ourselves and trading ideas is a great opportunity to have a voice as a collective, we discussed confused government messaging and lack of direction in terms of regulation on ESG particularly in the residential sectors. &lsquo;Let&rsquo;s keep talking and keep the agenda alive&rsquo; as well as personal responsibility we all have for future generations.
<h3 class="MsoNormal" align="start">If you had 10 minutes alone with the housing minister, what would you say?</h3>
What wouldn&rsquo;t I say maybe easier! More clarity and guidance are required from Government to listen to our Industry as a collective, understand the issues in the practicalities of achieving carbon reduction goals, give assistance and funding where applicable to reward innovation, and make regulatory changes to both simplify and streamline the process to achieve our targets towards a net zero world.

How will ESG financially impact the property sector ?

deverellsmith appoint a new Director of Corporate Functions to elevate its corporate functions service at all levels within global residential real estate ​
London, UK - September 2022:  deverellsmith, the strategic talent consultancy to the property industry, has strengthened its leadership team and client service offering with the appointment of Richard Baker as the Director of Corporate Functions.
Baker brings with him 30 years of both recruitment and finance experience at director level, a unique blend of expertise within the market. He&rsquo;s developed teams within organisations from sourcing junior-level roles through to delivering executive search. With a history of building business areas within human resources, marketing, and finance, he will spearhead the development of deverellsmith&rsquo;s world-class corporate functions service, to provide clients with a specialist offering that will be hard to find elsewhere.
His rare and extensive 30-year career gives Baker a unique understanding of both client and candidate perspectives, allowing him to draw from this knowledge to bring candidates' experiences to client challenges, delivering a trusted, premium service. With his immense network and expertise in the corporate functions market and hands on approach, a director comparable to Baker&rsquo;s experience is rare in today&rsquo;s market.&nbsp;
Richard Baker commented: &ldquo;I am really excited to have joined deverellsmith to lead the teams responsible for corporate functions recruitment across the whole client portfolio. The welcome I have had and the professionalism I have observed from everyone is both refreshing and exciting. Customer relationships are deep, and consultants are seen as true advisors to both clients and candidates. It already feels like home, and I am looking forward to contributing to the ongoing success of the business&rdquo;.
Andrew Deverell-Smith, Founder and Global CEO, commented: &ldquo;We have ambitious plans to strengthen our business across the full residential property life cycle, enabling our clients to hire the best in market talent across every vertical of residential real estate.&nbsp;
With Richard&rsquo;s experience working at director level building and developing teams within corporate functions, he&rsquo;ll be able to provide our clients with an expert and elevated offering that we&rsquo;ve not yet provided within the residential real estate market&rdquo;.
About deverellsmith
deverellsmith is a leading real estate recruitment and talent solutions partner spanning the UK and US, we have been leading the charge and championing change since 2006. We support the evolution of hiring strategies and internal capability shaping the way real estate recruits, attracts, and retains talent. We&rsquo;re the ones you call to build a dynamic team and drive shareholder value. We support your future and help build your career.
Most importantly, we like to do things differently&hellip;brilliantly.

Senior hire allows leading property recruitment and talent solutions firm to bolster its client services

Hiring the right person is always a business-critical decision. Whether it is the new office junior or the CEO, every person who is part of your business affects the culture, service, experience and outcome of the company. At deverellsmith, when it comes to talent acquisition, we want to armour our clients, both in the estate agency and the wider property industry, with every hiring tool possible to maximise the chances of identifying and onboarding the perfect fit. One of the ways we do this is through behavioural profiling.
<ul>
<li>
What traits are you looking for in your next hire?
</li>
<li>
Now tell me how you are going to decipher that from a CV?
</li>
</ul>
The standard recruitment practice of reading a CV and conducting a face-to-face interview can reveal many things about an individual such as experience and how they present themselves in a formal setting. But many of the attributes we are looking for in high customer service environments and leadership roles are much harder to ascertain from a self-created document i.e. a CV coupled with a chat over a coffee in the local Starbucks.
Profiling can help employers fill in the gaps that CVs create, help to make better hiring decisions, plan for onboarding of new hires and establish a well-balanced team.
All too often we see that hiring decisions are made based on track record or likeability and are less about the &lsquo;fit&rsquo; of the person to the role and the behavioural requirements.
For example, I have in the past talked to clients about their hiring strategy and when it comes to their interview technique am told something along the lines, &lsquo;we&rsquo;ll have a few structured questions, ask about their numbers and see if we get on.&rsquo;
Whilst this approach is most commonly used, what it&rsquo;s really saying is:
​&lsquo;Did you do well at your previous company and do I like you.&rsquo;
​Neither of which are demonstrating the person&rsquo;s ability to do the job you are hiring for in your business and leaves the hiring manager making decisions based on bias and assumption, not suitability for the role.
When thinking about the next hire into your business I urge you to measure what matters.
Think about the characteristics and behaviours you would expect to see from someone in this role and ask yourself:
<ul>
<li>
What characteristics would be a good fit for your culture? And the role?
</li>
<li>
What makes your top performers brilliant and sets them apart?
</li>
<li>
What values are you wanting someone to align to?
</li>
</ul>
By having a clear understanding of what &lsquo;good&rsquo; looks like, you can create ways to identify it within your hiring process.
There are 3 main types of tests; behaviour (personality), capability and psychometric. With over 5000 types of tests available on the market currently, it&rsquo;s a popular choice to compare candidates.
​Behaviour tests
Behaviour tests generally help employers to understand a candidate&rsquo;s way of thinking, how they interact with others and their general behaviour. Commonly formed by asking a candidate which statements most closely match to them. It can help to understand a person&rsquo;s strengths, areas for development, leadership style and ideal working environment.
Capability tests
Capability tests are a good way to reveal if someone can actually do the job rather than just say that they can! They can often include numeracy, verbal reasoning and aptitude tests.
Psychometric tests
Psychometric testing is like behavioural tests but to a much greater degree of depth. There are many well-known tests on the market and the results can vary hugely depending on what you are using those tests for. Two examples of psychometric tests are:
<ul>
<li>
DISC profiling (dominance, influence, steadiness, compliance) can plot traits within whole teams, showing areas of strength and weakness.
</li>
<li>
McQuaig testing will give you the relevant questions to ask an individual to get the most from an interview.
</li>
</ul>
The key thing to remember with all types of behaviour profiling tests is that they are there in addition to the other elements of the recruitment process to aid a decision, not provide a pass or fail situation.
Well curated assessments are purposefully designed NOT to feel like a test, therefore is more likely to generate honest results. These types of assessments at the start of the hiring process also help to improve diversity and accessibility for individuals with disabilities such as dyslexia and colour blindness.
They remove the risk of unconscious bias because no matter how prepared you think you are, humans are programmed to like people who are most like ourselves, this is hard to overcome.
So, is the answer to remove all human touch and leave it to the robots? Absolutely not, AI recruitment processes are impersonal, lack candidate buy-in and will often leave the candidate feeling disengaged and unable to make a decision about joining a firm. But, it&rsquo;s a good place to start!
If you would like more information about personality and behaviour profiling or would like some guidance on your talent strategy then please get in touch with Nicola Broomham, Director of Estate Agency.

Split: How behaviour profiling can streamline your hiring process

The pandemic inevitably changed a plethora of functions for businesses around the world. From an increase in flexible working, a bigger spotlight on a healthy work/life balance or the importance of a virtuous company culture, businesses have had to adapt to the transformations that C-19 brought with it. They show no sign of stopping.
Potentially one of the biggest adjustments that both employers and employees have made in the working world is performing interviews virtually. Although particularly prevalent towards the beginning of the pandemic, virtual interviews are certainly not going away, and they have become a fixed part of the modern interview process.
Although this new way of interviewing may seem unfamiliar and daunting, virtual interviews offer many benefits over traditional face-face interviews:
<ol>
<li>
A familiar environment:&nbsp;Choosing the location of your interview will help you feel more comfortable and confident in a familiar environment.
</li>
<li>
Cost saving:&nbsp;No commute to the interview will give you more time to prepare for the interview &ndash; this in turn reduces travel costs.
</li>
<li>
Increased flexibility:&nbsp;They allow greater flexibility for both employees and hiring managers, making the interview scheduling process much simpler.
</li>
<li>
Senior people:&nbsp;Gives you access to more senior level people who may have busier schedules.
</li>
</ol>
​With all the above in mind, we&rsquo;ve put together some helpful tips to navigate our increasingly virtual world and help you excel in your next online interview.
<h3 class="MsoNormal" align="start">Before your interview</h3>
Arrange your setup​
<ul>
<li>
Make sure your device of choice is fully charged or connected to a charger &ndash; you don&rsquo;t want to have to run for a charger mid-conversation.
</li>
<li>
​Use headphones to reduce background noise.
</li>
<li>
Make sure your camera is on and your microphone is not on mute.
</li>
<li>
Download the appropriate app that the interview is being streamed on and test if the meeting link is working.​
</li>
</ul>
Do your research
<ul>
<li>
​A virtual interview doesn&rsquo;t change the importance of researching the company beforehand. A simple way to research your potential employer is to head to their website and note down their mission, objectives, culture, and values.
</li>
<li>
Doing research beforehand&nbsp;shows the hiring manager that you have a keen interest in the company and that you can present ideas to help it operate more efficiently when asked.
</li>
</ul>
​Prepare as much as possible
<ul>
<li>
​Dress appropriately - although it will be tempting to only dress smartly from the waist up, dressing professionally from head to toe will help to put you in the right mindset.
</li>
<li>
​Turn off all your notifications to avoid any distractions during the interview - As you will be using a phone or laptop, having the notifications pop up could mean you disengage with the interview and the hiring manager will notice this.
</li>
</ul>
Plan your time effectively
<ul>
<li>
​Be prepared to join the call 5 minutes before the initial interview call, clearing your schedule an hour beforehand so you can go through your research.
</li>
<li>
Have a read through the job description and your CV to re-familiarise yourself ahead of any questions regarding your experience.
</li>
</ul>
<h3 class="MsoNormal" align="start">​During the interview</h3>
Body language
<ul>
<li>
​With a virtual interview you may feel more relaxed in an environment you are acquainted with; however, you should ensure that you maintain good posture and keep your body language as professional as possible.
</li>
</ul>
Maintain your focus
<ul>
<li>
Don&rsquo;t agonise if the connection is failing, this could be a bad connection from either end. Stay calm and wait to re-connect, the interview can always be re-arranged if it needs to be.
</li>
</ul>
​Answering questions
​It&rsquo;s common within both virtual and in-person interviews to be given a selection of role-specific, value-based, and competency-based questions. The most effective way to answer these types of questions is by following the STAR technique:
<ul>
<li>
​Situation: Explain the context in which you have performed a job or faced a challenge at work. For example, perhaps you were working on a group project or had a conflict with a colleague.
</li>
<li>
Task: Portray your responsibility in that situation. Maybe you had to help a group complete a project with a tight deadline or resolve a conflict with a colleague.
</li>
<li>
Action: Describe how you completed the task and endeavoured to meet the challenge. Focus on what you did, rather than what your team, boss or colleagues did.
</li>
<li>
Result: Communicate the outcomes or results generated by the action you took. Emphasise what you accomplished, or what you learned.
</li>
</ul>
​Gentle reminder:&nbsp;don&rsquo;t worry if there are short silences in the conversation, there may be a delay in the connection, or the interviewer is simply thinking about your answers.
<h3 class="MsoNormal" align="start">After your interview</h3>
Feedback and reflect
​Take your time to reflect on what you think went well and what you could have improved on. You will always benefit from asking for feedback, so don&rsquo;t be afraid to ask.
​The interview process can be intimidating, however, implementing these tips should help to ease the pressure and make the interview enjoyable for both you and your potential employer.
​Learn more about our contractor opportunities&nbsp;<a href="https://www.deverellsmith.com/clients/new-homes-deverellsmith?">here.</a>

The fundamentals of the working world: How the interview process has changed – for the better?

On Wednesday 16th November SAY and deverellsmith acted in partnership to host &lsquo;The Future of Freehold&rsquo; breakfast event, which aimed to offer insight and education on the leasehold legislation update and what challenges and opportunities the changes bring.
The discussion was led by Debra Yudolph, Partner at SAY Consulting, with contributions from other industry leaders including:
<ul>
<li>James Duncan, Winkworth Sherwood</li>
<li>Richard Silva, Longharbour</li>
<li>Charlotte Gilchrest, Argent Related</li>
</ul>
We asked Debra to provide an overview of the discussion through a quick Q&amp;A which you can find detailed below.
<h3>What is Commonhold?</h3>
Commonhold is an alternative management solution to long leasehold ownership. In commonhold tenure there is not an overarching landlord, instead the freeholders of units in a building or across an estate own the assets equally and have a joint responsibility for the management of common parts.
<h3>How will this affect historic institutions such as Grosvenor Estate, Cadogan Estate etc?</h3>
The leasehold sector has offered historic institutions the opportunity to let residential units, both single and multi-let developments, on long leases in return for tenants paying an initial purchase price and ongoing ground rent, amongst other charges and premiums. This control over leaseholders has been profitable for historic institutions and saw them augment ownership over huge areas of strategic land.
Unlike leasehold, commonhold does not offer historic institutions long term interest in assets, as the freehold is transferred at the point of purchase. &nbsp;As a result, the move to commonhold will likely disincentivise housing institutions from expanding their portfolio and recycling existing assets, as they may instead look to focus on the profit from their existing leasehold portfolios. We may therefore see historic institutions look to alternative and less regulated investments.
The loss of control over assets will also impact institutional investors from a reputational and branding perspective. With less control on the look and feel of their assets, the potential for miss-management of commonhold stock, may deter larger institutions from entering the sector.
<h3>How will the introduction of Commonhold affect the way Managing Agents go about managing a development?</h3>
In the leasehold sector professional freeholders fulfil a vital stewardship role, overseeing maintenance, safety and sustainability of building structures and communal areas, whilst taking on a significant responsibility for insurance and complying with legislative requirements. In the commonhold sector these responsibilities are handed to the individual unitholders, therefore the role of a managing agent will become even more vital and more complex.
One of the biggest contrasts between commonhold and leasehold is that what is expected of the managing agent will differ significantly between individual unit-holders (commonhold) and an experienced investor (leasehold). There will be a heightened level of interaction with multiple unit-holders, across commonhold developments, which will be management intensive and will place a greater burden on managing agents. There is the potential for management of commonhold assets to become consensus lead. So, it will be important managing agents don&rsquo;t look to satisfy the majority and instead deliver best practice, despite differing resident agendas.
The rising level of legislation will add to these complexities, and it seems increasingly likely that managing agents will be more cautious when tendering for opportunities in a commonhold environment.
<h3>What do you see as the biggest challenge across the Leasehold sector to be moving into 2023?</h3>
I think the biggest challenge across the leasehold sector, moving into 2023, will be the effects of increasing requirement of new legislation. The introduction of the Leasehold Reform Act is seen by many as one of the most significant changes to property law and is a clear indication that the Government has an appetite to change the leasehold structure. At a time when management responsibility looks to being handed back to leaseholders, new legislative requirements such as the Building Safety Act are complex and management intensive, so 2023 could be a challenging year for the leasehold sector.&nbsp;
Debra is a Founding Partner of SAY Property Consulting, an award-winning advisory business specifically established to provide residential, commercial and mixed use management consultancy services to property owners, developers and investors. Debra has over 25 years&rsquo; experience in residential property and is recognised as one of the major contributors to the industry. Before starting SAY with Charles Seifert, Debra was Director of Asset and Property Management at Grainger plc for ten years.
Debra is an expert in residential property and asset management with a particular focus on Build to Rent, Place Making, Regeneration and industry innovation. Debra has a keen interest in the positive social impact that can be delivered through new development. She is a recognised spokesperson on behalf of the residential sector and is a member of Property Weeks Resi Senate.

The Future of Freehold

​If there was ever a time to ask for a pay rise, it&rsquo;s most definitely now.
The UK is facing its sharpest annual increase in the cost of living since the early 1980s, according the&nbsp;<a href="https://www.theguardian.com/business/2022/apr/13/inflation-march-britain-cost-of-living-soars">The Guardian</a>. With this, you will have almost certainly noticed that there has been an increase in the price of your weekly food shop, gas and electricity bills and filling up your tank for you commute.
Simply put, rising costs are everywhere.
Despite these unfavourable conditions, it can still be tricky to approach your boss to ask for a larger salary. Money is very much a taboo topic of conversation, and some can find it awkward to have such open conversations about earnings, making it harder to breach the matter of a pay rise.
&ldquo;8 in 10 adults reported an increase in their cost of living in 2022, compared to 6 in 10 in&nbsp;<a href="https://www.ons.gov.uk/peoplepopulationandcommunity/personalandhouseholdfinances/expenditure/articles/impactofincreasedcostoflivingonadultsacrossgreatbritain/november2021tomarch2022">2021&rdquo;</a>
Considering this, we have put together some guidance for you when you are ready to open the dialogue.
Benchmarking salaries in the market
Prior to approaching the subject of a pay rise, it&rsquo;s a smart idea to research what others with your job title are earning in your location and industry. This will be beneficial as it will highlight if you are being paid unfairly for your expertise and responsibilities. You can then draw on this insight when establishing a realistic number to begin negotiating your salary. The last thing you want to do is begin the discussion with a completely unrealistic request.
&lsquo;It&rsquo;s not enough to just say &ldquo;well they&rsquo;re on more money than me&rdquo;, you have to be able to refer to stats and facts which show your performance is also aligned to that person and therefore you deserve a rise in salary&rsquo; &ndash;Ryan Doyle &ndash; Business Manager
Try not to compare yourself too much to the salaries of others within your company unless there is a completely unfair disparity in pay. Employers tend to dislike when your primary argument is &lsquo;I would like a pay rise because they are on more money than me&rsquo;. You need to be able to show through your personal performance why you should be given a pay rise, illuminate how you are going above and beyond others that are being paid more.
Providing a range means short-change
When sharing with your boss what salary you would ideally be on, it&rsquo;s best not to start with a range. Your employer will tend to fixate on the lower end of the scale, and it is harder to negotiate yourself upwards.
&ldquo;Start with a salary higher than what you are ideally looking for so that you can come down if needed&rdquo; &ndash; Tom Hammond &ndash; Financial Controller
Our recommendation is to begin with the number you want or higher, that way you have some extra wiggle room and will mean you&rsquo;ll be more likely to end on a number nearer your initial proposal.
Know your worth to prove your worth
Having a solid understanding of what is expected of you within your role is extremely valuable before asking for a pay rise. You need to ensure you are meeting your role requirements and prove how you are surpassing expectations.
Familiarise yourself with your job description so you can reference specifically where you are exceeding performance, not just for generated business but efficiency across all your controllable targets.
You should be able to answer questions that your boss will undoubtedly fire at you after opening the discussion, such as &lsquo;What additional responsibilities have you taken on?&rsquo; and &lsquo;What are you providing that somebody else couldn&rsquo;t?
Prove you are worth the investment.
Timing is everything
Wait for a win&hellip;
&lsquo;It&rsquo;s always important to recognise where the company is financially at the time&rsquo; &ndash; Ryan Doyle &ndash; Business Manager
One thing to absolutely avoid is asking for a pay rise during the company&rsquo;s worst month/quarter. This increases the chances of being shut down straight away due to the company not being in the best financial position.
What&rsquo;s more, wait until you have a win to boast about. You may have just exceeded your sales target or lead a lucrative project. Having a win behind you will help to reinforce your value and encourage your employer to consider your salary increase more favourably.
Finally, where should you begin?
All this advice is great, but you may be thinking &lsquo;How should I start the conversation?&rsquo; Below are our steps to help get you on your way:
1.&nbsp;Email your manager/employer and ask to have a 1-1 meeting to talk about your personal career progression.
2.&nbsp;Provide an opening statement for no longer than 3 minutes, with clear and concise messaging, providing the evidence you have collated.
3.&nbsp;Close the statement with a question asking for their thoughts and feedback.
Be strong, direct and don&rsquo;t go off topic, you&rsquo;ll be sure to hit the bullseye.

The only way is up: How to ask for a pay rise in soaring living costs

It&rsquo;s been 3 days since Chancellor Kwasi Kwarteng shared updates announced in the mini-budget. He hailed it to be a &lsquo;new-era&rsquo; for the UK economy as the biggest package of tax cuts in 50 years were revealed.
deverellsmith has curated a pack which summarises all the changes which impact the property sector and business employers as well as how the market has reacted.
Income taxes
<ul>
<li>
Basic rate cut from 20% to 19% as of April 2023
</li>
<li>
The additional rate tax band, which taxes income over &pound;150,000 at 45%, will be scrapped completely as of April 2023
</li>
<li>
National insurance rise, which was introduced in April, of 1.25% will be reversed as of November 2022
</li>
<ul>
<li>
These means a tax saving of &pound;392.18 if you earned &pound;30,000 a year, or &pound;5,219.88 if you earn &pound;200,000 a year from April 2023 onwards
</li>
</ul>
<li>
Bankers previously had a cap on their bonuses of 2x of their basic salaries, this will be scrapped
</li>
<ul>
<li>
This is to re-attract some of the 7,000 banking jobs that were relocated post Brexit
</li>
</ul>
<li>
IR35 reforms making businesses hiring contractors responsible for determining the correct employment status for their contractors will be scrapped, as of April 2023
</li>
</ul>
Other taxes
<ul>
<li>
The stamp duty free threshold on property has been increased from &pound;125,000 to &pound;250,000
</li>
<li>
The stamp duty free threshold for first time buyers has been increased from &pound;300,000 to &pound;425,000
</li>
<ul>
<li>
Previously when stamp duty was cut in 2019, we saw an increase in house transaction volumes as well as house prices. Though the previous cut was a temporary measure, which pulled demand forward as people rushed to complete purchases before a deadline. As this cut is here to stay, we might not see the same rapid jump in transactions and prices as before.
</li>
</ul>
<li>
Corporation tax was originally planned to rise from 19% to 25%, this has been scrapped.
</li>
<ul>
<li>
This is quite low compared to other countries, for example, France is 26.5%, the United States is 21%, Canada is 26.5%
</li>
<li>
A planned dividend tax rise of 1.25% has been scrapped
</li>
</ul>
</ul>
Non-tax related
<ul>
<li>
The cap on energy will be set at &pound;2,500 for the &lsquo;typical household&rsquo; for residential users, this will be extended to businesses for 6 months
</li>
<li>
Planned duty increases on beer, cider, wine and spirits have been cancelled
</li>
<li>
VAT free shopping for tourists has returned, meaning that non-UK tourists can shop in the UK then claim VAT back on their purchases
</li>
</ul>
Reactions
<ul>
<li>
The pound has tumbled against other currencies, reaching its lowest level versus the dollar since 1985
</li>
<ul>
<li>
The Bank of England is likely to increase interest rates to drive up the price of GBP compared to other currencies, though doing so would increase mortgage rates and lower housing affordability
</li>
<li>
The UK is a net importer, meaning we buy more goods than we sell internationally, a weaker pound means that importing goods from abroad becomes relatively more expensive driving further inflation.
</li>
</ul>
</ul>

What does the mini-budget mean for hiring, employment and property?

Are you searching for more than just a job? Do you aspire to join a company that values your well-being, growth and success? In today&rsquo;s job market, finding the right role for you goes beyond just the role itself - it&rsquo;s about the entire package, including employee benefits.
How can you navigate your job search, and know what benefits are available to you in the market, and ones to ask potential employers about in your interviews?
This blog will explore the types of benefits out there, to help you make your next career decision.
<h3>Health and wellness</h3>
Your health is your most valuable asset. Some businesses will offer comprehensive health and wellness benefits that cover both you and your loved ones. From medical, dental and vision insurance to wellness programmes and mental health resources, you can focus wholeheartedly on achieving your professional goals with support like this. deverellsmith for example, offers all employees access to a mental health platform called <a href="https://www.heyplumm.com/">Plumm</a> which gives employees access to free therapy sessions and career advice when they require it.
<h3>Financial security</h3>
Benefits packages can also include aspects to secure your financial stability. This can include retirement plans, life insurance and flexible spending accounts designed to support your financial goals both short-term and long-term. Businesses in the property industry such as CBRE, also offer their employees mortgage advice, which within this market is exceptionally helpful for navigating which mortgage to choose when buying your first home, or how to navigate changes in mortgage rates.
<h3>Work-life balance</h3>
A work-life balance has become an increasingly important issue that prospective employees are looking for in their next career step. It&rsquo;s about finding harmony between your professional and personal aspirations. In recent years, employers have started to introduce more flexible work offerings such as hybrid working, job shares and flexible hours. There are even businesses like <a href="https://daisy-chain.com/">Daisy Chain</a> that offers a platform for businesses within the property industry to advertise their flexible working benefits to potential employees who value a high-quality work-life balance.
<h3>Professional Development</h3>
When deciding which company to join next in your career, part of the decision may come down to how you can further your career within the business and climb up the ladder within your discipline. Businesses like <a href="https://pdf.savills.com/documents/Savills-Management-Resources-Booklet.pdf">Savills</a> offer personal development plans, mentoring and training schemes within their benefits schemes, that support their employees reach new heights and provide them with the resources to advance their careers.
As you embark on your job search journey, remember that the true essence of a fulfilling career lies not only in the job role itself but in the comprehensive benefits package offered by prospective employers. These benefits serve as pillars of support, elevating your career journey to new heights while ensuring your overall well-being and happiness.
If you would like advice and support throughout your job search, get in touch below or <a href="https://www.deverellsmith.com/candidates?source=google.com">drop your CV here.</a>

A guide to employee benefits in the property industry

On Wednesday 10th March, we welcomed Atta Gyedu from Programme One and Emmanuel Ayoola from the Aleto Foundation for a barstool (internal event series) in light of Black Inclusion Week.&nbsp;
<h3>What is Black Inclusion Week?</h3>
Black Inclusion Week was launched by Black Leaders, a community of Black professionals looking to make positive and sustainable change. Their CEO Paul Sesay stated it&rsquo;s a reminder of the importance of &ldquo;embedding a fair and just society for all&rdquo;.
The week is an opportunity for organisations to show their commitment to Black Inclusion and work towards a more inclusive culture. They do this by amplifying the voices of Black people across the UK and facilitating action towards Black inclusion through education and awareness.&nbsp;
<h3>Programme One and the Aleto Foundation&nbsp;</h3>
Programme One is an organisation that aims to address the underrepresentation of Black talent within the recruitment industry. deverellsmith was one of the first organisations to join when they began, and they now have 12 partner companies sharing the same mission to remove the inequalities which are restricting and inhibiting the engagement of Black talent in the sector.&nbsp;
One way we are doing this is through partnering with the Aleto Foundation. The Aleto Foundation was created to provide significant lifetime opportunities for young people with high potential. They aim to create a world where your income or ethnic background doesn&rsquo;t stop you from reaching the highest leadership positions, and they do this by matching early career staff of black heritage (mentees) with senior leaders (mentors) in their exceptional mentoring scheme.&nbsp;
<h3>Why mentoring?</h3>
Mentorship can be a powerful tool for both personal and professional development. A mentor offers someone that is in the early stages of their career guidance and advice, sharing experience within their chosen sector, as well as the skills and the confidence to take hold of opportunities to help them climb the career ladder.&nbsp;
The mentor will also see the benefits of mentoring, as they too can develop new skills, gain fresh perspectives, and expand their network.&nbsp;
The Aleto Foundation&rsquo;s mentoring scheme matches mentees of Black heritage, with mentors of senior positions within the recruitment industry. One of the core aims is to retain the mentees within the industry, giving them the support they need to thrive in their careers. The Aleto Foundation found that the retention rate of a mentee is 72% compared to 49% of employees who do not participate.&nbsp;
The programme also helps mentors gain insight into the perspective of Black people in the workplace and understand how they as leaders can work towards creating more inclusive workplaces.
Click here if you would like to join&nbsp;<a href="https://www.programmeone.com/">Programme One.</a>

Black Inclusion Week with Programme One and The Aleto Foundation

Social media platforms have become a key part of finding a job, whether you are actively seeking a specific job or keeping your options open social media is a very useful way of connecting with potential employers and industry professionals.
With millions of people and companies now using various social platforms such as LinkedIn, Twitter, and Instagram it is easier than ever to connect with these people and learn about potential job openings.&nbsp;
This blog will take you through some of the key benefits of using social media when searching for a job, as well as some tips and tricks to help you along the way.&nbsp;
<h2 class="MsoNormal">Key benefits</h2>
1.&nbsp;&nbsp;&nbsp;Increased visibility - When posting your job search on social media, you&rsquo;re engaging with millions of people and businesses that you may not have been aware of. Employers will use social media to search for potential candidates, so it increases the likelihood of employers knowing you are searching for a job.&nbsp;
2.&nbsp;&nbsp;&nbsp;Networking - Connecting with potential employers and colleagues can increase your exposure and access to other connections within your market, opening you up to more opportunities. Actions like commenting on posts, sharing ideas, and showing interest in a company&rsquo;s values and activities are great places to start building your community on LinkedIn.
3.&nbsp;&nbsp;&nbsp;Personal Branding - Social media is a great tool to help build your own personal brand which is supportive when applying for jobs. Your personal brand is intentional and is how you want people to see you. It can help you attract and be visible to employers that have the same values giving you a better opportunity to find the right company for you. Sharing your expertise, participating in discussions, and posting relevant content are all ways you can build credibility and showcase your skills and experience to potential employers.&nbsp;
4.&nbsp;&nbsp;&nbsp;Job openings - Many companies post job openings on their social media platforms, particularly: LinkedIn and Twitter. By following companies and recruiters in your industry, you will be up to date on the latest jobs in your interest.
<h3 class="MsoNormal">To get the most out of the benefits above, it is key you know how to use social media efficiently to optimise your results.&nbsp;</h3>
1.&nbsp;&nbsp;&nbsp;Optimise your social media profiles - Before you begin your job search ensure that your social media profiles are up to date. This will include using a professional photo, a brief bio about you and your experience, your previous work history, and any key skills you may have which will increase the chances of attracting employers.
2.&nbsp;&nbsp;&nbsp;Identify the right platforms - It&rsquo;s important that you use the platforms which will give you the best chance to interact with the people and employers in your target industry. LinkedIn is the most valuable professional social platform to connect with those people, whilst Twitter can be useful for sharing thoughts and engaging in topical conversations. Before you begin, research which platforms are most relevant to your job search and target those first.&nbsp;​
3.&nbsp;&nbsp;&nbsp;Engage with potential employers -&nbsp;Engaging with employers is a great way of making them aware you are open to job opportunities and showing them that you are interested. The best ways to do this are by commenting on their posts and sharing their content. ​
4.&nbsp;&nbsp;&nbsp;Join Industry groups - Joining groups on social media that are relevant to your industry or job search is a great way of connecting with other like-minded people and industry professionals. These groups also often have job postings which may appeal to you.&nbsp;​
5.&nbsp;&nbsp;&nbsp;Using Hashtags&nbsp;- Hashtags are a great way of making your profile and posts more accessible to employers. Make sure to use relevant hashtags on your posts to attract employers who could be looking to hire candidates for a job.
​
Overall, social media platforms are a crucial tool in today&rsquo;s world for you to utilise in your job search. To make the most of the benefits discussed above, ensure you have a clear strategy before diving into the online world, so you can gain the most out of social networks.&nbsp;
If you would like further guidance to help you get the most out of your job search, you can get in touch here.&nbsp;

How to use social media in your job search

In our latest article, our Director of Development and Construction, Chris Litras, dives into 4 economic factors that are impacting the industry, to help you stay ahead of the curve in today&rsquo;s rapidly evolving business and hiring landscape.
<ol class="ak-ol">
<li>
<h3>Mortgage activity</h3>
</li>
</ol>
Simon Gammon, Managing Partner at Knight Frank Finance suggested at our flagship event&nbsp;Banking on the Future&nbsp;that we should expect a reduction in mortgage rates to around 4-5%.
Lower rates result in more affordable mortgages which can increase demand for housing. The higher demand means greater need for residential developments, therefore this will present build opportunities for businesses in the real estate sector.
Despite this however, Simon continued to share how a drop in mortgage applications from 60,000 to 40,000 over the last 12 months has been reported, indicating a potential slowdown in the housing market, which businesses should consider when planning their next steps.
<h3 align="start">&nbsp; &nbsp; &nbsp;2. Interest rates&nbsp;</h3>
It is anticipated that there will be an increase in interest rates followed by a decline, suggesting a change in the monetar policy environment.
Higher interest rates can affect borrowing costs for businesses, potentially impacting investment decisions and economic growth.
However, the subsequent decline in interest rates may benefit businesses by reducing borrowing costs and supporting faster income growth for assets. It is essential that businesses closely monitor interest rate changes and adapt their strategies accordingly.
In May 2023, Andrew Deverell-Smith reported in his Total Talent Update, &ldquo;Whilst we forecast mixed conditions, we remain very optimistic that companies who are focused, determined, and funded can achieve significant growth under these conditions by attracting and retaining the best people in their organisations.&rdquo;
<h3 align="start">&nbsp; &nbsp; &nbsp; 3. Cost of living&nbsp;</h3>
The predicted drop in inflation is targeted at 2% within the next year indicating a potential improvement in the cost-of-living crisis. Lower inflation can relieve financial pressure on both businesses and individuals, decreasing costs for energy &amp; building materials and allowing businesses to offer employees more pay.
However, businesses that are serious about retaining their top talent should look further than remuneration according to deverellsmith&rsquo;s sister company Hintel - an RPO, Recruitment Process Outsourcing business.
Pete Sheppard - Managing Director at Hintel commented, &ldquo;An employer now needs to take a holistic approach to support wellbeing and provide the training for soft skills as well as academic development.&rdquo;
Ensuring you give employees clear progression plans, learning and development programmes, the option for flexibility within their role or even covering employees' travel cards for a month will ultimately improve employee satisfaction and motivation.​
<h3 align="start">&nbsp; &nbsp; 4. Tight labour market</h3>
The scarcity of qualified candidates in various disciplines attributed to factors such as Brexit, Covid, cost of living and flexible working requirements has presented challenges for businesses looking to attract top talent. In such a competitive landscape, innovative recruitment strategies are necessary to stand out and secure skilled professionals.
In spite of that, according to deverellsmith&rsquo;s data, we are experiencing a buyer&rsquo;s market for the first time since the pandemic. Job applications have soared, increasing by 196% compared to 2022, whereas job vacancies have stayed the same.
Andrew Deverell-Smith continues to comment within his Total Talent update, &ldquo;Smart, bold, and well-capitalised organisations within our sector are absolutely taking advantage of those conditions in attracting the top 1% of the market to their businesses.&rdquo;
​The key word here is confidence&hellip;
Although we find ourselves in a tight labour market, deverellsmith has access to world-class candidates within the real estate sector and is working with market-leading housebuilders and developers to find businesses committed to growing the top talent to get them there.
Get in touch to see how I can support you in leveraging our expertise and network of candidates within the real estate space, and help your business find high-quality candidates.
Chris is an experienced Director in construction recruitment. Having worked at a market-leading corporate agency for over a decade, he brings a wealth of knowledge and experience to the industry and is able to advise on all aspects of the recruitment process to secure the very best talent for deverellsmith&rsquo;s clients.
If you would like to discuss how we can support your hiring needs, get in touch below. ​

4 economic indicators which influence your hiring strategy

<h3>Grow your business with temporary employees...</h3>
 Our specialised team of temporary, contract, and interim recruiters is uniquely positioned to connect you with highly skilled property professionals, ranging from RICS-qualified surveyors to complete sales teams and proficient back-office support.
Our comprehensive temporary, contract, and interim recruitment service offers all-encompassing support, including efficient contractor payroll management and expert guidance on ongoing legislative developments.
The key to our achievements? Our rapid response time. We exclusively collaborate with top-tier candidates who are primed to seamlessly integrate into your operations. We supply immediate starters to ensure minimal disruption to your business across all fields of expertise, all while delivering unparalleled customer service.
Watch the below video to find out how the temporary team at deverellsmith could be your ideal partner in finding top talent for your business&hellip;
&nbsp;

5 ways hiring temporary employees can benefit your business...

M&amp;A activity in the UK increased by 7% in Q1 2024 compared with the quarter before -&nbsp;<a href="https://www.worldconstructionnetwork.com/data-insights/theuk-m-a-activity-construction-realestate-industry/">World Construction Network.</a>
The UK real estate industry is witnessing an uptick in mergers and acquisitions (M&amp;A), driven by various factors reshaping the market landscape. Whether expanding market reach, gaining a competitive edge, or navigating economic challenges, companies are increasingly looking to M&amp;A as a strategic tool to bolster their positions in the sector.
Although M&amp;A&rsquo;s can bring an abundance of opportunities, it&rsquo;s important to think about how this can impact the people who contribute to the success of your business - your greatest asset.
Retaining and hiring employees during an M&amp;A is crucial to the overall success of the transaction and the future stability of the business.
This article will dive into the reasons behind the increase in M&amp;A deals and how you as a business can ensure you retain your top talent.
<h3>​What is driving mergers and acquisitions in the UK real estate market?</h3>
<h4>Stabilisation of UK inflation and interest rates</h4>
The sharp increase in interest rates in early 2023 led to higher debt costs, coupled with wider uncertainty around global inflation, which contributed to the recent slowdown in the UK M&amp;A market.
However, in 2024, inflation and interest rates in the UK seem to be stabilising.
In March, the Bank of England held interest rates at 5.25% and suggested that rate cuts might occur within the next 12 months. This trend points to more predictable M&amp;A financing costs, enabling more acquires to better estimate the cost of debt when financing transactions.
<h4>Market consolidation and strategic positioning</h4>
One of the primary drivers of the M&amp;A surge is the push for market consolidation.
As competition intensifies, firms are merging or acquiring others to gain a larger market share and increase their influence. This consolidation helps companies achieve economies of scale, streamline operations and reduce overhead costs.
For many, merging with or acquiring another firm provides a fast track to growth and market dominance that organic expansion simply can&rsquo;t match.
<h4>Access to capital and investment opportunities</h4>
Another significant factor fueling M&amp;A activity is the influx of capital from private equity and institutional investors seeking stable, long-term returns.
Real estate remains a preferred asset class for many investors, and with abundant capital available, companies are more inclined to pursue acquisitions. Additionally, low borrowing costs have made financing these deals more attractive, further stimulating M&amp;A activity.
As well as this, speculation is increasing about whether the new government will raise capital gains tax in next month&rsquo;s budget. This uncertainty is prompting many UK business owners to accelerate their sale plans to avoid the risk of higher tax liabilities.
This will also have an impact on the type of deal, and potentially the purchase price that they are willing to accept.
<h3>Hiring and retaining top property professionals during M&amp;As</h3>
Now we have an understanding of the drivers behind the increase in mergers and acquisitions, how can you ensure your business retains its employees, as well as hiring the best in market talent?
Navigating this can be a challenging time for any organisation, but keeping your top talent engaged and attracting new talent is crucial for ensuring a smooth transition.
Below are some key strategies to help retain and hire top talent during these transformative periods.
<h4>Communicate transparently</h4>
Open and honest communication is vital. Keep employees informed about the changes and how these will impact them. Be sure to address their concerns promptly and clearly to reduce anxiety and build trust. Regular updates and opportunities for feedback can help employees feel valued and secure.
<h4>Engage your leadership team</h4>
Before undertaking M&amp;A activities, it is essential for business leaders to receive training in effective change management. Leaders from both organisations involved should actively show their commitment to the merger&rsquo;s success and lead by example, embracing change wholeheartedly.
<h4>Provide clear career paths and development opportunities</h4>
Top talent often seeks growth and advancement within a business. Offering career development programmes, mentorship opportunities, and clear paths for progression can help to retain valuable employees and attract ambitious new hires.​
<h4>Streamline your hiring process</h4>
During an acquisition or merger, streamline your hiring process to quickly identify and onboard top talent. A well-defined recruitment strategy, coupled with efficient interviewing and onboarding processes, can help you secure high-quality candidates swiftly.
deverellsmith&rsquo;s sister company,&nbsp;<a href="https://www.hintel.co.uk/our-solutions/">Hintel</a>, is a specialist in recruitment outsourcing dedicated to the property industry and supports businesses to improve talent attraction and retention.
As the UK real estate industry experiences a rise in M&amp;A activity, driven by factors like market consolidation, stabilised interest rates, and increased investment, businesses must not overlook the importance of their people. While mergers and acquisitions can offer significant growth opportunities, the success of these transactions heavily relies on retaining existing talent and attracting new, skilled professionals.
By prioritising transparent communication, engaging leadership, offering clear career development paths, and streamlining hiring processes, companies can navigate the complexities of M&amp;As more effectively. Ensuring that employees feel valued and supported during this period of change is crucial for maintaining stability and achieving long-term success. Now is an ideal time for acquirers to leverage these strategies to build strong, resilient teams that will drive their business forward in the evolving market landscape.
<h3>Looking to hire?&nbsp;Get in touch!</h3>

​Acquired employees may have significantly higher turnover rates than regular hires, with over 33% leaving after an acquisition.

During the festive season, our thoughts turn gratefully to those who have made our success possible. I&rsquo;d like to take this opportunity to thank every partner who trusted the deverellsmith group with their hiring and career needs throughout 2023.
It&rsquo;s been a year of change and challenge, the sector experienced an uplift in redundancies over the last 12 months, however, opportunities were still prevalent for entrepreneur-led businesses with robust balance sheets.
The narrowing of job vacancies and market activity has encouraged talent (largely in leadership teams) to seek employment outside of the UK where the economic climate is considerably stronger. The investment and confidence in the Saudi Arabian market partcularly have opened numerous doors for homegrown talent to strengthen their experience on unparalleled projects.
As we embark on 2024, I believe &lsquo;the buyer's market&rsquo; will remain solid somewhat sadly as a result of cost-cutting measures by organisations, redundancies and restructurings. However, this shift will enable businesses to be more strategic in how they hire and it has already led to the re-balance of wage inflation.
When I polled our network earlier this year, over 50% of hiring managers reported that most of their hiring is carried out during Spring, so we expect an increase in vacancies then. I&rsquo;m hopeful that growth mode will switch on for many towards the end of the Financial Year.
AI has shaken up the sector, enabling businesses to streamline their customer service line and provoke higher rates of productivity across their workforce and technology stack. I&rsquo;m optimistic that the market will reap the rewards of this digital transformation as it provides a valuable resource to relieve some of the pressures and stresses of workloads.
I challenge our entire network to &lsquo;thrive into 2025&rsquo; as all of these changes will generate opportunities for well-capitalised businesses, that are looking to take advantage of hiring market conditions to deliver on their growth strategies, and business plans to provide exceptional outcomes for their customers.
We very much have a &lsquo;glass half full&rsquo; perspective and as we gear up for 2024, we reflect on what else the deverellsmith group has achieved in 2023 and how we aided our network. I hope you find some of the below useful, and potentially stimulate a few ideas or prompt a conversation in the New Year.
I&rsquo;m proud to share that in this year&rsquo;s Best Companies rankings, deverellsmith was awarded:
⭐️ 4th on &lsquo;London&rsquo;s Best Companies to Work For&rsquo; ⭐️ 11th on &lsquo;The UK&rsquo;s Best Small Companies to Work For&rsquo; ⭐️ 13th on &lsquo;The Best Recruitment Companies to Work For&rsquo;
<ul class="ak-ul">
<li>
Our Recruitment Process Outsourcing function &ndash;&nbsp;<a href="https://hintel.co.uk/" target="_blank" rel="noopener">Hintel</a>&nbsp;- turned one this year and landed a number of significant partnerships, which support our partner&rsquo;s business expansion across London, Spain and Dubai.
</li>
<li>
We made our second corporate acquisition of Daisy Chain which continues to strive for positive change in the flexible working movement, helping jobseekers match and connect with flexible employers to enhance their careers and work-life balance.
</li>
<li>
We released five data-driven research reports highlighting key trends and guiding our business partners on how to navigate the hiring landscape throughout the year.
</li>
<li>
We hosted the sixth and seventh editions of&nbsp;<a href="https://www.deverellsmith.com/banking-on-the-future?" target="_blank" rel="noopener">Banking on the Future</a>&nbsp;in partnership with Bank of England, Related Argent, Sotheby&rsquo;s, Realstar, Way of Life, British Land, Knight Frank Finance and Fuse which were both sold-out events!
</li>
<li>
We relaunched&nbsp;<a href="https://www.youtube.com/playlist?list=PLEyDBLA0k3XNFEDxiiF-N8G3iVxXlVK31" target="_blank" rel="noopener">devcast</a>, our podcast series, to showcase video content. The series now has over 20k downloads and a considerable amount of video views across all platforms.
</li>
<li>
deverellsmith partnered with Calthorpe Gardens and donated over 100 hours of volunteering time to provide greener, well-kept community space within London.
</li>
<li>
Two senior leaders within the business are now Level 5 qualified in Managing Equality, Diversity and Inclusion along with our Group Solutions Director who is now the chair for Women in Residential Property.
</li>
<li>
Our partnership with Ladies in Real Estate continued as we hosted the December 50/50 gender balance networking breakfast.
</li>
<li>
devgives, deverellsmith&rsquo;s CSR programme, raised over &pound;2500 for causes like Movember and London Youth.
</li>
<li>
We continued our partnership with Programme One, which aims to address the underrepresentation of Black talent within recruitment, and made our first hire through the initiative.
</li>
<li>
And finally, we planted 1,250 trees in our UK forest in a bid to become more climate-positive, offsetting 40 tonnes of carbon.
</li>
</ul>
We look forward to supporting your business and teams in preparing for the future, hosting more podcasts and industry-leading events, and stimulating positive change. It is in this spirit that we say thank you and send best wishes for the holidays and New Year.
I wish you a well-deserved, restful break over the festive season, and I look forward to working with you to achieve continued success throughout 2024 and beyond.
Warmest wishes,
Andrew Deverell-Smith
CEO

A message from our founder 2023

Dear Valued Clients, Candidates, and Employees,
I would like to take a moment to express my gratitude to each and every one of you for being an integral part of our recruitment, executive search and talent advisory 500k-strong network.
To our esteemed clients:
Thank you for placing your trust in us as your recruitment partner. It has been an absolute privilege to collaborate with you and help you build your dream teams. Your unwavering confidence in our services has motivated us to strive for excellence and continually improve. Your support has been the driving force behind our success, and we remain committed to delivering exceptional solutions tailored to your unique needs.
To our esteemed candidates:
Our heartfelt thanks go out to you for entrusting us with your career aspirations. We recognise that the decision to pursue a new opportunity is a significant one, and we are grateful that you chose us to be your career advocate. Your talent and dedication inspire us every day. Thank you for the opportunity to be a part of your professional journey, and we will continue to support you in achieving your goals.
To our exceptional staff:
I am immensely proud of the incredible team we have assembled here at deverellsmith. Each one of you plays a pivotal role in driving our vision forward. Your commitment to excellence, relentless pursuit of innovation, and dedication to our clients and candidates are truly commendable. You are the backbone of our organisation, and I extend my deepest gratitude to each one of you for making deverellsmith a great place to work.
The success we have achieved as a company is a testament to the collective efforts of our clients, candidates, and employees. Together, we have overcome challenges and celebrated triumphs, and I am confident that our future holds even more opportunities for growth and collaboration.
As we move forward, we remain steadfast in our commitment to providing the highest level of service, embracing new technologies, and fostering an environment that nurtures both personal and professional growth.
Once again, thank you for being an essential part of our journey. Your continued support and loyalty mean the world to us, and we look forward to achieving greater heights together.
Wishing you all continued success.
Kind regards,
Andrew

A thank you note from Andrew Deverell-Smith

<h3 class="MsoNormal">deverellsmith, the London based recruitment and talent solutions partner for the property industry, announced that it has released its UK&rsquo;s Build to Rent Salary Guide in partnership with SAY and BTR News.</h3>
The Build to Rent sector in the UK has not only sustained but accelerated its growth trajectory, facing challenges and opportunities that have come to define its dynamic landscape. As we navigate the intricate web of factors shaping the industry, it&rsquo;s evident that 2024 presents a unique set of circumstances, notably marked by the enduring impact of inflation, the surge in interest rates, and the global events that continue to shape the world around us.
Inflationary pressures and rising interest rates are forces that reverberate through economies and industries alike. The UK, too, finds itself grappling with these challenges, and the Build to Rent sector is not immune. As costs escalate and financial dynamics evolve, employers are confronted with the arduous task of adapting their strategies to attract and retain top-tier talent in an increasingly competitive labour market.
"This edition serves as a comprehensive resource, providing accurate benchmarks for roles spanning the entire spectrum of the Build to Rent life cycle, including investment, development, and operational management. The significance of a well-rounded attraction and retention strategy cannot be overstated, and our guide is tailored to assist employers in meeting this challenge head-on."&nbsp;commented Nick Hammond, Head of Build to Rent Practice at deverellsmith.
The demand for skilled professionals in the Build to Rent sector is higher than ever, mirroring the sector&rsquo;s sustained growth. Employers are compelled to explore innovative approaches to talent acquisition and retention, navigating the exciting yet complex terrain that comes with managing a rapidly expanding industry. The significance of a well-rounded attraction and retention strategy cannot be overstated, and our guide is tailored to assist employers in meeting this challenge head-on.
"In last year&rsquo;s report, we highlighted how a robust and well-informed recruitment process supports the cultivation of a successful long- term workforce. This year, we broaden our focus to emphasise the pivotal role that performance benchmarking and training can play in retaining a motivated and engaged team, who will ultimately enhance your customers experience. A workforce that feels invested in and supported with accurate feedback, training and development is more likely to stay and grow with their employer."&nbsp;commented Debra Yudolph, Partner at SAY Property.
In a landscape where candidates rightfully consider factors beyond basic salary, our report aims to equip employers with the visibility needed to address candidates&rsquo; expectations across all components of compensation.
We hope this guide serves as a valuable resource in navigating the exciting and challenging landscape of the sector.
Register to receive your copy below...

deverellsmith launch UK Build to Rent Salary Guide 2024

<h3>At the Autumn 2023 edition of Banking on the Future, we asked our guests what they were predicting for 2024 across the property market.</h3>
Experts stated that it's difficult to predict anything and we could face challenges along the way although many are optimistic. A sense of stability for property should be on the cards due to the market's resilience.
Thanks to Lesley Roberts (Director of BTR at Godwin Developments), Robin Goodlet (Deputy Managing Director at Eco World), Tom Davies (Managing Director at Alexander Hall), Andrew Deverell-Smith (CEO &amp; Founder at The deverellsmith group) and Nicola Broomham (Group Client Solutions Director at The deverellsmith group) for their input.
Some highlights included:
<ul>
<li>
The UK market has always been incredibly resilient, it's a great place to invest and we have an incredible talent set to drive a challenging landscape
</li>
<li>
The best teams come through in the best shape
</li>
<li>
The future is bright but we might have to go through some rocky roads first
</li>
</ul>
You can watch the full Banking on the Future panel discussion&nbsp;<a href="https://www.deverellsmith.com/banking-on-the-future-autumn-2023" target="_blank" rel="noopener">here.</a>&nbsp;

Expert talks: UK Property Market 2024 Predictions

​The annual report supports business owners within the property, real estate and construction industries approach recruitment and talent solutions in 2024.
<h3>Key property recruitment findings</h3>
​78% of employees would not sacrifice 5% of their salary if their employer was carbon neutral.
36% of employees find dedicated career pages most valuable when researching a company.
62% of employees prefer to be employed by a mid-sized company.
57% of businesses said they are most active in spring for recruitment, yet Q2 is the busiest quarter for candidate applications.
54% of employees prioritise work-life balance and stability over a company with aligning values.
49% of employees find employer branding extremely important when seeking a new job.
​The property industry is experiencing a buyer&rsquo;s market, with an increase in candidate activity. However, there is still nervousness prevalent in those who are considering a change in career compared to the early post-pandemic extremely confident candidate marketplace.
​Crafted by industry recruitment experts, the report will serve as a compass for businesses navigating this ever-changing landscape, offering an extensive exploration of what today&rsquo;s employees truly value from their employers.&nbsp;
The annual report delivers advice, recommendations, and commentary on every vertical of the property lifecycle, from construction to property management and uncovers data-driven insights into the latest trends, talent pools and best practices regarding hiring into the market.
The prospect of a career in property is being driven by earning potential for young talent; valuable perspectives from ED&amp;I experts detail how businesses can attract a diverse talent pool and diversify their workforce.
Andrew Deverell-Smith, CEO &amp; Founder of deverellsmith and Hintel commented: &ldquo;Our aim with the Hiring for the Future 2024 report is to empower businesses with actionable insights that drive strategic hiring decisions.
In a competitive market, understanding evolving trends and aligning recruitment strategies is pivotal. This report serves as a treasure trove of data-driven insights.&rdquo;
The report supports deverellsmith&rsquo;s customers make smarter and faster decisions concerning their hiring strategies and provides them an extensive understanding of the industry&rsquo;s talent pool so they can ensure they attract and retain top talent in 2024.

Hiring for the future: New findings highlight how to attract top talent in property

We&rsquo;ve entered a world where almost every agent is now using videography to help promote their latest listing...
To be clear, I&rsquo;m a big fan of this kind of content, and the more innovative we can be, the better. However, I think the question is slowly becoming, how can we distinguish ourselves from others if everyone is using the same tactics?
<h3>Are boutique estate agencies paving the way?</h3>
There are now more boutique independent/multi-branch independent agencies than ever, boasting a &lsquo;new age&rsquo; attractive brand, almost looking like interior designers at times.
You&rsquo;ll find the strongest brands are pumping good content into the market consistently, keeping aligned with market trends. These brands are thinking&hellip;how can we be different; how can we offer a wow factor?
<h3>Why is LinkedIn a powerful tool to encourage word of mouth in the estate agency space?</h3>
Remember, LinkedIn is a professional platform, so typically an estate agent&rsquo;s connections are going to be fellow estate agents. Word of mouth, especially within this interlinked market is vital. We all love telling our friends and family who they should use when selling their property (if it can&rsquo;t be sold by yourselves of course).
For example, my brother is currently selling his home, and I advised him to approach certain local brands based on what I had seen of their marketing and heard through word of mouth, as they look like reputable brands.
Today&rsquo;s landlords are far more likely to go with an appealing brand, they don&rsquo;t want to be represented by an agency with beach wood desks and blue carpets!&nbsp;
Let&rsquo;s keep switching it up LinkedIn, it&rsquo;s refreshing to see.
<h3>The importance of your personal brand as an estate agent</h3>
In the world of the recruitment estate agency sector, you are also more likely to get shortlisted for awards, gain more business, and also headhunted if your brand is of high quality. I wouldn&rsquo;t necessarily always class these individuals as the market&rsquo;s best agents; however, they do have a huge outreach and that&rsquo;s more important than ever in today&rsquo;s world.&nbsp;
I've also seen the flip side of the coin when agents get it wrong as you can of course damage your personal brand if you&rsquo;re not careful. Typically this comes down to the likeability factor, so make sure when you are posting&hellip;be likeable.
Are there anomalies to the rule? Definitely. There will always be estate agents who don&rsquo;t necessarily need to promote their personal brand, their &lsquo;black books&rsquo; speak for themselves&hellip; however, I&rsquo;m highlighting here the top 1% of the market, the other 99% most certainly can do more to promote their personal brands in a more consistent, fresh and innovative way.
If you would like more advice like this, get in touch or learn&nbsp;<a href="https://www.deverellsmith.com/disciplines?source=google.com">more here</a>...

How important is LinkedIn in Estate Agency?

In today's competitive job market, your CV serves as your first impression on potential employers.
It's your opportunity to showcase your skills, experiences, and qualifications concisely and compellingly.
Whether you're a seasoned professional or just beginning your career, crafting a standout CV is essential. Here's a comprehensive guide on creating a CV that grabs the attention of a hiring manager or recruiter and lands you that dream job.
Understand the purpose: Before diving into the writing process.
<h3>​Choose the right format</h3>
Select the format that best highlights your strengths and experiences. For most professionals, a chronological format, which lists your work history in reverse chronological order, is often the most effective. Use bullet points to highlight your key skills and qualifications, as that makes it easier to read for the hiring manager or recruiter.
<h3>Personal information</h3>
Begin your CV with essential personal details such as your name, contact information, and professional title. Make sure your contact information is up-to-date and professional. Be sure to include the location you are based in too, as this will help hiring managers/ recruiters know which roles you will be able to commute to easily.
<h3>Your professional bio</h3>
An effective way to start your CV is using a brief professional summary or objective statement that highlights your key qualifications and career goals. This section should be a snapshot of who you are as a professional and what you bring to the table.
<h3>Education</h3>
List your educational background in reverse chronological order, starting with your most recent degree or certification. Include the name of the institution, degree earned, major/minor, and graduation date. You can also mention any academic honours or awards.
<h3>Your work experience</h3>
Detail your work experience, starting with your most recent position. Include the name of the company, your job title, dates of employment, and a brief description of your responsibilities and achievements. Use action verbs and quantify your accomplishments whenever possible to demonstrate your impact.
<h3>Your skill set</h3>
Create a dedicated section to highlight your skills, both technical and soft.
Tailor this section to align with the requirements of the job you're applying for. For example, if you are applying for an Office Administrator role, you will want to include that you are organised and have impressive administrative skills.
Include both hard skills (e.g., programming languages, software proficiency) and soft skills (e.g., communication, leadership).
<h3>Professional development and awards</h3>
Highlight any relevant certifications, training programs, or professional development courses you've completed. This demonstrates your commitment to continuous learning and improvement within your field.
<h3>Always double-check your CV</h3>
Before submitting your CV, thoroughly proofread it for grammatical errors, typos, and formatting inconsistencies. Consider asking a trusted friend or colleague to review it as well. A polished and error-free CV reflects positively on your attention to detail and professionalism.
<h3>Keep your CV up to date</h3>
Your CV is a dynamic document that should evolve as your career progresses. Regularly update it with new experiences, skills, and achievements to ensure it accurately reflects your current qualifications.
In conclusion, crafting a compelling CV requires careful attention to detail, strategic thinking, and a thorough understanding of your strengths and experiences. By following these guidelines and tailoring your CV to each application, you can increase your chances of standing out to potential employers and securing exciting career opportunities.
Remember, your CV is your marketing tool, so invest the time and effort needed to make it shine.

How to write a CV: 9 tips and tricks

​Where market dynamics and regulations play significant roles in the property industry, planning and preparation are essential for navigating the challenges and seizing opportunities that lie ahead.
A big part of this strategy will be your people. They are your business's biggest asset, whether you are an estate agency, housebuilder or construction company. We&rsquo;ve put together some key steps to ensure your business is all set for the new year through strategic hiring and talent solutions.
<h3>Evaluate the business&rsquo;s current and future needs around hiring</h3>
A great place to start is by assessing your current workforce and identifying any skill gaps or areas where additional resources are required. Consider your business goals for the upcoming year and determine the roles and positions necessary to achieve them.
Are you planning to expand into new marketing, launch new projects, or enhance your service offerings? Align your hiring strategy with your strategic objectives.
Verity Hampson-Smith, Principal Consultant - Residential Construction.
&ldquo;A piece of advice I&rsquo;d give to my partners is to consider hiring temporary employees heading into the new year. This will help you ramp up your productivity and finalise projects before the end of the year.&rdquo;
<h3>Consider your Employee Value Proposition</h3>
In our recent &lsquo;Hiring for the Future&rsquo; Annual Report, we found that almost 50% of candidates find an employer&rsquo;s brand extremely important when they are looking for their next role.
This shows the importance of creating an employer brand that stands out amongst top talent and differentiates your property business as an employer of choice. A valuable way to achieve this is by highlighting your company culture, values, and opportunities for the career growth and development a potential employee can expect.
Creating employee testimonials and success stories, and leveraging your presence online, will strengthen your brand and visibility amongst top talent.
Nick Hammond - Head of Build to Rent
&ldquo;I&rsquo;d recommend completing an internal review of the last 12 months, looking at things like retention rates and who you&rsquo;ve hired. Think about what has gone well and what hasn&rsquo;t, and use this to determine the kind of skills and people that you would like to hire into your business. This will then help you create a brand that will attract the right people to you.&rdquo;
<h3>Prepare for changes in the market</h3>
Think about the market, what changes you can expect to impact your business and what skills and experience you will need amongst your workforce to ensure you are prepared to take hold of the opportunities that the market may present.
Clearly define the roles and responsibilities for each position you plan to hire. Include an outline of the required qualifications, experience, skill set and certifications needed for specific roles within the property sector, such as an ARLA Qualification for property managers.
Jack Cole - Recruitment Consultant, Estate Agency
&ldquo;We are seeing an upturn in the market, and are potentially heading for a busy start to the financial year. The market has shown positive movement, and businesses should ensure they have enough hands on deck so they don&rsquo;t miss out on business opportunities.&rdquo;
By strategically planning your hiring activity, defining clear job roles and cultivating an attractive employer brand, your business can effectively prepare for the new financial year and build a talented workforce ready to succeed. Talent solutions aren&rsquo;t just about filling positions - it&rsquo;s about investing in the future growth and sustainability of your business within this dynamic market.

Strategic hiring: 3 ways to prepare your business for the new Financial Year.

<h3>​&ldquo;More than 61% of professionals say soft skills in the workplace are just as important as hard skills&rdquo;</h3>
- LinkedIn 2024
The property market is moving constantly, and understanding the key priorities in hiring can help you build a team that excels in their roles and drives your business forward.
Historically, hard skills were valued more, however, we&rsquo;ve noticed that soft skills such as communication, problem-solving and teamwork are becoming more of a priority within the market when our partners are hiring into their business.
This article will explore the reasons why property leaders are prioritising soft skills and how these skills can benefit your business performance and give you a competitive edge in today&rsquo;s market.&nbsp;
<h3>What are soft skills?</h3>
Let&rsquo;s start by defining soft skills. These are the non-technical interpersonal attributes that enable individuals to effectively interact, communicate and work well with others. They encompass a range of abilities including communication, emotional intelligence and time management. Unlike hard skills, which are specific and teachable abilities, soft skills are more about how one works and interacts with colleagues and clients.
These types of skills are crucial for fostering a collaborative work environment, building professional relationships and navigating the complexities of the workplace.
<h3>Why are soft skills becoming a top priority in property recruitment?</h3>
Soft skills are increasingly prioritised in the property industry due to the dynamic nature of the market, which requires professionals to interact with clients, colleagues and stakeholders.
As the industry becomes more client-focused and service-oriented, the ability to build rapport, demonstrate empathy and provide excellent customer service becomes indispensable, making soft skills a key factor in successful recruitment.
Below are couple of examples of how the market is evolving to lean more towards interpersonal skills.
<h3>Automation, AI and technology</h3>
It is often said that &lsquo;machines are replacing people&rsquo; in the workforce, however, taking an alternative view, automation and technology can demand that we become more human and polish the skills that make us exactly that. Although automation and technology are a valuable tool to save employees time, they cannot replace the uniquely human skills that make up a business and its culture.
As technology optimises manual processes more, organisations now need people with strong social skills, critical thinking and problem-solving to effectively manage the technologies. Multiple organisations within the market are likely using the same technology, therefore, it&rsquo;s the company whose employees are leaders who show strong creativity and innovation when using these that will take the competitive edge.
<h3>Changes in the working environment</h3>
It feels like a long time ago when people worked solely from the office, where now remote and hybrid working is prevalent. As physical interactions are replaced with digital communication, the ability to communicate and collaborate whilst away from the office is even more important.
Additionally, self-management skills such as time management, self-discipline, and adaptability have become essential for maintaining productivity and work-life balance in a less structured environment.&nbsp;
<h3>Why do soft skills matter for businesses operating in the property industry?</h3>
We recently asked our network &lsquo;Which of these do you prioritise the most in your hiring strategy?&rsquo; the results were as follows.
<figure><img src="https://image-assets.eu-2.volcanic.cloud/api/v1/assets/images/855a0873184dfe5183a3c2ea6db079f0" alt="Pie chart measuring the percentage of different reasons soft skills matter for businesses operating in the property industry"></figure>
This shows that within the industry, qualifications and educational background are taking a back seat in the hiring process and soft skills are taking first place.
<h3>But why do they matter?</h3>
<ul>
<li>Communication: Effective communication is vital in situations such as negotiations, client interactions, and team collaboration. Professionals who can articulate ideas clearly and listen actively can foster better relationships and close deals more efficiently. </li>
<li>Problem-Solving: The ability to navigate challenges and provide solutions is invaluable. Property professionals often encounter unexpected issues, and those with strong problem-solving skills can address these proactively, maintaining client trust and satisfaction. </li>
<li>Adaptability: The property market is dynamic, with fluctuating demands and market conditions. Adaptable employees can pivot strategies and embrace new trends or technologies, keeping your business competitive.</li>
</ul>
&nbsp;
Mark Batty - Partner, Head of Lettings South Kensington at Knight Frank
<blockquote>
When recruiting into my business, it&rsquo;s all about the individual and the character. I look for someone with energy, you don&rsquo;t necessarily have to have experience but if you bring the right attitude, you&rsquo;re confident you're willing to take on board criticism, and willing to learn that&rsquo;s all we need.
</blockquote>
&nbsp;
<h3>Evaluating soft skills</h3>
Now we understand the importance of soft skills to contribute to a business's success in the property industry, how can you evaluate these within your recruitment process?
<ul>
<li>Behavioural Interviews: Ask candidates to describe past experiences where they demonstrated key soft skills. </li>
<li>Role-Playing: Simulate real-life scenarios to observe how candidates handle situations requiring effective communication and problem-solving. </li>
<li>References: Speak to former employers or colleagues to gain insights into the candidate's interpersonal skills and adaptability.</li>
</ul>
&nbsp;
In summary, while years of experience and soft skills are the top priorities in hiring within the property industry, a balanced approach that also considers educational background and qualifications can help you build a well-rounded and effective team. By understanding and applying these insights, you can refine your hiring strategy to attract and retain top talent, driving your business to new heights of success.
Are you ready to enhance your hiring strategy? Contact us today for personalised consulting and support tailored to the unique needs of your property business.
Together, we can build a team that not only meets but exceeds your expectations.

Why are soft skills rising in demand in property recruitment?

Tommy Lambourne - Associate Director, UK Estate Agency, and Ryan Doyle - Manager, Residential Agency are challenging our valued partners in a series of sporting competitions.
Our latest challengers came from Strutt &amp; Parker, Source Property Investments, John D Wood, Rampton Baseley, James Pendleton &amp; CBRE.
<h3>​What defines an exceptional leader in the property industry?</h3>
To me leadership is defined by being able to motivate a group of people to work towrds the same goal tehether and acheive it as one.
<ul>
<li>Joshua Bullen - Head of Investment, Source Property Investments</li>
</ul>
<h3>​What did the day at Lord's Cricket Ground include?</h3>
At the sporting event, leaders from the property industry swapped their business attire for cricket whites to bat against Chris Tremlett and Monty Panesar - former English international cricketers.
The atmosphere at Lord&rsquo;s Cricket Ground was electric as participants embraced the challenge, swapping boardroom strategies for batting techniques.
<h3>Below are some key takeaways from the day.</h3>
We asked property industry leaders&hellip; ​ What is the most significant lesson you&rsquo;ve learnt in leadership?
<ul>
<li>Take risks, nothing comes from being in a safe spot. You have to be willing to go out of your comfort zone - Rachel Odunlade, Director at Marsh &amp; Parsons</li>
</ul>
What defines an exceptional leader?
<ul>
<li>Being consistent. Instilling confidence in people and listening to how they are reacting to what&rsquo;s going on in their surroundings so I can do my best to ensure that they have the confidence to reach their goals - Kirk Owen - CBRE</li>
</ul>
How can you adjust your leadership style in a crisis?
<ul>
<li>Adjust your leadership style by carefully observing and understanding how the crisis is affecting your team. It&rsquo;s essential to be adaptable and responsive to their needs during challenging times. - Tom Hayward, CBRE​</li>
</ul>
Watch the full video above to hear more comprehensive insights from our property industry leaders and to see who claimed victory at Lord&rsquo;s Cricket Ground.
Sign up to receive the latest episodes below...

Ready to bowl? deverellsmith vs... at Lord's Cricket Ground

<h1 data-key="2">According to Rightmove, more people are choosing to move in 2025, and teamed with lower mortgage rates, house prices could rise by 4% over the course of 2025. </h1>
What does this mean for someone like you who is looking for a new opportunity this year? 
Market stability, the market will grow and simply, there will be a higher demand for people like you. 
So what is changing? What are hiring managers looking for? And how can you stand out in a fast-paced market?
Below, we have put together a guide to finding a job in the property industry in 2025, including what trends to look out for, tips for your application process, and advice from our expert recruitment consultants.
<h2 data-key="12">Understand the current landscape </h2>
The property industry is constantly evolving, driven by technology, sustainability and shifting consumer expectations. As well as this, economic fluctuations, such as changes in interest rates, inflation and employment levels can affect housing demand, property prices and investment activity. 
It&rsquo;s important that before applying to roles you are clear on where the market is currently, how it is performing and how the above factors are impacting the industry.
Below are some examples of key trends that are shaping the sector in 2025.
<h3 data-key="20">PropTech Innovations </h3>
Technology like AI, virtual reality, Blockchain are transforming how properties are designed, bought, sold and managed. Property businesses are investing heavily in technology, creating new ways buyers can explore properties without stepping foot inside. According to <a href="https://theluxuryplaybook.com/the-rise-of-proptech-in-the-uk-real-estate-market/" data-key="24">The Luxury Playbook</a>, from 2016 to 2024, investment in the UK PropTech surged from &pound;172.38 million to &pound;2.66 billion, reflecting the industry's rapid growth. 
But aside from the up-and-coming technology, the fundamental tech skills such as navigating CRM systems and Microsoft office are still very much valued.
Alice Murray - Business Manager, New Homes Contract 
I would argue that being able to navigate a new CRM system and having confident use of Microsoft Dynamics (outlook, excel, etc) is a strong quality to secure you an interview. In some cases, this can make you a better fit than someone with weaker tech adaptability, as you&rsquo;ll be easier to train &ndash; and all my clients are time-short at the moment!
<h3 data-key="33">Sustainability and ESG</h3>
Employers are increasingly focusing on green building practices and the development of sustainable projects. These efforts reflect a broader commitment to environmental stewardship and responsible business practices. With this in mind, having a solid understanding of ESG criteria can set you apart from other professionals in your interview process. Demonstrating expertise on this topic will allow you to position yourself as a valuable asset to organisations seeking to align with sustainability goals. 
We interviewed subject experts in this field to provide perspectives from the development world on why they think embedding a sustainability strategy is critical for real estate companies. <a href="https://www.deverellsmith.com/blog/2022/11/how-will-esg-financially-impact-the-property-sector" data-key="39">You can read their thoughts here.</a>
<h3 data-key="41">The economic landscape</h3>
Economic fluctuations in the UK, such as changes in interest rates, inflation, and employment levels significantly influence the property industry. They play a vital role in shaping the marketing influencing key elements such as housing demand, property values, and the level of investment activity. 
By understanding how these economic indicators interact and affect the property industry, you can better anticipate market trends, and make informed decisions that will prove valuable to employers and future clients. 
Here are some useful publications, that will provide you with constant updates regarding the economy so you can keep up with the landscape.
<ul class="ak-ul" data-key="49">
<li data-key="50">
<a href="http://www.ft.com" data-key="52">The Financial Times</a>
</li>
<li data-key="54">
<a href="https://www.ons.gov.uk/" data-key="56">The Office for National Statistics</a>
</li>
</ul>
<h2 data-key="58">Leverage technology in your job search </h2>
We&rsquo;ve touched on the use of technology within property businesses, but technology is something you can also utilise in your job search. 
The speed at which technology is evolving and being utilised in all areas of life could potentially disadvantage you against your competition during your search.
Technology does not just help you find job opportunities but also helps you when applying. AI-powered tools such as CV builders like Zety and <a href="http://Resume.io" data-key="66">Resume.io</a> can assist in crafting resumes tailored to specific roles while optimising them to pass Applicant Tracking Systems, increasing the chances of getting noticed by employers.
Interview preparation apps like Interview Warmup provide AI-driven feedback on responses to common questions, helping users refine their communication skills. Additionally, tools like Grammarly enhance the professionalism of cover letters and correspondence, and are helpful when writing any applications or even speaking to recruiters on LinkedIn, as it is a helpful plug-in that ensures there are no mistakes in your writing.
<h2 data-key="71">Network strategically</h2>
Networking remains one of the most effective ways to land a job, and in 2025 this means blending traditional and digital strategies.
If you are looking to grow your career in the property industry, it&rsquo;s a great idea to start engaging with it, meeting people, and, most importantly, getting your name out there. Attending property expos, webinars, and trade shows provides opportunities to stay updated on market trends, network with industry leaders, and explore new developments. 
Joining professional organisations such as the Royal Institution of Chartered Surveyors (RICS) or local real estate associations fosters connections with like-minded professionals and offers access to exclusive resources and events.
deverellsmith holds a bi-annual event, which welcomes property leaders across the industry, you can register for our <a href="https://bit.ly/40lzI0r" data-key="81">next event here</a>. 
​
<h2 data-key="86">Instruct a recruiter </h2>
Using a recruiter in a job search can offer numerous benefits, making the process more efficient and effective. 
Recruiters have access to a wide network of employers and job opportunities, including roles that may not be advertised publicly. Their expertise allows them to match you with positions that align with your skills, experience, and career goals. 
Additionally, they act as intermediaries, ensuring clear communication between you and your potential employers. By leveraging their industry insights and professional networks, recruiters can significantly enhance the chances of landing a desired role while saving time and effort.
You can view all of our current <a href="https://www.deverellsmith.com/jobs?source=google.com" data-key="96">property jobs here.</a>
<h2 data-key="98">Stay persistent and adaptable </h2>
Rejections are part of the journey. Learn from your feedback, refine your approach, and remain open to opportunities outside of your initial scope. Think outside the box and ways you can gain valuable experience whilst you are finding your perfect fit, temporary roles or internships can be great for this.
2025 is looking bright, and with the right preparation, your career prospects will be too. if you utilise all of the above you can position yourself as a competitive candidate in the property market.
Looking for a new role? Drop your CV below!
<div data-slate-void="true" data-key="106">
<div data-slate-spacer="true">&nbsp;</div>
<div contenteditable="false">
<div class="safcb94c4 dynamic-form" data-key="106">
<div class="form-tag selected css-1hfp3qs">&nbsp;</div>
</div>
</div>
</div>

Looking for a job in property? Here's how to secure one

​The appointment allows leading property recruitment and talent solutions consultancy to further support the sector across senior and leadership hiring within commercial and residential real estate
London, UK &ndash; October 2022:&nbsp;deverellsmith, the London based recruitment and talent solutions partner for the property industry, announced that it has hired Daniah Williams (MRICS) as Director of Real Estate.
Daniah joins with more than 15 years of Real Estate experience, 8 of those specialising in recruitment and executive search.
Prior to Daniah&rsquo;s executive search and talent delivery career, she focused on Corporate Recovery, Distressed Assets and Commercial Property Agency as an Associate Director for Colliers International (London).
Daniah is a fully qualified Chartered Surveyor and a member of the RICS. Following obtaining her Real Estate Management degree, she became a Registered Property Receiver and a fellow of The Association of Property and Fixed Charge Receivers (NARA).
She offers an unrivalled solution to both clients and candidates through her surveying and recruitment knowledge enabling her to provide highly comprehensive strategic advice.
Andrew Deverell-Smith, Founder and Global CEO, commented: &ldquo;At deverellsmith, we often appoint talent partners who have experience and great knowledge within the sector they support, enabling a high level of understanding to our customers.
With Daniah&rsquo;s experience of sitting on both sides of the table at senior level, and her phenomenal network, she is perfectly placed to offer outstanding advice and solutions to our clients.&rdquo;
Daniah operates as a real estate talent advisor to provide a unique perspective to her clients need to hire, alongside facilitating senior recruitment mandates at a global level. She&rsquo;ll be bolstering deverellsmith&rsquo;s executive search function and offering her clients solutions to streamline their recruitment needs.
Daniah Williams, Director of Real Estate, commented: &ldquo;With many family and friends across the industry, it has always been a passion of mine to operate in a trusted, unified and long-term partnership with any person or business I work with..
As an experienced chartered surveyor, I&rsquo;m able to offer a skilled view of candidate identification and a deeply valued network, and look forward to bringing it to deverellsmith&rsquo;s executive search service.&rdquo;
About deverellsmith
deverellsmith is a leading real estate recruitment and talent solutions partner spanning the UK and US, we have been leading the charge and championing change since 2006. We support the evolution of hiring strategies and internal capability shaping the way real estate recruits, attracts, and retains talent. Our unique data and research function enables our clients to make smarter, data-led decisions around your most valued asset class: people.
We&rsquo;re the ones you call to build a dynamic team and drive shareholder value. We support your future and help build your career.

deverellsmith makes strategic hire to strengthen its executive search function

With the click of a button, job seekers have unprecedented access to opportunities and resources to help them land their next role.
But, what exactly are the benefits of these technological advancements, and how can you make the most of them in your job search?
<h2>How does technology make your job search easier?</h2>
We recently shared a poll, asking our network of property professionals seeking a new role, &lsquo;How has technology impacted their job search experience?&rsquo;
The results are as follows:
<figure><img src="https://image-assets.eu-2.volcanic.cloud/api/v1/assets/images/c0c6e6f8531c9b67925d61e3674c381d" alt="Pie chart measuring how technology makes job searches easier " data-src="https://image-assets.eu-2.volcanic.cloud/api/v1/assets/images/c0c6e6f8531c9b67925d61e3674c381d"></figure>
How can you take these technological advancements and opportunities and utilise them in your job search to get the most out of these digital tools?
Below are some practical tips to enhance your job search experience.
<h3>Access to more opportunities</h3>
One of the biggest advancements of technology in job searching is the vast array of opportunities it presents. From local positions to remote jobs across the globe, online job boards and company websites allow you to search for roles that match your skills and preferences.
Top tips:
<ul class="ak-ul">
<li>
Use job search engines:&nbsp;Websites like LinkedIn, Indeed, and Glassdoor aggregate job listings from various companies and industries. Use filters to narrow down your search by location, job type, and salary expectations.
</li>
<li>
Set up job alerts:&nbsp;You can set up job alerts on job boards, as well as on the deverellsmith website for specific keywords and roles you are looking for. This way you&rsquo;re notified when new jobs that match your criteria are posted. You can sign up for deverellsmith&rsquo;s&nbsp;<a href="https://www.deverellsmith.com/users/register/new/registration?source=google.com">job alerts here</a>&nbsp;to gain first access to our latest jobs within the property industry.
</li>
</ul>
<h3>Faster application process</h3>
Applying for jobs has never been quicker. Online applications, automated data-filling tools and one-click applications on LinkedIn speed up the process significantly, reducing the time between job postings and applications.
One thing to consider about the above is to still ensure you are applying to jobs that are relevant to your skills and meet the requirements of what you are looking for. Make sure you still do your research into the company and job description before you apply, you still want to ensure your application stands out.
Expert property recruitment consultant top tip:
<blockquote>
&ldquo;When you can apply for more roles quicker, this means that fewer job seekers are reviewing the job description or company and thinking whether or not they are suitable/ interested.
 This means it can make it harder for your application to be seen by potential hiring managers and talent acquisition professionals because they will receive far more applications from people with none of the relevant/ required skills.&rdquo;
Jasmine Bartlett, Recruitment Consultant - Business Support &amp; Marketing.
</blockquote>
<h3>Easier to connect with people</h3>
<a href="https://www.deverellsmith.com/blog/2022/03/how-to-master-networking-fake-it-until-you-make-it?source=google.com">Networking can be a huge tool you can utilise as part of your job search.</a>
However, outside of networking events, technology has made it easier than ever to connect with professionals in your field and the property industry. Social media platforms like LinkedIn enable you to reach out to recruiters, join industry groups, and participate in discussions that can lead to job opportunities.
Top tips:
<ul class="ak-ul">
<li>
Build a strong online presence and personal brand:&nbsp;Make sure your LinkedIn profile is complete, up-to-date, and showcases your skills and achievements. Engage with content in your field and share your insights to become more visible to potential employers.
</li>
<li>
Leverage networking opportunities:&nbsp;Attend virtual job fairs, webinars, and online industry meetups. Don't be afraid to send personalised connection requests or follow up with someone after a meeting. Follow companies that you are interested in joining as they may organise networking events or webinars which will be a great way to meet hiring managers and people who can connect you with your next opportunity.
</li>
</ul>
The job search landscape has changed dramatically with the advent of technology, offering a myriad of tools that can make finding your next role easier and more efficient. By understanding and leveraging these tools, you can enhance your job search experience, connect with the right people, and ultimately land the job you&rsquo;ve been aiming for.
Remember, while technology can greatly assist in the job search process, it&rsquo;s essential to use these tools strategically. Stay proactive, keep your information updated, and continuously seek out new ways to utilise technology to your advantage.
Be yourself throughout the process and with the right approach, your next opportunity could be just a click away.

Technology is revolutionising nearly every aspect of our lives, including how we search for jobs. Gone are the days of flipping through newspaper ads or relying solely on word-of-mouth referrals.

How technology is transforming property recruitment: Tips for job seekers in the Real Estate Industry

<h1 data-key="2">Our guest in this episode of devcast&hellip; is Parul Scampion, Principal and COO of Fruition Properties.</h1>
<h1 data-key="4">&nbsp;</h1>
<div data-slate-void="true" data-key="6">
<div data-slate-spacer="true">&nbsp;</div>
<div contenteditable="false">
<div class="embedded-html-tag selected" data-key="6" data-slate-fragment="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">&nbsp;</div>
</div>
</div>
<div data-slate-void="true" data-key="6">
<div data-slate-spacer="true">&nbsp;</div>
<div contenteditable="false">
<div class="embedded-html-tag selected" data-key="6">&nbsp;</div>
</div>
</div>
​
<a class="wp-block-button__link" href="https://open.spotify.com/episode/6heDFewZFlmJcR4FF7T01R" target="_blank" rel="noreferrer noopener" data-key="11">Spotify</a><a class="wp-block-button__link" href="https://podcasts.apple.com/gb/podcast/devcast/id1517003939#episodeGuid=9508ad6a-d523-479c-8ac8-1b5931ff211e" target="_blank" rel="noreferrer noopener" data-key="14">Apple podcast</a>​
For over 20 years, Parul has played a pivotal role in the success of Fruition Properties, taking on diverse responsibilities across the organisation. She has been instrumental in driving the company&rsquo;s growth, particularly overseeing its Finance and Planning functions, while shaping its strategic direction.
Before joining Fruition Properties, Parul worked as a financial analyst and management consultant at a leading Big Four professional services firm. She is a qualified chartered accountant and holds a BA from New College, Oxford, as well as an MSc from the London School of Economics.
Read a snippet from the podcast below! 
<h2 data-key="23">A non-traditional route into property</h2>
Parul began her career studying politics and working in the public sector, where she qualified as an accountant. Seeking a faster-paced environment, she transitioned into management consultancy, spending six years tackling challenges for large organisations and travelling extensively.
After starting a family, Parul sought a better work-life balance. At that time, her brother had just launched Fruition Properties and completed its first construction project. He invited her to join the business to support its operations and systems. Two decades later, Parul remains vital to the company&rsquo;s success and growth.
<h2 data-key="29">Advice for starting your career in property </h2>
We asked Parul what advice she would give to someone considering taking a leap of faith into the property industry. Her response? &ldquo;Say yes.&rdquo; She encourages embracing opportunities, even if they seem daunting at first. Parul advises focusing on discovering what you excel at and using that as a foundation to build your career.
She believes that each job presents an opportunity to learn more about what you enjoy and what might not be the best fit for you. There&rsquo;s immense value in exploring diverse roles and experiences until you find an environment that feels like home&mdash;a place where you can truly grow and develop your skills. By remaining open to possibilities and trusting the process, you can carve out a fulfilling path in the property industry.
<h4 data-key="35">​</h4>
<div data-slate-void="true" data-key="37">
<div data-slate-spacer="true">&nbsp;</div>
<div contenteditable="false">
<div class="embedded-html-tag selected" align="center" data-key="37"><iframe title="YouTube video player" src="https://www.youtube.com/embed/p9R5611IlwA?si=PVNS7TN8FKxRaT0p" width="560" height="315" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" allowfullscreen="allowfullscreen" referrerpolicy="strict-origin-when-cross-origin"></iframe></div>
</div>
</div>
​
<h4 data-key="40">Sign up to never miss an episode...</h4>
<h4 data-key="42">​</h4>
<div data-slate-void="true" data-key="44">
<div data-slate-spacer="true">&nbsp;</div>
<div contenteditable="false">
<div class="embedded-html-tag selected" data-key="44">&nbsp;</div>
</div>
</div>

Parul Scampion: Shaping the award-winning SME Developer Fruition Properties

Based on our recent poll responses, 60% of respondents reported the highest retention and success with experienced employees, 13% with less experienced employees, and 27% with a balanced mix.
These insights highlight the challenges of retaining less experienced employees while hinting at the potential value of hiring people with transferable skills outside the new home industry.
Let&rsquo;s dive into strategies to address these areas and unlock the full potential of your sales and customer care teams.
<h3>Retaining less experienced employees: The hidden opportunity</h3>
While experienced employees bring proven skills and familiarity with the new homes market, focusing on less experienced team members can be a powerful way to build loyalty, foster innovation, and secure long-term success. The 13% who thrive with less experienced employees are likely leveraging these strategies:
<h4>Strategies for success</h4>
Robust training programmes Equip new hires with comprehensive onboarding and continuous learning opportunities. Pair classroom learning with hands-on experiences, such as shadowing seasoned employees or participating in real-time sales calls.
Mentorship and coaching Create a mentorship system where experienced team members guide less experienced ones. This helps newer employees feel supported while fostering a collaborative culture.
Clear growth paths Define achievable milestones that show how less experienced employees can grow within the company. Highlight success stories of team members who started in similar positions and advanced.
Recognition and inclusion Celebrate small wins to build confidence. Involve less experienced employees in decision-making to make them feel valued and invested in the team&rsquo;s success.
​
<h3>Hiring salespeople with transferable skills</h3>
New home sales require a unique combination of relationship-building, industry knowledge, and resilience. While having direct experience in the new homes sector is valuable, talent pools shouldn&rsquo;t be limited to those already in the industry. Hiring salespeople from other fields with transferable skills can infuse your team with fresh perspectives and untapped potential. Fields that can help you tap into high-quality candidates are industries such as luxury retail, luxury gym sales, care sales and luxury travel.
​
<h4>Key traits to look for in candidates</h4>
Sales acumen A strong ability to sell is critical. Proven success in industries such as retail, automotive sales, or hospitality often translates well to new home sales. These candidates typically bring a customer-centric mindset and the ability to close deals in dynamic environments.
Resilience New home sales can be unpredictable, requiring professionals who can handle setbacks, adapt to market fluctuations, and maintain enthusiasm through challenges. Resilient individuals thrive under pressure and keep pushing forward to achieve their goals.
Adaptable The new homes market has its unique complexities, from understanding construction timelines to navigating financial processes. A candidate&rsquo;s willingness to learn and adapt to these nuances is crucial for success. Those who embrace change and stay open to feedback often become top performers.
Driven and self-motivated Selling homes requires determination and a proactive approach. Candidates with an innate drive to succeed will likely excel, as they are self-starters who go the extra mile to exceed targets and meet client needs.
Empathy Building trust with clients begins with understanding their unique needs and concerns. Empathetic candidates can put themselves in the buyer&rsquo;s shoes, ensuring a more personalized and positive customer experience&mdash;essential in both sales and long-term client relationships.
Personable People buy from people. Candidates who are personable, approachable, and able to form genuine connections can significantly enhance the sales experience. A friendly demeanour and effective communication skills create a memorable and trustworthy impression on clients.
When hiring for new home sales, look beyond the resume. By focusing on these traits, you can uncover talent from diverse backgrounds who have the potential to drive exceptional results.
​
<h4>How to evaluate transferable skills</h4>
Behavioural interviews Ask candidates to share specific examples of past experiences where they showcased key qualities such as persistence, conflict resolution, and a customer-first mindset. These insights can reveal how they approach challenges and build relationships outside the new homes industry.
Simulation exercises Conduct role-playing scenarios tailored to common situations in the new homes sector. These exercises help you evaluate how candidates think on their feet, communicate, and solve problems in real time.
Assess cultural fit Look for candidates who align with your company&rsquo;s values and demonstrate genuine enthusiasm for learning the intricacies of the new homes market. A strong cultural fit ensures they&rsquo;ll integrate seamlessly into your team and embrace the transition into a new industry.
​
<h3>Balancing your team: The case for mixed experience levels</h3>
The 27% of respondents who find success with a balanced mix of experienced and less experienced employees have discovered a sweet spot. By fostering collaboration between seasoned professionals and eager newcomers, teams can strike a balance that drives both stability and innovation.
​
<h4>Best practices for a balanced team</h4>
Cross-training opportunities Encourage knowledge-sharing sessions where experienced team members can pass on tips while gaining fresh ideas from newer colleagues.
Team building activities Create opportunities for collaboration and trust-building to bridge the gap between different experience levels.
Feedback loops Set up regular feedback sessions to ensure all team members feel heard and valued, regardless of their experience.
Success in the new homes industry hinges on cultivating a team that combines expertise, fresh perspectives, and a shared commitment to excellence. Retaining less experienced employees requires a proactive approach to training and engagement while hiring salespeople with transferable skills opens doors to a broader talent pool.
By adopting these strategies, you can create a team dynamic that not only enhances retention and performance but also keeps your organization adaptable and future-ready.
Are you looking to hire?&nbsp;Get in touch today!

​How can you adapt your recruitment strategies to attract and retain top talent in a competitive market?

Retention, recruitment, and the key to team balance in New Homes recruitment

It&rsquo;s been a steady but balanced year of hiring considering 49% of the people in the world held national elections (according to Time Magazine), the result of which, for many will prove consequential for years to come. The latest data highlights a stable but evolving job market, where the dynamics of talent acquisition and retention are being shaped by both external forces and internal corporate strategies.
Unlike earlier in the year, when the market was employer-driven following the wave of redundancies of the former 6 months, the environment in recent months has shifted towards a more neutral stance.&nbsp;<a href="https://bit.ly/3BxQct2" target="_blank" rel="noopener">You can read my full commentary on the market which has been published on Prime Resi.</a>
Market activity and the change of taxation regulations have continued to encourage talent (largely in leadership teams) to seek employment outside of the UK where the economic climate is considerably stronger. The investment and confidence in the Saudi Arabian market particularly have opened numerous doors for homegrown talent to strengthen their experience on unparalleled projects.
AI has shaken up the sector, enabling businesses to streamline their customer service line and provoke higher rates of productivity across their workforce and technology stack. I&rsquo;m optimistic that the market will reap the rewards of this digital transformation as it provides a valuable resource to relieve some of the pressures and stresses of workloads.
As we look forward to 2025, I expect hiring and recruitment may remain cautious for many, especially within larger corporations. However, January marks the peak recruitment month as talent seeks new opportunities aligned with the season of fresh starts. To help businesses stay ahead of the January rush, we are offering complimentary Salary Benchmarking Snapshots to all businesses that register a vacancy before the New Year.&nbsp;<a href="https://bit.ly/3OXXMjK">You can request yours here.</a>
We very much have a &lsquo;glass half full&rsquo; perspective and as we approach 2025, we reflect on what else the deverellsmith group has achieved in 2024 and how we aided our network. I hope you find some of the below useful, and potentially stimulate a few ideas or prompt a conversation in the New Year.
Our delivery team contacted over 50,000 candidates and 10,000 clients this year, helping our partners build new teams and professionals find the next step in their career.
<ul>
<li>
<a href="https://www.hintel.co.uk/" target="_blank" rel="noopener">Hintel</a>, deverellsmith&rsquo;s outsourcing brand, signed 3 new partners as we support their long-term vision with achieving sustainable talent attraction and retention strategies.
</li>
<li>
Hintel successfully launched into the&nbsp;<a href="https://www.hintel.ae/" target="_blank" rel="noopener">Middle East</a>&nbsp;market, already helping with a number of outsourcing and Executive Search projects, helping build leadership teams and support on organisational design.
</li>
<li>
Along with releasing our &lsquo;Hiring for the Future&rsquo; annual report and providing integral snapshot reports throughout the year, we provided 5 benchmarking reports for our partners to provide a data-driven approach to employee remuneration.
</li>
<li>
The deverellsmith group was awarded for the 7th consecutive year a place on&nbsp;<a href="https://www.thetimes.com/static/best-places-to-work-2024-medium/" target="_blank" rel="noopener">The Sunday Times Best Medium Companies ranking</a>
</li>
<li>
We raised over &pound;10,000 for our charity partners; including a charity football match at Fulham Football Club in support of Joe&rsquo;s Buddy Line.
</li>
<li>
We hosted the eighth and ninth editions of&nbsp;<a href="https://www.deverellsmith.com/blog/2024/10/banking-on-the-future-autumn-event-featuring-bank-of-england-returns-this-september?source=google.com">Banking on the Future</a>&nbsp;featuring the Bank of England, L&amp;Q, Greystar, Birchgrove, John D Wood, Unibail-Rodamco-Westfield and CBRE, which were both sold-out events!
</li>
<li>
We introduced our&nbsp;<a href="https://www.deverellsmith.com/bringing-sporting-events-to-the-property-industry-1?source=google.com">deverellsmith vs&hellip;</a>&nbsp;video series where we requested professionals of the property industry to compete with our directors against sports, these included football drills at QPR&rsquo;s football ground, an afternoon at Lee Valley Park Velodrome and a morning at Lords Cricket ground with none other than former England Cricketers Chris Tremlett and Monty Panesar. You can watch all the episodes n our youtube channel here.
</li>
<li>
I was delighted to hand the baton of hosting our<a href="https://www.deverellsmith.com/devcast-property-podcast?source=google.com">&nbsp;podcast series</a>&nbsp;to my esteemed colleagues as I relocated full-time to the Middle East, which called for an upgrade in production levels and most importantly, welcomed new guests from Canary Wharf Group, Fruition Properties and Manchester City Football Club.
</li>
<li>
We continued our partnership with&nbsp;<a href="https://www.programmeone.com/">Programme One</a>, which aims to address the underrepresentation of Black talent within recruitment, and recently made our fourth hire through the initiative.
</li>
<li>
We&nbsp;<a href="https://www.oblongtrees.com/">planted 1,250 trees</a>&nbsp;in our UK forest in a bid to become more climate-positive, offsetting 40 tonnes of carbon.
</li>
</ul>
And finally&hellip;we look forward to sharing more news regarding the deverellsmith&rsquo;s groups international footprint and ongoing growth for our brands in 2025.
We&rsquo;re excited with the prospect of supporting your business and teams in preparing for the future, hosting more podcasts and industry-leading events, and stimulating positive change. It is in this spirit that we say thank you and send best wishes for the holidays and New Year.
I wish you a well-deserved, restful break over the festive season, and I look forward to working with you to achieve continued success throughout 2025 and beyond.
Warmest wishes,
Andrew Deverell-Smith
Founder &amp; Group CEO

​During the festive season, our thoughts turn gratefully to those who have made our success possible. I&rsquo;d like to take this opportunity to thank every partner who trusted the deverellsmith group with their hiring and career needs throughout 2024.

A message from our founder 2024

Interestingly, London&rsquo;s super-prime rental market is also seeing a revolution this year with more of the world&rsquo;s wealthiest coming to the UK and opting to rent rather than buy in the capital. What is driving this?&nbsp;<a class="cc-1rn59kg" title="https://www.forbes.com/sites/forbes-global-properties/2024/09/03/whats-driving-londons-super-prime-rental-revolution/" href="https://www.forbes.com/sites/forbes-global-properties/2024/09/03/whats-driving-londons-super-prime-rental-revolution/">Chestertons</a>&nbsp;estimates that 70% of these super-prime renters are from overseas, many of whom are in London to work rather than to live, deterred by high interest rates and an uncertain tax future. However, work is not the only thing pulling these high-net-worth individuals to London. The capital's pull as a multicultural metropolis, complete with gastronomy and culture is equally as effective.
Do you want a piece of the lucrative super-prime market?
The super-prime market requires a unique set of skills and expertise, and below I have categorised the key traits and skills required to become one of the capital&rsquo;s finest super-prime agents.
The key message here&hellip; go above and beyond in every aspect of the role.&nbsp;
​
<h3 align="start">Deeper market knowledge</h3>
Cultivating an in-depth, expert-level understanding of the luxury property market is essential. This means going above and beyond surface trends to deeply understand historical price trends, neighbourhood growth patterns and future market projections. Staying ahead of the latest shifts in the luxury market - knowing how these changes impact the high-end properties - sets a super prime agent apart.
This level of insight not only builds trust with clients but also empowers agents to provide strategic guidance that can elevate their client's investments.
​
<h3 align="start">Networking, communication &amp; relationship building</h3>
In the super-prime real estate market, connections are everything. Successful agents build and maintain a robust network that includes not only potential buyers and sellers but also developers, financiers, and other key industry professionals. Attending high-profile events, luxury property expos, and exclusive gatherings is essential for meeting and engaging with influential figures in the industry. Additionally, effective communication is paramount; clients in the super-prime sector expect a seamless blend of professionalism, discretion, and attentiveness when managing their high-value portfolios. A well-connected agent with excellent communication skills can offer clients unique opportunities and insights, solidifying their role as a trusted advisor in the luxury property market.
​
<h3 align="start">Property valuations</h3>
To excel as a super-prime estate agent, mastering the art of accurately assessing high-end property values is essential. Luxury real estate requires a refined approach that goes well beyond standard valuations, taking into account unique intricacies like architectural distinction, historical importance, prime location, and exclusive amenities. Each of these factors can significantly influence a property's value, and an expert super-prime agent understands how to evaluate these nuances with precision. Developing this skill allows agents to provide clients with a sophisticated, well-informed valuation that meets the discerning standards of the luxury market.
​
<h3 align="start">Gaining trust from high net-worth individuals</h3>
To attract and retain high-net-worth clients, building a reputation for reliability and trustworthiness is crucial for any aspiring super-prime estate agent. Establishing and nurturing strong relationships with clients involves deeply understanding their unique needs, offering tailored services, and consistently delivering on promises. This level of personalised attention not only fosters loyalty but also reinforces the agent&rsquo;s credibility, making clients feel valued and confident in their investment decisions. A trusted reputation is a powerful asset in the super-prime market, enabling agents to forge long-term relationships that drive sustained success.
​
<h3 align="start">High-end marketing</h3>
Showcasing properties with high-quality photography, immersive virtual tours, and exclusive listings on luxury real estate platforms is essential for any super-prime estate agent. In the luxury market, presentation is everything and stunning visuals paired with seamless virtual experiences allow potential buyers to fully appreciate the property&rsquo;s unique qualities, even from afar. Leveraging premium marketing tools and platforms tailored for high-end real estate not only elevates the property&rsquo;s appeal but also reflects the agent&rsquo;s commitment to excellence. This strategic approach ensures each listing stands out, attracting discerning clients and setting a high standard in the super-prime sector.
​
<h3 align="start">Understanding of legal and financial aspects</h3>
Handling luxury properties requires navigating complex legal and financial considerations, making expertise in these areas essential for a super-prime estate agent. An excellent agent is well-versed in property laws, zoning regulations, and the tax implications unique to high-value real estate, equipping them to offer reliable, informed guidance to clients.
Additionally, being knowledgeable about financing options, investment potential, and the financial nuances of luxury transactions allows agents to provide clients with comprehensive advice. This depth of expertise not only enhances client trust but also empowers them to make well-informed decisions in the super-prime market.
​
<h3 align="start">Personal brand</h3>
In today&rsquo;s market, building a powerful personal brand is crucial across all industries, especially in super-prime real estate, where high-net-worth clients prioritise credibility above all.
The affluent will only work with agents they perceive as both trustworthy and highly skilled, so it&rsquo;s essential to be intentional about the image you project. Think carefully about how your brand aligns with who you are&mdash;and who your clients need you to be. Maintain a polished online presence through strategic use of social media, luxury real estate platforms, and targeted digital marketing campaigns. By crafting a personal brand that exudes expertise in luxury real estate, you&rsquo;ll establish yourself as a go-to professional in the super-prime market.
​
<h3 align="start">Drive and enthusiasm</h3>
The aspect that connects all of the above. &nbsp;
When we asked Rory Penn - Partner; Head of London Residential Sales &amp; Chair of Private Office, &lsquo;What does it take to be an exceptional super prime agent?&rsquo; he said&hellip;
&ldquo;You&rsquo;ve got to have true drive and enthusiasm, stand out massively above the rest and go that extra mile &ndash; these are all paramount.&rdquo;
In the luxury market, clients seek agents who not only bring expertise but also a palpable passion for real estate. This level of energy fuels an agent&rsquo;s commitment to going the extra mile - whether that means conducting exhaustive market research, staying available for clients across time zones, or curating personalised experiences that leave a lasting impression. This drive naturally builds trust, making clients feel valued and confident in their agent&rsquo;s dedication.
You can listen to Rory Penn&rsquo;s full podcast&nbsp;<a class="cc-1rn59kg" title="https://www.deverellsmith.com/blog/2022/05/title-its-super-prime-time-rory-penn-reveals-what-it-takes-to-make-it-in-the-luxury-real-estate-market" href="https://www.deverellsmith.com/blog/2022/05/title-its-super-prime-time-rory-penn-reveals-what-it-takes-to-make-it-in-the-luxury-real-estate-market?source=google.com">interview here.</a>
Becoming a successful super-prime real estate agent in London requires a blend of skills. As the super prime real estate market continues to evolve, those who are open to continuously adapting and excelling in the areas above will give themselves the best chances of succeeding as one of London&rsquo;s finest ever agents.

According to&nbsp;<a class="cc-1rn59kg" title="https://www.coutts.com/insight-articles/news/2024/london-prime-property-index-q1-2024-shows-fall-in-prices-but-is-a-rebound-due.html" href="https://www.coutts.com/insight-articles/news/2024/london-prime-property-index-q1-2024-shows-fall-in-prices-but-is-a-rebound-due.html">Coutts 2024</a>, there has been a 9.1% increase in super prime &pound;10m+ property transactions compared to last year.

Mastering super prime real estate: Top tips for aspiring estate agents

With the government pledging to deliver more housing than ever before, there&rsquo;s a wave of optimism sweeping across the sector, making it an exciting time for businesses and job seekers alike.
<h3>Government commitment to housing</h3>
One of the most promising changes is the government's pledge to increase housing supply. The target, set out in the 2024 Labour manifesto, is for&nbsp;<a href="https://www.bbc.co.uk/news/61407508#:~:text=New%20homes%3A%20What's%20the%20new%20government's%20housebuilding%20target%3F,-Published&amp;text=The%20government%20aims%20to%20build,housing%20targets%20for%20local%20authorities.">"1.5 million new homes over the next parliament"</a>.
This commitment has spurred an increase in construction projects, from large-scale residential developments to vital infrastructure improvements. As these projects begin to break ground, the demand for skilled labour and professionals is increasing, creating abundant opportunities for employment across the industry.
​
<h3>A booming market with diverse opportunities</h3>
This surge in construction activity isn&rsquo;t just about quantity; it&rsquo;s about quality too. The focus is not only on building more homes but also on creating sustainable, energy-efficient, and community-centred developments. This shift towards innovation and sustainability means that there is a growing need for a diverse range of skills, from traditional to technical, commercial and production roles.
​
<h3>Why now is the time to think about construction recruitment</h3>
For companies in the construction industry, now is the perfect time to hire. The current market conditions are ripe with potential, and businesses that act quickly can position themselves at the forefront of this construction uplift. By expanding your team now, you can ensure that you have the talent needed to take on new projects and grow alongside the market.
Moreover, with the industry&rsquo;s renewed focus on long-term growth and sustainability, hiring now means investing in the future of your business.
<h3>The benefits of hiring in a growing market</h3>
Hiring in a growing market offers numerous advantages. It not only allows businesses to scale efficiently but also provides a competitive edge. Companies that build strong, skilled teams now will be better equipped to meet the increasing demands of the market, drive innovation, and deliver high-quality projects on time and within budget.
The construction industry is on an upward trajectory, with the government's housing pledge acting as a catalyst for growth. As this positive shift continues, now is the ideal time to hire and build your team. Embrace the opportunities this booming market offers, and position your business for success in an industry that&rsquo;s ready to reach new heights. Whether you're a business looking to expand or a professional seeking new opportunities, there's never been a better time to be part of the construction industry's exciting future.​

The construction industry is experiencing a positive shift, thanks in part to new government initiatives and a renewed commitment to housing development.

Why now is the best time to hire in the construction industry

<h3 id="Understanding-Build-to-Rent" align="start">Understanding Build-to-Rent</h3>
Build-to-Rent refers to the development of residential properties that are constructed to be rented out rather than sold. However, unlike traditional rental properties, BTR developments are often managed by a single entity or landlord, offering tenants a sense of community and consistent management standards.
These developments typically feature amenities such as gyms, communal spaces, and high-quality furnishings, aimed at attracting long-term renters seeking both comfort and convenience. The BTR model emphasises tenant satisfaction and retention, thereby fostering a more stable and predictable income stream for investors and developers.
Below are some pictures from Build to Rent developments our recruitment consultants have visited. Ranging from businesses such as Uncle, urbanbubble and Native.
​
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBN29VWEE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--5522e757c0bce822dc43800691d9f610cfb052fc/_d00d896c-1718878960598.jpeg" alt="Studio with three yoga mats lined up "></figure>
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBN2dVWEE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--5c6263bfeaae5215fa3513cbe138ccced7281da3/_02421704-1718878960598.jpeg" alt="Inside office lounge environment with sofas, chairs and a coffee table"></figure>
<h3 align="start">​</h3>
<figure><img src="https://www.deverellsmith.com/rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBN2tVWEE9PSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--cefe54c8b14382d4761b0bf4cf9c070cf93d120e/_675cf48b-1718878960598.jpeg" alt="Inside an apartment, shot of a swinging chair and french doors "></figure>
<h3 align="start">​</h3>
<h3 align="start">Opportunities and roles within the Build-to-Rent market</h3>
The Build-to-Rent market can be an excellent career choice for property professionals looking to join a new market and develop their career, or professionals in other fields such as hospitality and leisure.
Making this sector even more appealing is its rapid growth in recent years as mentioned above. In the first quarter of 2024 alone, UK BTR investments hit &pound;1.3 billion, up 21% year-on-year. This is the highest figure recorded for a first quarter, according to&nbsp;<a class="cc-1rn59kg" title="https://content.knightfrank.com/research/2105/documents/en/build-to-rent-market-update-q1-2024-11105.pdf" href="https://content.knightfrank.com/research/2105/documents/en/build-to-rent-market-update-q1-2024-11105.pdf">Knight Frank.&nbsp;</a>And it doesn&rsquo;t stop there. The market is looking to scale massively. The BTR market currently adds 14,000 homes each year and caters for around 1.9% of all privately rented households in the UK. If it continues at this rate, by 2030 this will increase to 3.4%.
This not only means growth for the property sector but also growth in the number of career opportunities within the sector. Growth can&rsquo;t be achieved without top talent and people like you.
With that said, there are various professions that the market offers, from development to property management, which means the market is rife with diverse opportunities.
Below are some examples of roles you can step into and what is involved.
​
<h4 id="Development-and-investment" align="start">Development and investment</h4>
Professionals involved in Build-to-Rent (BTR) development and investment oversee the entire lifecycle of a project, from initial site acquisition and design to construction and ongoing management. Their role requires a keen understanding of market trends to identify prime locations and design preferences that appeal to renters.
Additionally, they must excel in financial analysis to ensure the project remains within budget and delivers a strong return on investment. Their comprehensive expertise ensures that each project not only meets but exceeds expectations, contributing to the overall success of the development.
<h4 id="Community-management" align="start">Community management</h4>
A Community Manager in the Build-to-Rent (BTR) sector plays a pivotal role in fostering a vibrant and engaged residential community. They are responsible for creating a welcoming atmosphere that enhances tenant satisfaction and retention. This involves organising community events, managing social activities, and addressing tenant concerns promptly and effectively. Community Managers also act as the primary point of contact between tenants and property management, ensuring smooth communication and efficient resolution of issues.
Additionally, they oversee the upkeep of communal areas, promote a positive living environment, and implement initiatives that enhance the quality of life for residents. Their goal is to build a sense of community, making the BTR development not just a place to live, but a place to call home.
<h4 id="Property-Management" align="start">Property Management</h4>
Property managers play a crucial role in maintaining Build-to-Rent (BTR) developments and ensuring tenant satisfaction. They are responsible for the day-to-day operations of the property, which includes everything from managing tenant relations and addressing resident concerns to ensuring the upkeep and maintenance of amenities.
Their duties often involve coordinating with maintenance staff, handling lease agreements, and organising community events to foster a positive living environment. Strong interpersonal skills and a customer-centric approach are essential in this role, as property managers must effectively communicate with tenants, resolve issues promptly, and create a welcoming and supportive atmosphere.
<h4 id="Maintenance-operatives" align="start">Maintenance operatives</h4>
Maintenance Operatives play a crucial role in ensuring the smooth operation and upkeep of Build to Rent properties. Their responsibilities encompass a wide range of tasks, including routine inspections, repairs and preventative maintenance of facilities such as plumbing, electrical systems and hearing.
They will also be responsible for maintaining communal areas, responding to tenant service requests promptly and ensuring safety compliance throughout the property. By providing high-quality maintenance services, these operatives help create a comfortable, safe and well-maintained living environment.
<h4 id="Resident-service-managers" align="start">Resident service managers</h4>
In the Build-to-rent industry, a Resident Service Manager is pivotal in enhancing the tenant experience and fostering a strong sense of community within the residential property. They primarily manage tenant relations, address resident concerns and ensure high levels of customer service. They coordinate with maintenance teams to resolve issues swiftly, oversee the move-in and move-out process and organise community events to promote engagement and satisfaction.
Additionally, they handle administrative tasks such as lease renewal and compliance with property policies.
You can learn more about the types of roles within&nbsp;<a class="cc-1rn59kg" title="https://www.deverellsmith.com/disciplines/property-management-and-operations?source=google.com" href="https://www.deverellsmith.com/disciplines/property-management-and-operations?source=google.com">BTR here.</a>
​
<h3 id="Transferable-skills-you-can-bring-to-the-Build-to-Rent-market" align="start">Transferable skills you can bring to the Build-to-Rent market</h3>
Several industries provide a strong foundation of skills and knowledge that can be directly applicable to the Build-to-Rent (BTR) sector, especially within operational roles.
Our expert consultants have placed many professionals in the Build to Rent sector who have previously worked in industries outside the property market, such as hospitality and leisure, that are now thriving in BTR.
These industries offer transferable skills to enhance your ability to succeed in BTR roles. Below are some further examples&hellip;
<h4 id="Retail" align="start">The retail industry</h4>
Professionals with a background in retail bring valuable skills to the table, particularly in customer service, sales, and operations - crucial aspects for effectively managing tenant relationships within Build to Rent (BTR) properties. Moreover, their experience in staff supervision and customer engagement can significantly elevate the operational efficiency and overall tenant satisfaction in BTR developments. Their adeptness in these areas not only ensures smooth day-to-day operations but also fosters a positive environment that enhances the tenant experience.
<h4 id="Hospitality-and-tourism" align="start">Hospitality and tourism</h4>
The hospitality industry focuses on providing exceptional guest experiences, similar to ensuring tenant satisfaction in BTR properties. Skills in hospitality management, event coordination, and concierge services can be valuable in creating a welcoming community atmosphere during a BTR development, and vital in contributing to high tenant satisfaction and retention rates.
<h4 id="Human-resources" align="start">Human resources</h4>
Human resources professionals bring expertise in managing people, resolving conflicts and fostering a positive organisational culture, all of which are important in tenant and staff management. Skills in recruitment, training and employee relations can help build and maintain a strong property management team.
The Build-to-Rent sector offers diverse career opportunities. With its focus on long-term rental solutions and tenant-centric amenities, this market continues to expand globally, presenting promising prospects for individuals passionate about real estate and customer service. Whether you&rsquo;re a seasoned professional or an aspiring newcomer, cultivating the right skills and knowledge will pave the way for a rewarding career in this industry.
We have a team of Build to Rent recruitment expert consultants on hand to provide you with guidance on how you can enter the BTR market and advice on how you can progress in your career.

​In recent years, the real estate landscape has witnessed a significant shift towards a new and rapidly growing sector known as Build-to-Rent (BTR).
This emerging market caters specifically to renters by offering purpose-built residential properties designed for long-term leasing.
But, what exactly does this sector entail, and what does it take to thrive within it?

Insights

Get in touch.