Property & retail hiring

Graduate retail & property recruitment

We help a range of companies recruit top property talent every single day.

Our graduate property recruitment is quick, thorough, and reliable: grow your team with our knowledge and resources.

You may be looking to hire a Property Manager, or more generally hire hospitality staff; either way, we’ll aim to send you a shortlist in 48 hours.

You have no obligation to hire, and don’t need to pay until you’ve hired an exceptional graduate that you’re happy with.

You get the final say, we just help you get there. Work with us, recruit with us, grow with us.

Read below to hear more about the graduate property & retail jobs we recruit for.

We use Give a Grad a Go to help us find the best and the brightest minds to join our flock. We are an Airbnb property management company and we pride ourselves on strong, conscientious, hard-working candidates, which Give a Grad a Go has always sent our way!

They listen carefully to our requirements and take all feedback seriously and effectively. They are a real treat to work with; always friendly, prompt, responsive, and reliable. We will be using them to help bolster our growth for the foreseeable future!

What can we offer you?

Quick hiring

It takes us 19 days to place property & construction candidates, an average that is twice as fast as the industry’s (42).

We’ve been offering this speedy service since 2009, helping over 1000 companies grow their team with graduate talent.

We are graduate retail and property specialists, and will match your business with exceptional property graduates.

Reach more graduates

We can arrange email & SMS campaigns personalised for your business, to our database of over 400,000 candidates.

With industry-leading open rates of over 60%, we’ll bring graduate attention to your company.

Our property recruitment grows year-on-year, as we continue to diversify and branch into PropTech areas.

Dynamic talent pool

We hire at every stage, from entry-level to senior, so can help you expand in any direction you require.

And we strive to secure your expansion is successful: 94% of graduates we place pass their probation period.

With 91% of our property recruitment coming from repeat business, it is clear that we are trusted and consistent property recruiters.

Recruitment advice

Top tips for property and retail recruitment

As a leading property recruitment agency, we know how to efficiently and quickly carry out retail recruitment in London and recruit property staff.

Our expert property and retail recruiters have put together their top tips for property and retail recruitment:

Have clear job criteria

There are many different types of property jobs and retail roles to recruit for, so to ensure you’re hiring for the right role and finding the perfect candidate, it’s a good idea to be clear on your role and candidate requirements.

Our specialist property recruiters are on hand to help you create a job specification that will attract the ideal candidate. They will suggest suitable job titles that you might not have thought about, inform you of industry salary statistics, and advise on the best candidate qualities to look for.

A few slight changes to your job title or advert, for example, could result in bringing in candidates that are even more suited to your job requirements.

Offer a top benefits package

Our graduate employment statistics archive highlighted that graduates rank benefit packages and career progression highly in their graduate job criteria.

We would always suggest you offer property and retail training and development, particularly for entry-level graduates, to give a clear path of progression. Career progression ranks highly in surveys of graduate priorities, so we always factor it into our property and retail recruiting strategies.

Look beyond experience

Believe it or not, experience isn’t everything. Hiring a graduate with no experience can sometimes be more beneficial.

We know that in many retail and property roles, having the drive to work hard and learn is one of the most desired qualities. From working in graduate retail recruitment services for over a decade, we know graduates possess a hunger and eagerness to learn.

So, if you’re looking to recruit retail staff or hire an Estate Agent, let us help you hire a junior who will have the determination to thrive and grow at your company.

Have a well-structured onboarding process

A well-thought-out onboarding procedure is key to getting the most out of your new graduate hires.

With retail and property roles, there are often a lot of new procedures and information that graduates need to quickly learn.

A thorough training process and plan will help your graduates adapt to their new roles and receive the support they need to thrive.

What makes us different from other London property recruitment agencies, is that we’re here to help you with the onboarding of your hires.

We’ll help you structure your onboarding process and suggest ways to support and monitor the progression of your new hires, so you get a great return on investment.

If you know exactly how to hire but want to tap into our talent pool, post a job ad on our job board to achieve maximum exposure to our 500k database of candidates.

Recruitment advice

Important candidate qualities to look for when hiring for property and retail:

Our expert property and retail recruiters share the most important qualities to look for in candidates:

Look for an entrepreneurial spirit and business acumen

A retail employment agency will look to hire someone with an entrepreneurial spirit, who is adaptable to different tasks and ready to take on new responsibility. For real estate recruitment, being business savvy and entrepreneurial is important because you always need to know what’s happening in the market and what factors are always going to be affecting it.

A property recruitment company won’t always find graduates who specifically want to go into property. They might look to hire a Property Manager, for example, who is really switched on with the fundamental skills, but doesn’t know that much about the industry. These sorts of strategies in property management recruitment can set you ahead of competitors.

Find candidates who have the drive to succeed

For property staffing and hiring for retail, the roles often cross over into other industries. Hiring retail staff who have experience setting up their own company would be useful because they need to have those fundamental business skills and that business acumen.

Retail recruiting agencies will look for anyone who’s set up their own company to be put forward for retail hiring, because they have experience being fast-moving and innovative.

Retail recruitment agencies favour business acumen and entrepreneurship in these kinds of roles, because they need to have broad business awareness and have the drive to implement it.

In retail especially, things can be extremely fast-paced, so retail recruiters will look for someone with experience of this.

Look at personality more than academics

For recruitment in the retail industry, academics don’t matter as much.

A lot of the roles tend to be sales-based or account management based, where having the right personality is more important.

The recruitment process in the retail industry will focus on finding client-facing skills that anyone can gain from experience or innately have in their personality.

Unlike most interview processes, doing a written task isn’t a necessity for retail staffing. The roles will usually focus more on how they perform selling on the phone and their skillset.

Recruitment advice

Property sales job description tips

Want to hire a property candidate and wondering how to recruit property Sales Executives?

A central part of hiring the right property candidate is to have a clear, defined, and engaging job description.

As one of the UK’s leading graduate property and sales recruiting firms, here are our top tips for writing a standout property sales job description:

Sell your opportunity!

The key to an eye-catching and grabbing job description is making full use of your first opening sentences.

Use this as an opportunity to sell your sales position, describe your unique company culture, exciting aspects of the role, and who you’re looking for.

It’s also crucial to include a ‘Benefits of the job’ section in your job description, listing the starting salary, training packages, and other employee benefits. Graduates value training and career progression just as much as salary, so be sure to list the whole range of benefits.

If you’re wondering what the industry average sales salaries are, check out our graduate employment statistics archive to see what other companies are paying their sales Account Managers.

Know your ideal candidate

Working in property sales requires a certain type of candidate. So, it’s important to list all the required characteristics and skills of a candidate on your property Sales Executive job description, so you don’t hire somebody underqualified.

Having worked in property recruitment for over a decade, we know the ideal property sales characteristics and candidate skillset. Here are some of the top skills to look out for:

Excellent communication skills
Great negotiation abilities
Able to inspire trust and confidence in clients and buyers
Able to work under pressure and to tight deadlines
Can adapt to new and difficult situations
Able to use their initiative to find new leads and potential buyers

Allow candidates to get a clear picture of what the role will involve

In your property sales job description, it’s important to list the key responsibilities and duties of the role in detail.

This will allow applicants to decide if the role appeals to them and if it’s one they can visualise themselves doing. Go into as much detail as possible, listing the day-to-day tasks of the role, who they will be working closely with, and what the overall wider aims of the role are in the company.

Here are a few examples of what responsibilities to list on your property sales job description:

Convincing prospective clients that your agency is the right one to handle their sales
Arranging advertising to promote the property
Sending out details of new properties on the market to people on your database
Making appointments and showing buyers around a property
Finding buyers in a position to proceed with purchase and willing to pay an acceptable price
Referring buyers to mortgage arrangers for quotations and advice

Be inclusive

Now more than ever it’s important to ensure you are using inclusive language in your job descriptions.

Make sure not to prevent certain groups from applying due to their age, gender, race, disability, religion, sex, gender, or another category that could be classed as discriminatory.

It’s a great idea to have a company diversity and inclusion statement in your job descriptions, either at the top or the bottom of your spec. Outline that you are an inclusive employer and that candidates from diverse backgrounds should apply to your roles.

If your company is looking to improve your diversity and inclusion practices, check out the actionable steps we’re taking to improve diversity and inclusion at Give a Grad a Go.

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