You’ve followed the advice on how to improve your coursework, and you’ve embraced techniques for more effective learning that should stand you in good stead for exams but, while it is important to work hard to make the best of your university studies, it is also crucial to be looking ahead to what comes next.
If you’re looking to pursue a career in property, chances are you are at least considering applying for a graduate recruitment programme, but you are far from alone. Such schemes, particularly those run by the major firms, are hugely competitive, so you cannot start too early in preparing yourself for the application process and developing the range of experience and knowledge that could make you an irresistible candidate.
A strong field
“Students should be trying to gain wider experience in the industry and should be reading outside of their course,” advises Hebe Williams, graduate team administrator at Savills.
“They should have an idea of the greater industry and current affairs that may affect the real estate industry in the coming years. Work experience or internships are a great way to put studies into context and learn about both the industry as a whole and the individual companies too. Work experience also shows eagerness and proactivity.”
Williams says that the competitiveness of the graduate recruitment process across the sector is at a higher level than in recent years, predominantly as a result of “early offers” that are becoming increasingly popular, following summer internship programmes.
“Providing an early offer is now a common trend across all industries,” she says, “because it is effectively a longer interview and the interns are able to meet more people within the business.”
She adds that the current strength of candidates is “very high,” and that, at Savills, the ratio of applicants to places “tends to be around 10:1 across the board”. However, demand is even greater for highly sought-after roles in London, particularly surveying, where the ratio can be more than 50:1. Regional roles, in contrast, tend to receive fewer applications.
Out of this wide and strong field, she says that Savills is looking for “a whole range of applicants, with a variety of skills”.
“Overall, we are looking for individuals who are personable, have strong ideas and a true interest in the industry. New, innovative ideas and interests in different areas will ultimately lead us to best serve our clients, as we will be able to offer a range of approaches to a project,” says Williams.
“We are impressed by candidates who are confident in their view, but also interested in the view of others too. This tends to be fundamental at our assessment centres.”
Soft skills
Mel Olrik, human resources partner at Hollis, is also impressed by the level of candidates who applied for the firm’s programme last year.
“In addition to having the requisite qualifications, many of our applicants have had excellent soft skills,” she says. “As Hollis is an independent firm, all of our graduate surveyors will be dealing with clients. Their soft skills (communication, attitude, etc) will be just as important as their degree or work experience.”
In 2019, Hollis had 354 applicants for 20 positions across the company – each of which began by applying through the company’s website, filling in an application form and uploading a CV and cover letter. Those are reviewed by the human resources team, and successful candidates are invited to interview.
“The interview process is completed in three parts,” Olrik says. “First, there is an interview with HR, where we are looking for the soft skills like willingness to learn, passion for the industry, and ability to communicate. Then, graduate interviewees will have their university knowledge tested with a series of technical questions from one of our surveyors. The interview ends with a presentation.“
Hollis is looking for “enthusiastic and interested candidates”, she says. “We cannot understate the importance of attitude – passion about the industry is always something we’re looking for. Candidates who arrive at the interview knowing about Hollis and really wanting to work for us are always impressive, as is a candidate who can talk about current industry events. Passion for property and a real desire to work in the industry set a candidate apart.”
She advises that one year of work experience in the relevant department is “a way to set yourself apart, but is by no means a requirement” and that Hollis is “always looking for candidates with cognate degrees in building surveying, quantity surveying and project management”.
Property is about people
Lydia Ings, UK HR director for Colliers International, stresses the importance of a candidate’s interpersonal skills.
“To us, property is about people and we want to see candidates demonstrate that they can build a rapport with clients, so they can build long and sustainable relationships with them,” she says.
“It’s also essential that they have a good commercial acumen and are up to date with the latest property news, understand the political and economic climate and have a good knowledge of the business environment. Colliers is looking for a diverse group of passionate individuals who are self-starters looking to be entrepreneurial, creative and collaborative.”
At Colliers International, the commercial pathway tends to be their most competitive, with a “high calibre of candidates applying”. Other pathways such as building surveying and quantity surveying are more specialist, but these are also competitive as there are “fewer students with the required qualifications”.
The process begins with an online application, which Ings says provides “information on the applicant to help us understand their motivation for the industry and joining Colliers International”.
Then follows a telephone interview and, for those selected, a first round interview in a face-to-face setting, where the applicant is asked “behavioural, commercial awareness and property-specific questions”.
The final stage is an assessment centre, where candidates participate in a further interview and exercises which are designed to assess them against the competencies for the role they are applying for.
For the 2019 graduate scheme, there were more than 500 applications for 20 vacancies, but an even higher number is anticipated for the 2020 scheme as Colliers International is now welcoming non-cognate applicants for its popular commercial pathway in London.
“This is great because it immediately widens our talent pool and means graduates from any degree discipline can apply and complete their conversion MSc part-time while on the graduate scheme,” Ings says.
How to stand out from the crowd
- Proofread! You would not believe how many cover letters and CVs we receive with a wrong address or name, with “detail-oriented” listed under “skills”. Triple-check everything, especially if you’re applying to a lot of jobs.
- Know about the company you’re applying to: The best, most impressive interviews we have are with candidates who know about what makes Hollis unique, and can explain why they want to work here. Doing your homework and applying for jobs that you’re really interested in from the off means that you’re less likely to end up changing companies in just a few years’ time.
- Take an interest in the industry: Nothing impresses us more than a candidate who can have a conversation about what’s going on in the industry. Now that doesn’t mean that you need to run out and buy every copy of EG (not that it’s a bad idea!) but a general knowledge of the landscape is a way to really set yourself apart.
- Be knowledgeable about what you’ve learned at university: So often, we have candidates that come in and undersell their experience. Before the interview, get your experience straight, and present your involvement in your projects carefully. Don’t leave out anything important or downplay your involvement – that could be the difference between you and another candidate.
- Be yourself: Interviews are nerve-wracking, but take a few deep breaths and do your best to relax. Some of the biggest interview mistakes we’ve seen have come from nervous interviewees who freeze up. Relax and be yourself, and you’ll ace the interview.
Mel Olrik, human resources partner at Hollis
“We are also excited to be exploring other pathways into the property industry for school leavers via the apprenticeship programme, which allows apprentices to learn on the job. We’re committed to taking apprentices in annually who will then transition onto our graduate programme.”
She says that, even if candidates have been unable to secure industry work experience, they should ensure that they can discuss transferrable skills from other activities, such as customer-facing experience as evidence of their ability to understand client needs.
She recommends that candidates should have a “bank of competency examples” and examples of teamwork or problem-solving, and that they should read outside of their course to gain market knowledge and, at interview, come armed with examples of recent deals that have taken their interest.
But, for her final piece of advice, she offers a reminder that it’s not just about the work, and that interviewers want to find people who will be a good fit in the team. “We understand that nerves can get the better of all of us sometimes,” she says, “but try to relax so we can get to know you as a person.”
It may all sound daunting, but by heeding the wise words of those in the know, and putting the hard work in now, you could reap the rewards when the time comes to apply for a graduate recruitment programme – and for many more years after.
To send feedback, e-mail jess.harrold@egi.co.uk or tweet @estatesgazette
