98% want to know the salary upfront

Voices in Property - Vivienne Harris

Thu, 23 Apr 2026 07:30:01 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Vivienne Harris MD and Owner of Heathgate Residential Estate Agents shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Building a successful, trusted and current expanding business on reputation and recommendation. 35 years and still going strong.

First property job and how you got it?

At the time when I started looking into a career, estate agency seemed an ideal opportunity and Glentree Estates had recently opened. I followed them and their progress and thought that I would love to work for them when the starting my career. At that time, it was really hard to get into residential sales as a woman and having gone to approximately 25 interviews I had not secured a role. I phoned a friend at Glentree who said that if I got 3 months experience in estate agency he would see if he could get me an interview and the company didn’t take on juniors. A few weeks later having still not found a job, an advert appeared in a newspaper that said experienced or non-experienced junior negotiator required – I jumped onto the phone, arranged an interview and got the job! I stayed with them until I opened Heathgate 12 years later.

What motivates you?

My wonderful clients, many of whom have become friends, who trust that I will provide good service and look after their interests – which I do.

Best advice for preparing for an interview?

Do your homework about the company, understand what motivates them, dress smartly, be on time neither early or late and answer honestly. If you don’t know an answer, say so, don’t try to be too clever!!

What advice would you give your 18-year-old self?

Be more confident about your ability and stand your ground.

Which leader, entrepreneur, founder, or CEO inspires you?

There are many, but as a leader Margaret Thatcher love her or hate her, she led from the top and was strong. Richard Branson for his beautifully presented self-promotion. The late Queen for her unwavering poise and serene navigation during difficult times.

Your best deal?

Selling a large house in Hampstead Garden Suburb. For various reasons the property could not be viewed internally, and I was given the remit to sell the house, as were three other agents. We each produced a buyer, so the pressure was on. My buyer and I came up with a solution to get ahead of the pack, which was to send the exchange monies to the vendors solicitors with a covering note offering full asking price, even though no contract had been issued. The vendor was impressed with the speed and ingenuity of the approach and exchanged contracts with the buyer 24 hours later.

What’s your favourite restaurant?

Whilst I enjoy the atmosphere and ambience of the many of the central London famous eateries, I truly prefer my two local restaurants one that serves Italian and the other Turkish food where the service is friendly, the food great and the cost reasonable.

Apple or Android?

Apple

About Heathgate Residential Estate Agents

Find out more about Heathgate here and connect with Vivienne Harris here.

Collins Property Recruitment is a business with a purpose: to enable talent and businesses to meet and do great things together. We make this happen through an unrivalled network, a values-led, consultative approach and a hard-earned reputation as the go-to recruiter in property.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Nick Vaughan

Thu, 16 Apr 2026 07:00:16 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Nick Vaughan CEO of Southern Grove Group shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

I think it’s seeing the people who worked for me in my various roles over the course of my career, growing from junior members of the team, into professionals and leaders in their own right. I’ve been fortunate to work with some brilliant people over the course of my career and being able to help and guide them to achieve their own goals is something that I have been incredibly proud of.

First property job and how you got it?

My first job in property was as a trainee development consultant in the Residential Development and Investment team at Hamptons International. I really wanted to get into the team so I approached them on the basis that I was happy to do any role, so I started as a quasi-intern, doing anything that was required and that quickly led to a full time role in the development and investment team.

What motivates you?

Overcoming challenges. At the moment, the development world is a very challenging space and I get huge motivation from working with the team here at Southern Grove to overcome the various challenges we are faced with on a daily basis. Ultimately, I want to increase housing delivery, across all tenures and unlocking sites that are currently dormant or unviable, to provide good quality housing, whatever that looks like, is a huge motivation for me.

Best advice for preparing for an interview?

For me, it’s to think ahead about what you personally want to get out of the interview and the role you are applying for. I think we often see interviews as a one-sided process however it’s a two way street and you have to want to do the role and ensure that you are getting as much out of the role for yourself as the business is.

What advice would you give your 18-year-old self?

Be strong, be brave, be kind.

Which leader, entrepreneur, founder, or CEO inspires you?

My wife took a career break when we had our children and when she came back she re-trained as a career and workplace coach. She’s now the head of her own, thriving coaching business which she has built from the ground up. It reminds me every day that anything is possible if you want it enough, and are willing to work hard enough to achieve it, whatever that looks like.

Your best deal?

The next one.

What’s your favourite restaurant?

I would have to say the Water House Project in Bethnal Green. I was working on a development project nearby a few years ago and so ended up discovering it almost by accident. It’s fine dining with a supper club atmosphere. There’s no choice, just a single tasting menu every evening paired with amazing wines.

Apple or Android?

Apple.

About Southern Grove Group

Find out more about Southern Grove Group here and connect with Nick Vaughan here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Charles Leigh

Thu, 09 Apr 2026 07:15:00 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Charles Leigh Sales Director at Valouran shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

So many possible answers here…20 Grosvenor Square, The Whiteley, speaking to 850 people at launch events, the sales successes, the big awards last year, the design quality…I’m incredibly proud of all of these and more, but most of all I’m proud of my sales teams. We somehow manage to create an energy, a positivity, an aura, of personable professionalism. I get calls and emails from clients saying they loved dealing with the team. It makes me smile.

First property job and how you got it?

I was in my early 20’s. I'd always loved architecture and design, and I needed a car. A friend said I should go into property - they’d give me a car in estate agency. I met the manager then the owner at Lawsons & Daughters on Shepherd’s Bush Road and started the following Monday. I loved it immediately.

What motivates you?

I’m lucky that I have a job that I love, and that loves me back. I’m from the (ironic) Steve Jobs school of motivation: do things well and with passion, and create great product and experiences…don’t do it for the money. But ultimately, I am motivated to the best version of myself for my wife and children.

Best advice for preparing for an interview?

Smile, be professional, be authentic, know about the company and its ethos and culture. And let everyone know that this is a stars-aligning moment for everyone.

What advice would you give your 18-year-old self?

I’m a sensitive soul! Most good salespeople are! It’s our superpower. But I would definitely tell my 18-year-old self not to sweat the small stuff!

Which leader, entrepreneur, founder, or CEO inspires you?

I've been lucky enough to have worked with and for some amazing leaders, and met many more. As part of some leadership coaching several years ago, we were encouraged to think about this, so I have list of about 20 incredible leaders, mostly from the worlds of sport, business (particularly property) and media. But right now, and I can’t believe I’m saying this, but I am genuinely inspired by my CEO and CFO and business partners Alex and Matt.

Your best deal?

I’m so lucky to have been in a role to do some of the most exciting deals in the whole market over the last few years. But we had one particularly forensic negotiator on an off-plan deal who wanted to reduce the price for every single sqft below the quoted area. We agreed, but only on the proviso the price could go up too. The area ended up being bigger and the price went up.

What’s your favourite restaurant?

The River Café on the river in Hammersmith. And Illa d’Or on the sea in Mallorca.

Apple or Android?

Apple. Everything Apple.

About Valouran

Find out more about Valouran here and connect with Charles Leigh here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Alisa Zotimova

Thu, 02 Apr 2026 07:45:01 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Alisa Zotimova Founder & CEO of AZ Real Estate & AZ Alliance shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

I’m most proud of building AZ Real Estate from scratch in London without external funding – just determination, savings, and a belief that excellent service matters above all else. I moved to England from Russia, so starting it in what was a relatively new country to me then was a daunting step, before surviving through Brexit, Covid, and countless market twists. Publishing my book “From Moscow to London. Notes on happiness and business” was also a major highlight.

First property job and how you got it?

My first job in property came thanks to my long term restaurant customers from JLL – I worked in a restaurant and they were in the office above. I got to know them well as I grasped the art of customer service, and eventually they offered me a junior role. That chance encounter set off a 23 year career across Moscow and London.

What motivates you?

I’m driven by helping people build better lives – whether clients finding a home or agents building their own businesses through our new platform AZ Alliance. London energises me endlessly, as do my family and the resilient women who carve out new paths. I’m also motivated by integrity and the belief that long term relationships matter.

Best advice for preparing for an interview?

Know your story and be able to explain it clearly, as people hire confidence and clarity. Do your homework on the company, and come prepared with thoughtful questions. And above all, be kind and genuine; relationships are everything in this industry.

What advice would you give your 18 year old self?

Stay open minded, work hard, and trust that the unconventional path often leads to the best places. Afterall, a journalist once described my story as ‘a happy ending for a failed Russian actress’, which was a bit of a stretch but I suppose true at its core! Don’t be afraid to start from scratch – it will become your superpower. And enjoy the ride more; it goes fast.

Which leader, entrepreneur, founder, or CEO inspires you?

Recently I got to know in more detail how incredible Richard Branson really is. He’s my CEO and all-round great human crush of the moment.

Your best deal?

Prior to starting AZ Real Estate, one of my standout moments was becoming Cushman & Wakefield’s top producer in Europe at just 26, after closing several major office leasing deals in Moscow. It was a mix of timing, hard work, and seizing the momentum of a booming market.

More recently, I’ll say the off-market find for a client on Victoria road right off Hyde Park for £11 mln and how quickly we exchanged right before Covid…

What’s your favourite restaurant?

There’s a great Japanese place right across from my house that I almost don’t want to share. It’s so good, but I will anyway, Takagiya. Also Scott’s is a classic happy place for me.

Apple or Android?

Apple – for a good few years now. But up until pretty much its very end I was devotedly using BlackBerry. Used to just love it back in the day!

About AZ Real Estate & AZ Alliance

Find out more about AZ Real Estate & AZ Alliance here and connect with Alisa Zotimova here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Mark Wayne

Thu, 26 Mar 2026 06:59:22 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Mark Wayne, Director of Wayne and Silver shares his personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Watching my business grow organically, from a small office above a shop, to a shopfront and now to our flagship premises opposite Hampstead station has been an incredible journey. What I’m most proud of is the overall path we’ve taken and the amazing people who have helped us get here.

First property job and how you got it?

My first job was in West Hampstead in lettings, most likely I was underqualified and unprepared however I sold myself as determined and confident. It was a busy environment one which I soaked up a lot of experience and knowledge.

What motivates you?

In the early days, my biggest motivation came from proving wrong the agents who looked down on me as just a small one-dimensional agency, one they believed wouldn’t stand the test of time.

Today, my drive comes from working alongside a brilliant team of ambitious individuals and celebrating every deal we close for our clients. On a personal level, my family inspires me every day to give my absolute best.

Best advice for preparing for an interview?

This business is about relationships, sell yourself but also build a bond with the person interviewing you. It goes without saying, do you research on the company as you were already working there.

At the same time do not let your guard down when in the comfort zone.

What advice would you give your 18-year-old self?

Not every step forward will feel like a win and that’s okay. Sometimes you must take losses to learn, to grow, and to build the resilience you’ll need for bigger victories later. Don’t chase speed, steady and consistent progress will carry you further than quick bursts and shortcuts. Trust the process, keep showing up, and remember: every “L” is just tuition for the school of life.

Which leader, entrepreneur, founder, or CEO inspires you?

One leader who inspires me is Warren Buffett. While his main focus has been investments rather than direct real estate development, his principles of long-term value, disciplined decision-making, and buying quality assets at the right price are directly relevant to the London property market. In a city where trends shift quickly, his philosophy reminds me to look beyond short-term gains and focus on properties, locations, and relationships that will stand the test of time. His journey from modest beginnings to becoming one of the world’s most respected investors shows that patience, integrity, and strategic thinking can build lasting success in any market.

Your best deal?

There have been quite a few, I’m not sure I can pick one, but I think the most rewarding deals are downsizing moves. Usually, the most complicated and emotion driven sales.

Holding hands and guiding through these types of deals always give me most satisfaction.

What’s your favourite restaurant?

The glass house at The Grove, all you can eat is always a winner!

Apple or Android?

I was a big Blackberry fan. The natural next step for me was Android, and I’ve stuck with it ever since.

About Wayne and silver

Find out more about Wayne and Silver here and connect with Mark Wayne here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

How can residential estate agents win back Gen Z?

Wed, 25 Mar 2026 16:50:11 GMT

The residential property sector is finding it harder to recruit high-calibre young staff.

The number of personable, quick with a handshake, comfortable in business dress on a Saturday morning Gen Z estate agents is in short supply.

For an industry that depends on a pipeline of people to build relationships, bring properties to market and close deals, that is a problem worth taking seriously.

The good news is that it is solvable. Gen Z (born between 1997 and 2012) is not avoiding a career in residential property out of indifference. They need to hear a story that speaks to what they are looking for.

The case for working in residential property is stronger than you think

Before addressing how to attract Gen Z, it is worth remembering why they should be attracted in the first place.

Careers in residential property have qualities that young professionals genuinely value, but they need to be articulated clearly by those seeking to recruit.

This is a career built on human relationships. At a time when artificial intelligence is reshaping many industries, large chunks of estate agent roles cannot be automated.

Someone has to sit with a nervous first-time buyer.

Someone has to earn the trust of a family selling their home of thirty years.

Gen Z knows that the jobs least at risk from technology are the ones that require emotional intelligence, communication and trust.

Residential property is one of them.

Those jobs are also neatly spread across the country, rather than having to move. A young professional might be able to rent, or even eventually buy, a property in an area which may not seem hugely desirable to those from older generations. For Gen Z they present an opportunity to build a life.

There is also real earning potential, a genuine connection to one of the most significant financial decisions people make in their lives. For those who thrive there is a career trajectory that rewards performance rather than simply waiting in line.

These are compelling arguments, but the industry needs to make them.

Why they may not be applying (yet)

Gen Z tends not to fall into careers or workplaces. They research them, and in detail.

Before applying for any role, the high calibre young professionals you want to recruit will have looked at your website, checked Glassdoor, scrolled your social media and searched for your company name on LinkedIn and Reddit.

If what they find is vague, dated or unconvincing, they will move on. The competition for their attention from tech, sales, media and marketing is fierce.

Many career choices work out as ‘happy accidents’. As a recruitment narrative for a generation that tends to plan its next move carefully, it is not enough. Gen Z needs to be able to see a deliberate path into property.

The authenticity test

For Gen Z, glossy claims mean very little. A values statement in large letters on the wall of the estate agent only registers as noise. What Gen Z responds to is evidence.

A short video of a 23-year-old negotiator explaining what their first year actually looked like (with all the hard bits included) will do more for your recruitment than any amount of polished marketing copy.

Authentic testimony from real people, showing real progression, is what builds trust with this generation. They are exceptionally good at spotting the difference between genuine and manufactured, having had a lifetime of filtering thousands of marketing messages a day on their phones.

This is not a reason to be anxious. It is an opportunity.

If your organisation is a good place to work and people grow within it, show that. If your values mean something in practice, demonstrate it. The organisations that do this well will find it significantly easier to recruit.

Two strategies that will make a real difference

These are not theoretical suggestions. They are drawn directly from my research, and my own experience working with Gen Z and employers.

1. Be ultra-clear

That means about the role, the reality and the money. When a customer wants a viewing they will not want it with an estate sitting at home talking them through the property on the phone.

Gen Z will not fill in the gaps themselves. They need to know what a typical week looks like, what the commission structure is, what the base salary is during the early months and how performance is measured.

Ambiguity does not read as professional to this generation, it reads as evasive.

Show them a structured career progression. ‘The sky’s the limit’ is not a career path. Gen Z wants to know what the next eighteen months look like, what milestones matter and how performance opens doors. Map it out and make it easily available, in writing, from the moment someone considers applying.

2. Give them the ‘real world’ skills you need to see

Fewer young professionals have had experiences of physical workplaces than you might expect, and that includes from their time at school.

Hundreds of thousands of Gen Z are already registered on Companies House as a director of a limited company. That can be done from home and not in a physical, multi-generational workplace.

The truth is that some of the entrepreneurial young professionals with a flair for sales who may have come your way in the past, have now set up businesses on their own.

Whilst in the past estate agents might have been able to identify young candidates who already had the skills to sell in person, now it is not always so easy.

An interest in selling is a good start, and past experience of doing so (even if online) is even better.

As employers you might find yourself feeling incredulous about whether you should really have to teach a new recruit x, y and z. The truth is that in the modern age if you want a Gen Zer to have the skills, you are likely to have to teach them.

You might have to squint a little harder to see if there is potential or a flash of personability you can do something with, and you will have to do more with them to get them up to speed.

If you invest in Gen Z, expect to see results.

Their academic record indicates they will learn if the resources are there. That needs to be accompanied by comprehensive onboarding and attention to every workplace skill.

The firms that adapt their recruitment approach, their onboarding, their communication and their culture to meet Gen Z where they are will not just solve a staffing problem.

They will build a workforce that is motivated and well-equipped for the demands of a changing market.

This is not about lowering standards or abandoning what works. It is about understanding a generation that has more to offer than the headlines suggest, and making sure your organisation is the one they choose.

By Alex Atherton , author of The Snowflake Myth: Explaining Gen Z in the Workplace and Beyond , keynote speaker on Gen Z and the multigenerational workplace and former secondary school headteacher.

Voices in Property - Adam Phillips

Thu, 19 Mar 2026 09:00:46 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Adam Phillips , Founder of Phillips Harrod shares his personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Starting an agency and getting through a tough decade thus far.

First property job and how you got it?

Actually was in Sydney, Australia 2006. I approached our landlord and asked for a job and started renting apartments.

What motivates you?

Providing the best life I can for my family.

Best advice for preparing for an interview?

Learn about who you are interviewing for and be your honest self.

What advice would you give your 18-year-old self?

Don’t take time for granted and use it wisely but enjoyably, take care of people.

Which leader, entrepreneur, founder, or CEO inspires you?

Simon Harrod my business partner, we are complete opposites, but I admire his strength and never give up attitude.

Your best deal?

My first deal at Phillips Harrod which was a house on Hamilton Terrace, NW8.

What’s your favourite restaurant?

Mimmo La Bufala, South End Green, NW3.

Apple or Android?

Apple all day long !

About Phillips Harrod

Find out more about Phillips Harrod here and connect with Adam Phillips here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Orly Lehmann

Thu, 12 Mar 2026 09:00:12 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Orly Lehmann , Real Estate Advisor of DDRE shares his personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

I’m most proud of dedicating 15 years to an industry I truly love, whilst being a mum to two children. Taking the leap into self-employment was the scariest decision I’ve made, but it has also been the most rewarding one so far.

First property job and how you got it?

I originally went into PR, but quickly realised it wasn’t for me. After quitting and facing some very disappointed parents, I applied to Foxtons the very next day and started shortly after. It turned out to be a defining moment in my career, an incredible place to learn, grow, and the perfect starting point in the property industry.

What motivates you?

To provide the best possible life for myself and my family, while also being able to support my parents in their later years. They’ve sacrificed so much for me and my siblings, and being able to give back to them in the future is incredibly important to me.

Best advice for preparing for an interview?

Be genuine and passionate about what you bring to the role, not just the industry. Do your research, know your strengths, and be clear on why you’re a good fit. Please don’t just say you ‘love property’ show it through your knowledge, experience, and enthusiasm.

What advice would you give your 18-year-old self?

I’d tell my 18 year old self that I did exactly what I should have done, live life to the fullest at university, make the most of every experience, and get it all out of my system. It meant I was ready to fully commit and work hard once I finished.

Which leader, entrepreneur, founder, or CEO inspires you?

There are many people who inspire me, but I’m especially drawn to relatable business women and mums. Listening to their journeys, how they balance ambition, resilience, and family life, is both motivating and reassuring.

Your best deal?

There have been a handful of great deals over the years, but my most recent standout was a completely off-market house in Hampstead that every agent was circling. I managed to get access just as the tenants had moved out, quite literally sneaking in and out through the gates during the process and secured the deal before anyone else knew it was available.

What’s your favourite restaurant?

It’s hard to choose just one, but I love Roka, and for something more local, Church Row in Hampstead is a favourite, perfect for dinner and a glass of wine.

Apple or Android?

Apple although I am terrible with tech!

About D DRE

Find out more about DDRE here and connect with Orly Lehmann here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Alex Casaki

Thu, 05 Mar 2026 08:15:07 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Alex Casaki , Director of Dalham Management shares his personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

I am most proud of having built a trusted reputation over many years within my private client base, one that ultimately led to the creation of Dalham.

While transactional milestones are important markers of success, what I value most is the level of trust clients place in me. When clients consistently seek your advice and expertise across all aspects of their personal and property matters, it reflects a deeper confidence in your judgment and integrity. That trust is, without question, the most rewarding achievement of my career, and has allowed Dalham to grow primarily through referrals.

First property job and how you got it?

My first role in property was overseeing a few traditional London HMO buildings, quite a contrast to the properties the Dalham team is fortunate to oversee today. I took this position very early in my career, drawn by the opportunity to work in a hands on enviroment rather than being confined to a desk.

It was undoubtedly challenging,especially at such a young age but it proved invaluable as it exposed me to every aspect of property management. Most importantly, it taught me how to manage matters effectively and to take full responsibility for the decisions I made and the outcomes that followed.

To this day, I contuine to draw on the lessons and insight gained during that period. As the saying goes, when you learn a business from the ground up, you develop a genuine understanding of every role within it and that perspective has stayed with me throughout my career.

What motivates you?

Finding solutions to challenges that may seem impossible to others. I firmly believe with enough

persistence there is always a solution to be found.

Best advice for preparing for an interview?

Be confident in yourself and always demonstrate your determination to learn what you do not know.

What advice would you give your 18-year-old self?

Surround yourself with people who challenge you, inspire you and help you grow .

Which leader, entrepreneur, founder, or CEO inspires you?

I have been fortunate to work with many high profile and successful entrepreneurs and have noticed their ability to see long term value in something when others are distracted by short term noise. This approach inspires me to maintain a long-term perspective and focus on the bigger picture in my own decisions.

Your best deal?

While ultra-high value transactions are always memorable, my personal “best deal” isn’t a single transaction. It’s the long term relationships and friendships that have grown from those deals.

Those connections are far more rewarding than any one sale. In my role as a trusted advisor, I have the privilege of working closely with ultra high net worth individuals, families and their family offices, which allows me to truly get to know them on a personal level.

Over time, that foundation turns into lasting friendships and a strong, close-knit network that extends well beyond any property transaction.

What’s your favourite restaurant?

Scallini, especially on a cold gloomy London day.

Apple or Android?

Apple always, has not let me down yet.

About Dalham Management

Find out more about Dalham Management here and connect with Alex Casaki here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Oliver Ingles

Thu, 26 Feb 2026 08:00:03 GMT

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Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Oliver Ingles , Advisor at DDRE shares his personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

To be honest, I am proud of every transaction I achieve for my clients. You are only ever as good as your last deal and that mindset has kept me sharp from day one. I have now transacted on more than £800m worth of property and every deal, whether it is £1m or £30m, has had its own nuance, pressure points and moments where the right advice makes all the difference.

What I am most proud of is navigating those challenges with clients who trust me to guide them through decisions. It is not always about the quantum of the deal.

First property job and how you got it?

I fell into my first job in property, as many people do. I was working as a membership advisor at a gym and the owner of an estate agency walked in one day. After I secured his three year membership, we spoke at length and that conversation sparked my interest in the property sector.

From the moment I walked in on day one, I was hooked. I love my career, my position within the market and my role at DDRE. The rest is history, and there is more history to write.

What motivates you?

Honestly, I am a good self-motivator. I have to be, because as a self-employed advisor I run my own business and everything is down to me. I have always wanted to succeed and to be the best version of myself in anything I do. I hate losing.

As my career has developed, I have met people who motivate me even further. Not just other advisors, but clients who have become friends. They inspire me to aim higher, to stay consistent every day and to put myself in uncomfortable positions so I can continue to grow.

Best advice for preparing for an interview?

Know exactly who you are and what you bring. Research the company, understand the role and be clear on why you want to be there. People respond to clarity and purpose. Be honest about your strengths and realistic about your weaknesses. You do not need to be perfect, but you do need to be self-aware.

Prepare real examples because anyone can speak in general terms. The people who stand out are the ones who can show how they think and how they handle pressure.

What advice would you give your 18 year old self?

Keep learning. Learn every day. Take yourself out of your comfort zone because that is when you grow. Become a sponge, learn and listen to people. More importantly, keep being a good person. Be honest and sincere and that will take you far in life.

Which leader, entrepreneur, founder or CEO inspires you?

This will sound cliche, and he has not paid me, but Daniel Daggers has had a real impact on me as a leader and a thought leader over the last three years at DDRE. His vision, his approach and his kindness have helped me through difficult moments. He has pushed me every day to be better and I cannot thank him enough.

Your best deal?

Like I mentioned earlier, the best deals are not always the highest value homes. This year I completed a £26m deal and it was more straightforward than an £8.3m transaction on the river. I enjoy a challenge and I enjoy the deals where you have to implement a strategy and think carefully about every move. The intricacies of negotiating and knowing how to navigate a tricky sales progression are what make a deal memorable.

They are all my best deals, from my first £130,000 transaction twelve years ago to this year’s £26m sale.

What is your favourite restaurant?

It depends what day you catch me on. I enjoy everything from sushi to a British roast. I ate at The Hero in Maida Vale last night and it was delicious. The duck was excellent, so let us go with that for today. Ask me tomorrow and I will probably give you a different answer.

Apple or Android?

Apple for me. I have always used Apple and it is easy for me to navigate.

About D DRE

Find out more about DDRE here and connect with Oliver Ingles here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Sue Fisher

Thu, 19 Feb 2026 07:00:02 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Sue Fisher Head of Residential Development, Greater London and Country at Hamptons personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

First job was in property.

Fresh out of school and my father gave me one week to get a job. He meant it so I scoured the Evening Standard job section and took a position as receptionist in a London agency. In the first three weeks on the switch board I seemed to sell more houses then those on the sales floor so was rapidly promoted to sales and I have never looked back. In those days it was very rare for woman to put on the front line and I cleaned up against my colleagues. I had a wonderful boss and he coached, supported and championed me from Day 1 and set me on the path for my future career.

What advice would you give your 18-year-old self?

I was lucky I had wonderful mentors from the very early days of my career and I learned from them. Looking back I am so grateful to have learned from the bottom up something very lacking today and a great loss to younger people who need to learn the tricks of their trade whatever trade that is.

What are you most proud of in your career?

So many things but professionally for being part of a family business which was so respected and admired. We worked hard we maintained a wonderful reputation and our clients returned again and again. To have been part of building something to be proud of is so satisfying and then to sell that business and move into the Hamptons world has been a wonderful journey.

Nothing, however, compares to the pride I have in my two daughters. Two amazing woman one a teacher and one a doctor looking after the mental health of children. They have wonderful families and their children (my four grandchildren) fill my life with joy and happiness.

What motivates me?

Everything – have been driven for as long as I can remember by my insecurities. I want to be the best I can be, I want to leave a lasting impression in the hope that Clients will return and I want to do the very best job that I can. I have tried over the years to tame this behaviour as it has not always been the best for my mental or physical help but I fail most of the time but life is a journey and I continue to work on myself to try and find a better balance which, I think, I am finally doing

Best advice for preparing for an interview?

Research the job you are applying for, talk to others in that field and gain some knowledge and understanding of the job role. My advice ultimately is to be yourself, be open and honest and if you do not know something say so. Ask questions, nobody expects someone coming to interview to know it all, so be curious and inquisitive and show a great interest in the process.

Which leader, entrepreneur, founder, or CEO inspires you?

Samantha Jacobs, CEO of the wonderful Future Dreams breast cancer charity. I have supported this charity from its inception but have grown closer to it in the last few years in terms of my support and having had breast cancer for the second time last year. Samantha leads the most wonderful organisation, she is an inspiring and extraordinary leader and a joy to be around.

Your best deal?

Wow am happy to report have been quite a lot of best deals and I remember every detail of every single one of them. So am going to say a deal that took me about 14 years to pull together on a site that is about to deliver 257 units on a site in Cricklewood, London. One of the best but most certainly one of the longest!!

What’s your favourite restaurant?

I am not a foody, I like restaurants with a warm atmosphere and delicious but not to fancy food. Michelin stars are not for me!! A regular haunt in London Fischers in Marylebone serve the best schnitzel and chips in town and my clients like it too.

Apple or Android?

Apple – still learning how to use it as my grandkids tell me I need to learn some more skills but I manage and all I really want to do is use the call button.

About Hamptons

Find out more about Hamptons here and connect with Sue Fisher here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Nicholas Cowell

Thu, 12 Feb 2026 06:00:16 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Nicholas Cowell , Director of Cowell Group , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Building a business from scratch and doing my best to keep a good name, not easy in this game.

First property job and how you got it?

Office boy at Garrard Smith & Partners. I was 17 years old, a 16-year-old leaver. My dad got me the interview, and I knew nothing about property, but luckily for me I was with the most upcoming firm of its kind and found a place for myself. I loved it from day one. The partners gave me a chance early on in life. Thank you

What motivates you?

I love to get up every day and go to work. Clearly the thrill of a new deal is what we all crave. It also helps I have an amazing team, and we enjoy the day-to-day banter.

Best advice for preparing for an interview?

Research who you are meeting and ask questions, but most of all listen and be yourself.

What advice would you give your 18-year-old self?

Get the right balance of work & play. Enjoy life.

Which leader, entrepreneur, founder, or CEO inspires you?

No one person has inspired me as I can’t emanate what they do. I am lucky enough to have met many incredibly successful people, and I have never been afraid to ask them how they got there. Each and every one of them have inspired me in different ways.

Your best deal?

Would also be my first and last and maybe in each way everyone in between. Every deal has a story: Where it came from and of course when you sold it! But if I were to choose one it would be a shop and upper in E1. We increased the value from £900k to over £4m.

What’s your favourite restaurant?

The Bike Shed on Old Street or Arts Club for lunch.

Apple or Android?

Apple

About Cowell Group

Find out more about Cowell Group here and connect with Nicholas Cowell here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Sian-Louise Tangney

Wed, 04 Feb 2026 15:04:07 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Sian-Louise Tangney, Director of UK Sotheby’s International Realty , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

I’m most proud of building a career I genuinely love while being a devoted mum. Creating success through resilience and consistency, without shortcuts, has shaped the woman I am today.

First property job and how you got it

After buying my first home in my early 20s, completing a renovation, and becoming a landlord, I realised very quickly the agents involved had fallen short of expectations, and I genuinely believed I could do it better.

I interviewed with all the major High Street agencies, but it was Matthew Thompson, now Head of Residential at Chestertons, who really inspired me. I joined Douglas & Gordon in 2017 as a Lettings Negotiator, and that role became the foundation of everything I’ve built since.

What motivates you?

I’m naturally competitive and hold incredibly high expectations of myself. If someone tells me I can’t do something, that’s usually all the motivation I need.

I’m inspired by trailblazers and risk-takers, people who move with intention. More than anything, I’m a solo parent to a little girl, and she reminds me every single day why I do what I do.

Best advice for preparing for an interview

Treat the interview as a two-way conversation. Yes, highlight your achievements, but also ask the questions that matter: Who will I be reporting to? What’s the culture like? What’s the progression pathway?

Arrive early, walk in calm, and present the best version of yourself.

Most importantly, be authentic you’ll always be happier in a role you earned by being unapologetically you.

What advice would you give your 18-year-old self?

Be ruthless with your personal brand, nurture meaningful relationships, and never downplay your potential. Work hard, stay kind, and trust that everything you want will happen if you show up consistently.

You’re capable of far more than you realise.

Which leader, entrepreneur, founder, or CEO inspires you?

I really admire Emma Grede, her clarity, vision, and ability to build globally respected brands is something I aspire to.

Within this industry, Becky Fatemi has always been the benchmark for me, especially as a woman and mother in this space. Working alongside her now at Sotheby’s feels like a privilege and a testament to ruthlessly striving forward.

Your best deal

Last year I rented a standout home overlooking Regent’s Park with a guide of £54,000 per month. The connection I built with the client and the collaboration with the other agent made the entire process standout. It’s one of my favourite transactions to date.

Favourite restaurant

Carlotta, Marylebone.

Apple or Android?

Apple. Always.

About UK Sotheby’s International Realty

Find out more about UK Sotheby’s International Realty here and connect with Sian-Louise Tangney here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Jon Byers

Wed, 28 Jan 2026 17:26:30 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Jon Byers Managing Director of Anderson Rose , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Building Anderson Rose from start up to a business that I am so proud to lead.

First property job and how you got it?

14 ^th June 1999 - I started as a Trainee Negotiator at Hamptons Tower Bridge. At the time, Hamptons was running what it called the Fast Track Program which targeted Graduates with ambitions to be future leaders. That all chimed with my own ambitions and in fact if you look around the property industry now, there is evidence of it working. Rupert Dawes came to Hamptons under the same scheme and was a fierce competitor of mine as we vied for the top spot on the Neg Leagues each month! He has had a stellar career and is now the Global Head of Residential at Knight Frank.

What motivates you?

It might sound morbid but none of us have that long to achieve our dreams. I therefore try to not put off until tomorrow what can be done today.

Best advice for preparing for an interview?

Be clear on the WHY. Why do you want this role and why are you the perfect candidate?

What advice would you give your 18-year-old self?

Believe in yourself more and be braver.

Which leader, entrepreneur, founder, or CEO inspires you?

Sir Richard Branson and Ryan Serhant

Your best deal?

The one when I used Land Registry and Facebook to locate the seller of a flat that my client specifically wanted to purchase.

What’s your favourite restaurant?

Boneca Bar in Carvoeiro, Portugal.

Apple or Android?

Apple

About Anderson Rose

Find out more about Anderson Rose here and connect with Jon Byers here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Becky Fatemi

Thu, 22 Jan 2026 06:00:09 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Becky Fatemi, Executive Partner at Sotheby's International Realty UK , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

I’m proud of building something resilient and positive in an industry that isn’t always easy to navigate. As a Woman of Colour in a sector where that is still a rarity at senior level, I’ve had to be both determined and optimistic, often at the same time. What matters most to me is having grown and championed my team, and creating an environment where people feel supported, valued, and able to thrive. That legacy means far more to me than any single deal.

What was your first property job and how did you get it?

My first role was at Foxtons around 1998, but it didn’t happen easily. At the time, I assumed the only way in was as a receptionist because that’s what women were expected to do. I was refused. Instead, I took a telesales role elsewhere and ended up calling the Managing Director of Foxtons to sell him advertising space. He stopped me mid-pitch and said, “Forget that. I want you to come and work for me.” I told him I’d already tried, and HR wasn’t interested. He overruled them. The rest is history.

What motivates you?

Losing my parents and a lot of people when I was young made me appreciate life itself. Life is a blessing, and it’s also limited. That knowledge gives everything urgency. I want to devour every second, throw myself fully into what I’m doing, and make sure I’m present for it all.

What’s your best advice for preparing for an interview?

Be yourself. Be authentic. But also, be exceptionally well prepared. Know the company inside out, understand its brand and ethos, and make sure you know exactly who you’re meeting and why. Presentation matters. Energy matters. And whatever you do, do not be late.

What advice would you give your 18-year-old self?

Enjoy it. Do everything. Say yes more often than no, even if it’s a little controversial. You learn far more from living fully than from playing it safe.

Which leader, entrepreneur, founder or CEO inspires you?

Richard Branson for his fearlessness and curiosity. Jon Hunt for his instinct and drive. Amira Sajwani for her modern leadership style. George Azar for his entrepreneurial vision.

What’s been your best deal?

Selling a house for a couple who had been married for 40 years and had lived their entire life together in that home. They had no children and no family, and moving was terrifying for them. After the sale, my team and I took them to Scotland to make sure they were settled and okay. They were elderly, scared and vulnerable, and that human side of the job mattered far more than the transaction itself.

What’s your favourite restaurant?

Fischer’s in Marylebone

Galleria in W2

Royal China Club,

and China Tang.

Apple or Android?

Both.

Find out more about Sotherby's International Realty UK here and click here to connect with Becky Fatemi.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Gary Hersham

Thu, 15 Jan 2026 07:15:01 GMT

60 Seconds with...

Format: Short interview
Best for: aspiring property professionals and early-career talent
Focus: Careers in UK property

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Gary Hersham , Owner of Beauchamp Estates , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

What I am most proud of is the recognition of Beauchamp Estates in PCL, as well as in the Real Estate world today. I started Beauchamp Estates off in a second-floor office at 14 Beauchamp Place in the late 70s. Now we are a globally recognised agency with nine offices worldwide. We have become known for the sale of the most expensive property in the world. We regularly sell some of the most beautiful and expensive houses and flats both in London and abroad. I am extremely proud of our residential teams headed by MD Jeremy Gee, who is recognised amongst Residential Agents as being enormously experienced, as well as Olga, my wife, whose team runs everything bar sales.

What was your first property job and how did you get it?

My first job was not in an Estate Agency. After school I went to theological college, followed by an undergraduate degree at Imperial College. I then started a PhD at the Royal Post Graduate School of Medicine which I never finished as I wanted to start working. I started working for my father’s PLC in the property division and was there for a year or so. Randomly on a Sunday afternoon I invited a Singaporean friend to tea at my parents’ home. By chance he volunteered that he had just acquired a small unknown Knightsbridge based rental Agency and asked whether I might like to join him in the endeavour. With £2000 of loan capital, I became a minor shareholder and started at once. By the end of the year my friend decided to return to Singapore and sold me the remaining shares in Beauchamp Estates for a nominal sum.

The rest is history.

What motivates you?

I like working and I get up every day looking forward to my work. We have just opened a 9th office in Marbella, where I am currently working.

Best advice for preparing for an interview?

The first thing that an interviewer sees is the interviewee. Thus the most important impression is the first impression. An interviewee should come properly dressed for an interview! Not in a pair of sneakers and a T-shirt but well presented, hopefully looking their best. One must make the effort. Secondly the person should prepare for the interview and know what questions to expect.

What advice would you give your 18-year-old self?

Listen more than speak.

What I believe is that the best mode of learning and understanding is to listen and not be the one who does all the talking.

So the advice I would give is listen very carefully to what the questions posed and then answer them as precisely as you can…

One has two ears but only one mouth. There is a reason for that.

Which leader, entrepreneur, founder, or CEO inspires you?

I have to say it must be Gerald Ronson. A great man who is no spring chicken but yet works every day. He tells me that he also has a weekend job too which is going round his petrol stations! I doubt he takes off more than five days at a time when he goes on holiday …..even now! I should take a leaf out of his book! All the people who worked for him have gone on to be hugely successful in the own right. Those who passed through his organisation have made such huge successes most probably because of his influence.

Your best deal?

Well, at the couple of years ago, we sold 2–8aRutland Gate which we ended up achieving £225,000,000.

I never thought the sale would happen.

The counterparty being the buyer acted so diligently and so responsibly that that deal sailed through as if it was a £10,000,000 transaction….everything went to time.

Apple or Android?

I use an Apple iPhone which is a superb bit of kit.

I don’t know whether an Android is the same, but having many thousands of contacts in my iPhone where there is always space for more and more I have no thoughts of changing to android.

About Beauchamp Estates

Find out more about Beauchamp Estates here and connect with Gary Hersham here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Kate Brookfield

Thu, 08 Jan 2026 08:30:15 GMT

60 Seconds with...

Format: Short interview
Best for: aspiring property professionals and early-career talent
Focus: Careers in UK property

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Kate Brookfield , Director and Founder of Kate Brookfield Ltd , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Starting my own brand and believing in myself. I spent many years feeling so dissatisfied in the way that I was working, but was approaching my forties and just had my second baby so in honesty I was scared to leave a secure job. But my mental health was taking a toll and I desperately needed to change and head in a direction that I believed in, despite any challenges I knew I’d experience as a mother with young children. The risk was all worth it!

First property job and how you got it?

I started working part time in a boutique agency in Belsize Park having just completed on and off contracts as a singer/dancer on cruise ships and was working out my next steps. Admiral Property Partnership was run by 2 sisters and I was the only employee, they asked me to stay and told me that I would be really good at the job, so I did! It was without a doubt the best training ground and has hugely influenced how I work today. I take so much care and pride in my client relationships and understand that the true value of everything is your reputation and hard work, having started in such a small company surrounded by all the typical giant corporate brands.

What motivates you?

Of course, my husband and kids. This world I’ve created for myself gives me freedom to be present for them in ways I couldn’t do when I was employed. I also want my boys to see a strong, creative, entrepreneurial mum - I hope that everything I have done will one day give them the confidence to be true to themselves and push the boundaries in whatever industry they work in.

Best advice for preparing for an interview?

Understand the company you are interviewing for. Be yourself but do make an effort, that is always noticed. Be early!

What advice would you give your 18-year-old self?

To not spend the following 15 years beating yourself up for not going to university and feeling inferior to people who did. We all excel in different environments and some of the most successful people in this world couldn’t cope with the mainstream educational system. It doesn’t make you any less capable or intelligent if you don’t have a degree.

Which leader, entrepreneur, founder, or CEO inspires you?

At the moment, Steven Bartlett - it changes, but I like him and I like his public presence.

Your best deal?

A chain of 3 homes all sold with me in Kensal Rise - that felt really good.

What’s your favourite restaurant?

The Hero in Maida Vale - it’s our date night spot. It’s so chic with white paper tablecloths and candlelight. The food is amazing.

Apple or Android?

Always Apple - Android? Don’t swear at me!

About Kate Brookfield Ltd

Find out more about Kate Brookfield Ltd here and connect with Kate Brookfield here.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Brand You: Why Personal Branding is Your Secret Weapon in Property

Tue, 06 Jan 2026 16:15:31 GMT

In the property industry, people don’t just buy homes, they buy trust, credibility, and confidence. And before they decide to work with you, they make a judgment based on one thing: your personal brand.

It’s no longer enough to have a polished CV or solid experience. The way you present yourself, online and offline, is often the deciding factor in whether you’re remembered or forgotten. That’s why your personal brand is your secret weapon.

What is “Brand You”?

Your personal brand is the reputation you build, the value you offer, and the impression you leave. It’s how people describe you after a meeting, and what they find when they search your name online. It’s not just about a logo, a tagline, or a slick headshot, it’s about clarity, consistency, and visibility.

In a people-first business like property, your personality, your online presence, your voice, and your expertise are your currency. Whether you're an agent, a negotiator, a team leader or a recruiter, your ability to stand out hinges on how well you manage your personal brand.

So, how do you build it?

Start with clarity.

Know what makes you different and what value you bring. Are you the go-to expert in a specific postcode? Are you known for securing off-market deals or delivering flawless client service? Define it clearly and lead with it.

Be consistent.

From your LinkedIn profile to your email signature, your brand should feel unified. Keep your tone of voice, visual style, and messaging aligned so people know exactly what to expect from you, wherever they find you.

Show up and share.

You don’t have to be loud, but you do have to be present. Share insights on the market, post about your wins, comment on industry trends, and engage with others. The more value you put out there, the more trust you build.

Stay human.

Don’t be afraid to show your personality. Share the challenges as well as the successes. People are drawn to authenticity, and in a trust-driven industry, being relatable is a major asset.

In today’s competitive property market, employers and clients alike are drawn to individuals who bring something extra to the table. That “extra” is often your personal brand. It's what makes someone stop scrolling, pay attention, and remember your name.

At Collins Property Recruitment, we understand that placing talent is about more than matching skills to roles, it’s about empowering people to build careers with long-term impact and purpose. And we know that starts with building a brand that speaks before you even say a word.

So ask yourself: what is your brand saying about you?

If you're ready to make it speak louder, stronger, and with real purpose, let’s talk.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Why Speaking More Than One Language Is a Power Move in Property

Mon, 05 Jan 2026 11:30:50 GMT

In property, communication is everything. It builds trust, opens doors, and closes deals. And when you speak more than one language? You’re not just talking, you’re connecting.

In a global, multicultural market like the UK, especially in hubs like London, Manchester, and Birmingham, clients, tenants, and investors come from all corners of the world. Being able to speak their language is more than a soft skill, it’s a strategic advantage. It builds trust, eases the buying or renting process, and gives you a competitive edge in a crowded field.

At Collins Property Recruitment, we know how much weight language carries. Multilingual professionals consistently stand out, and here’s why.

1. Access to a Wider Client Base

The UK property market is as diverse as it gets. London alone is home to people from over 280 ethnic groups and nationalities. If you speak their language, you're already ahead. Whether you're helping an international investor or a first-time buyer from abroad, being able to explain terms in their native tongue makes the process smoother, and makes you stand out.

2. Building Instant Trust

Property decisions are deeply personal. Clients want to feel heard and understood. Speaking their language removes barriers and builds instant rapport. That trust often leads to repeat business and referrals.

3. Smoother Negotiations

Negotiation is an art, and nuance matters. Being bilingual or multilingual gives you a major edge in reading between the lines and spotting subtleties that others might miss. It’s not just about translating, it’s about cultural fluency, which can help seal the deal faster and more effectively.

4. Standing Out to Employers

In a competitive job market, language skills are a differentiator. Agencies and developers increasingly look for multilingual talent to tap into global demand. At Collins Property Recruitment, we see first-hand how speaking another language can fast-track careers, especially in sales, lettings, and client services.

5. Global Opportunities

Fluent in Spanish? Mandarin? Arabic? Suddenly, the world’s your oyster. From the graph below, we can see English and Mandarin are the strongest business languages, together accounting for over 40% of global business influence.

Your language skills could open doors to overseas developments, relocation services, or high-net-worth clients across continents.

So, how do you level up your language skills?

You don’t need to be fluent overnight but consistent effort pays off. Here’s how to get started

Apps like Duolingo, Babbel, or Rosetta Stone make daily practice easy and bite-sized.
Podcasts and YouTube channels in your target language help train your ear while you commute or exercise.
Language exchange meetups (in person or online) let you practise speaking with native speakers and learn real-life vocabulary you’ll actually use.
Take a short course . Many local colleges and online platforms offer evening or weekend lessons tailored to busy professionals.
Use it at work. Got a colleague or client who speaks the language? Try a few phrases. Confidence builds fast through repetition.

Final Word

In today’s market, speaking another language isn’t just a nice-to-have, it’s a serious business advantage. Whether you're just starting out or looking to level up, your language skills could be the key to unlocking new opportunities in property.

Looking to bring your multilingual talent into a new role? Get in touch, we speak your language. Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309 .

The Silent Interview: What Happens in the 90 Seconds Before You Speak

Sun, 04 Jan 2026 08:00:43 GMT

Before you say a word in an interview, you’re already being sized up.

In fact, research shows it takes just 7 seconds to make a first impression. And in the next 90? That impression either cements or collapses.

Welcome to the silent interview. It starts the moment you walk in the door, and it’s often where decisions begin.

So, what’s happening in those critical seconds?

1. You’re Being Watched, Not Just Heard

Your interviewer is scanning:

Body language: Are you upright, confident, or slouched and unsure?

Eye contact: Engaged, distracted, or too intense?

Grooming and dress: Sharp and appropriate or not quite there?

2. Confidence Is Quiet, But Clear

A firm (but not crushing) handshake, calm breathing, and a relaxed smile speak volumes. People hire people who seem ready, not rehearsed.

3. Energy Sets the Tone

You bring the room up or down the moment you enter. Enthusiasm, professionalism, and a grounded presence create an instant edge. Don’t underestimate how much mood matters.

4. Culture Fit Starts Here

Long before your skills come up, they’re already asking:

“Can I see this person on our team?”
“Will clients like working with them?”
That answer often starts forming well before you sit down.

So, how do I nail the silent interview?

Walk tall and own your space.
Smile naturally, not constantly.
Dress the part for the company you’re meeting.
Stay calm, not robotic. Confidence isn’t perfection; it’s ease under pressure.

At Collins Property Recruitment, we prep our candidates not just for the questions, but for everything in between. Want help mastering the full picture of interview success?

Let’s talk.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Starting Your Career In Real Estate

Sun, 04 Jan 2026 07:44:06 GMT

Written by our Gu est Blogger, Grant Bates from Hamptons, who provides some solid advice on how to get started in Real Estate.

I work in real estate, but I think these tips are pretty universal

Experience : You don’t have it, you can’t learn it, experience happens over time. Will you make mistakes? Yes. Will you know the answer to every question? No. There is no shame in saying “I don’t know, I will come back to you”, never “fluff” and risk your reputation.

Strengths : Play to your strengths. If you are charming, be charming. If you are analytical, be analytical. Don’t pretend to be an experienced realtor when you’re not…yet. Manage the metrics you can, be on time, be polite, work hard and always put the right advice for the client ahead of any potential commission. If this is a career be objective, look long term, and realise how important word of mouth is/will be.

Hours : You might not want to hear it, but you need to be available at all times. When you’re building a brand, you need to show clients your drive and willingness to deliver the right result for them. That means early starts, late finishes and working on the weekend. Time off is a luxury you can afford yourself when you get where you need to be and when you have the skill to better manage your time. Skill that comes from experience, experience that comes from hours worked.

Mentor : I say this a lot. Get yourself a mentor. Look for someone senior in your company that is respected by your peers. Ask them to mentor you. Having an experienced sound board is crucial. They will be flattered, and you will gain an invaluable ally.

Be Nice : It sounds simple but treat everyone with respect and courtesy, client or not. My first boss used to say treat every client like your Nan. While you shouldn’t take that literally, that would be weird, the premise is true. It’s a people industry and clients want to deal with people they like and trust.

Personal Brand : Social media. A strong following leads to referrals and recommendation. As the industry changes individuals will become as important as the brand behind them.

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Voices in Property - David Matthews

Thu, 18 Dec 2025 14:19:13 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, David Matthews , Managing Director of Dutch & Dutch , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Building the Dutch & Dutch team into one of the most respected agencies in London.

First property job and how you got it?

D&D has been my only property job and I have now been here for over 25 years. My first role was as a junior commercial agent letting shops and offices around West Hampstead. My dad and his business partner at the time interviewed me and offered me the role.

What motivates you?

Earning fees is great and pays the bills but the best motivation is knowing you’ve done a good job for a client, solving problems (and there are many!), and being thanked.

Best advice for preparing for an interview?

Relax, breathe and be yourself. Have examples to prove your interest in the property industry. Be informed about the big property issues.

What advice would you give your 18-year-old self?

Pursue what you enjoy and don’t be tempted by the biggest salary.

Which leader, entrepreneur, founder, or CEO inspires you?

There are so many amazing people in the property industry. I am inspired by my dad, who has worked in the industry for over 60 years now and still loves it.

Your best deal?

Very early in my career, in the early 2000s I was involved in a deal in Queens Park breaking up an entire block of commercial buildings and selling to local businesses, some of them are still there today. Wasn’t the biggest deal but I remember it fondly as it was fun to work on with lots of interesting people involved.

What’s your favourite restaurant?

Roka! Oh and Carmel in Queens Park is amazing.

Apple or Android?

Apple

Find out more about Dutch & Dutch here and click here to connect with David Matthews.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Joanna Cocking

Thu, 11 Dec 2025 08:30:01 GMT

60 Seconds with...

Format: Short interview
Best for: aspiring property professionals and early-career talent
Focus: Careers in UK property

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Joanna Cocking , Head of Private Office at Hamptons , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Being asked to lead our Private Office—spanning London, the country, and international territories—was a proud moment, especially following my appointment as the first female lead of the Country House team. The industry has evolved positively over the years. In my early days, balancing the demands of a successful career with life as a mother of two was a challenge, but I’ve been fortunate to have the support of my wider family, and I’ve always worked for companies that genuinely value and support life outside of work – making career success possible.

First property job and how you got it?

Marsh & Parsons in Notting Hill Gate, I arrived as a receptionist, was spotted and promoted to sales within 3 months and left as a senior negotiator, having worked through Kensington Church Street and then Holland Park. I remember the employment agency asking if I liked property, after a job in a City law firm had not proved successful, and I said ‘I love architecture and houses’. Over 30 years later and I still do!

What motivates you?

I’ve always been naturally competitive, and while estate agents are not performing brain surgery, the opportunity to make a meaningful difference in people’s lives is what drives me each day. That, and the hope that I’m showing my two daughters what’s possible through hard work and passion.

Best advice for preparing for an interview?

Prior, preparation and planning! Research the job and the company, think outside the box and employ curious questions during the interview. Remember you are the solution to their vacancy problem!

What advice would you give your 18-year-old self?

Breathe! I went straight from higher education into work and pushed myself hard to grow my career before I began a family. Hindsight - I didn’t need to rush and London would always be there!

Which leader, entrepreneur, founder, or CEO inspires you?

Lindsay Cuthill, founder of Blue Book and lead of Savills Country House department for many decades, was one of my first bosses and inspired the management skills I still use to this day.

Your best deal?

Historically, selling the most expensive house in Fulham and brokering a private estate deal from start to finish acting solely for an UHNW global client. We had some tough turns along the way, but we maintained that trusted partnership throughout.

Trust is everything in our business – those clients we partner with rely on good and honest advice – and it is that integrity that builds our lifelong relationships. A foundation of trust creates repeat business, personal recommendations to friends and family – and an ever expanding network.

What’s your favourite restaurant?

I feel exceptionally lucky to dine in some amazing restaurants, but my favourite today was a birthday lunch at Fallow in St James, courtesy of my foody brother. Unforgettable!

Apple or Android?

Apple

Find out more about Hamptons Private Office here and click here to connect with Joanna Cocking.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

The benefits of becoming a self-employed property recruiter

Tue, 09 Dec 2025 14:35:20 GMT

How Ed built a flexible, high-earning career with Collins Property Recruitment

Format : Long-form career insight

Best for: recruiters exploring self-employment

Focus: Benefits of self-employment in property recruitment

In the fast-paced world of recruitment, more consultants than ever are exploring the advantages of becoming a self-employed recruiter. From increased earning potential to genuine work-life balance, self-employment offers opportunities that traditional agency roles often can’t.

At Collins Property Recruitment, we’ve seen this firsthand, especially through the success of Edward Weisz , one of our top billers, dad of two young children, and a brilliant example of what a modern, flexible recruitment career can look like.

From traditional recruitment to true autonomy

Before joining Collins Property Recruitment, Ed worked in a conventional recruitment agency where he:

Received just 10-20% of his billings
Was tied to rigid KPIs and daily targets
Had limited flexibility
Felt his career controlled his life, not the other way around

Like many recruiters, he was successful but restricted. He hit targets but lacked freedom. He billed well but didn’t earn what he deserved.

Here are the key areas where self-employment has transformed Ed's career:

Building a self-employed recruitment career around his life

Today, Ed is a top-performing self-employed property recruiter within Collins Property Recruitment, enjoying a career that works around his life instead of his life working around his career.

As a dad of two, the ability to manage his own schedule has been transformational. School runs, family time, personal commitments, Ed can prioritise what matters while still running a thriving recruitment desk.

Flexible recruitment is no longer just a perk, it’s his reality.

Higher earnings, fair rewards

At Collins, Ed now enjoys:

A far higher percentage of his billings
No salary caps
No commission restrictions
A genuine opportunity to scale his income

With self-employment, his earnings finally match his talent and effort.

Self-employed but never alone

A common misconception is that self-employed means unsupported. At Collins Property Recruitment, it’s the opposite.

Ed benefits from a complete support ecosystem that empowers his to perform at his best:

Guidance & mentorship from Barry Collins

Our founder and CEO provides strategic advice, mentorship, and industry insight whenever it’s needed.

Dedicated admin support from our exceptional Executive Assistant, Gemma Harris

Recruitment admin is handled expertly so Ed can focus on clients, candidates, and billing not paperwork.

Full marketing support

From personal branding to case studies to campaign assistance, we help our self-employed recruiters grow their visibility and reach.

Best-in-class recruitment tech

Ed has access to the same premium systems used by top agencies. This combination of autonomy and support is what makes Collins Property Recruitment self-employed model so successful.

No KPIs, no micromanagement, just results

One of the biggest frustrations in traditional recruitment roles is the obsession with KPIs. At Collins Property Recruitment, we don’t believe in measuring success by arbitrary targets.

Ed now works in an environment with:

No KPIs
No micromanagement
No unnecessary pressure

Instead, he’s trusted to deliver the right outcomes for his clients and candidates, and his results speak for themselves.

Why more recruiters are choosing self-employment

Ed's journey highlights the real benefits of becoming a self-employed recruiter in the property sector:

Greater earning potential
Genuine work-life balance
Flexible working hours
Full back-office and admin support
Access to industry-leading tech
Strong mentorship and a supportive team
Autonomy without isolation

It’s a modern, sustainable, and rewarding way to build a recruitment career.

Thinking about becoming a self-employed recruiter?

If you’re a recruiter who wants more flexibility, higher earnings, and a supportive environment that actually backs you, Ed's story proves what’s possible.

At Collins Property Recruitment, we help experienced recruiters unlock the benefits of self-employment, without the headaches, the risk, or the lonely journey.

Your career, your lifestyle, your success, on your terms.

Find out more here: https://www.linkedin.com/jobs/view/4330852028/

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309 .

Voices in Property - Adam Harvey

Thu, 04 Dec 2025 08:30:05 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Adam Harvey, Co-Founder & CEO of Harkalm , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

I am most proud of building The Harkalm Group into the company it is today. While I am of course proud of the deals we’ve completed, what matters most to me is the culture and community we’ve created. We work with some of the most recognised brands in the world, and I believe we’ve redefined how relationships are built with our tenants — always striving to align ourselves with their needs and long-term success.

First property job and how you got it?

My first step into property came through a bit of luck and timing. My best friend’s dad had a connection with Jonathan Ross, then MD at Harman Healy, where I spent my placement year while at university. On graduating, I was offered a full-time role at their newly established auction house, Barnett Ross, which quickly grew into one of the largest independent property auctioneers in the UK. It was the perfect place to learn the business, and I owe a great deal to Jonathan Ross & John Barnett for giving me such a fantastic grounding and strong foundation.

What motivates you?

I am motivated by the freedom to think creatively, solve problems and find new ways to move the business forward. But above all, what drives me is seeing people achieve their potential. Supporting others, creating the right environment for them to grow and watching them reach their goals is one of the most rewarding parts of being a CEO.

Best advice for preparing for an interview?

Do your homework and turn up switched on - first impressions really do count! Make sure you know who you’re meeting, understand their background and look for areas of commonality. Interviews aren’t just about skills, they’re about connection and at the end of the day, people buy people.

What advice would you give your 18-year-old self?

I’d tell myself not to worry so much and everything will be ok! I would remind myself to have the confidence to trust my gut, because following my instincts has so often led me in along the right path.

Which leader, entrepreneur, founder, or CEO inspires you?

Simon Sinek is an absolute genius. If you don’t know ‘Start With Why’ - it’s a game-changer.

Your best deal?

We’ve done hundreds of property deals and while one or two might stand out, the best deal I ever did was with my wife, Nicola Harvey. She’s been behind me from day one and remains the most important deal of my life.

What’s your favourite restaurant?

The Ledbury

Apple or Android?

Silly question and deserves a silly answer – Arsenal!

Find out more about Harkalm here and click here to connect with Adam Harvey.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Jonathan Woods

Thu, 27 Nov 2025 07:00:23 GMT

60 Seconds with…

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Jonathon Woods , Director at eXp UK , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Starting my own business.

First property job and how you got it?

Foxtons Negotiator, applied and went through the brutal interview process!

What motivates you?

Building towards financial freedom for myself and my family.

Best advice for preparing for an interview?

Research the company and the people who are interviewing you. Don't be someone your not. Start your own business and be the interviewer.

What advice would you give your 18-year-old self?

Go to a campus Uni not London.

Which leader, entrepreneur, founder, or CEO inspires you?

Richard Branson.

Your best deal?

They are all good, helping people move and realise their dreams is the best part of the job.

What’s your favourite restaurant?

L'enclume, The Ledbury.

Apple or Android?

Apple.

Find out more about eXp UK here and click here to connect with Jonathan Woods.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Lisa Simon

Thu, 20 Nov 2025 08:30:01 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Lisa Simon, Partner and Head of Residential at Carter Jonas, shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Carter Jonas was established in 1855 and I am very proud to be our first female Equity Partner.

First property job and how you got it?

Trainee Lettings Negotiator for PKL Limited in Chelsea in 1993. I applied to work in property and had two offers, one to do sales in Richmond and other lettings in Chelsea. I picked lettings in Chelsea.

What motivates you?

I have always been very target driven, so whether it’s doing more deals, or saving for my first flat, I have always had the next target. My children’s education has provided this target in recent years.

Best advice for preparing for an interview?

Looking on the company website ahead is important, ensuring your cv is accurate had does not have unexplained gaps.

What advice would you give your 18-year-old self?

I struggled at academically and would love to have had more advice at the time that A ‘Levels are not the only path to success.

Which leader, entrepreneur, founder, or CEO inspires you?

Richard Branson has always been an inspirational Entrepreneur for me – Virgin Atlantic in particular challenged the major air lines and excited me

Your best deal?

When the Portman Estate instructed Carter Jonas to let our first flat.

What’s your favourite restaurant?

Five Fields – Chelsea

Apple or Android?

Apple

Find out more about Carter Jonas here and click here to connect with Lisa Simon.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Anthony Payne

Thu, 13 Nov 2025 08:30:00 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Anthony Payne , CEO at LonRes , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

A combination of taking an idea and with William (Carrington) building LonRes. Together we built a platform for property professionals to do business with one another and made LonRes the number one provider of data and services to the London property world. We're now in our twenty-fifth year. But I'm really proud of our staff too.

Over the last 25 years we've seen many staff pass through LonRes and watched them go on to achieve great things in their lives. Couples met at LonRes, got married and subsequently had a family together. Meanwhile others started in junior roles in the business and went on to build a career within LonRes; today they help shape its future. We've always had great staff who collectively have contributed so much to the success of LonRes over the years.

First property job and how you got it?

My first job was with a small independent estate agency based in Golders Green called Culwick Lerner in 1984. My aunt saw an advert in a local paper for an office junior and my career in property started. I was 16 at the time. I'm sad to say I was fired after six months but was re-employed three months later. I later joined Gary Hersham at Beauchamp Estates where I worked from 1985 to 1997.

What motivates you?

LonRes is like a child we have nurtured and cared for for 25 years and while it is now a mature business, it still needs to be cared for. The property world is constantly changing and in 2025 it's a far cry from the property world I started off in in 1984. LonRes has had to, and continues to, adapt. My motivation lies in seeing the business and the team continue to thrive in what is a fast-paced, changing environment.

Best advice for preparing for an interview?

Look smart, be honest, say you don’t know when you don’t know and be alert. And don’t forget to do a little research before hand on the company you’re being interviewed by.

What advice would you give your 18-year-old self?

Take more risks, it's easier when you're young and you have less to lose.

Which leader, entrepreneur, founder, or CEO inspires you?

Michael Bloomberg. I find it fascinating that he was fired from Saloman Brothers in 1981 and given a $10m payoff and rather than sailing off into the sunset he bet it all on creating Bloomberg. Not many would have done that. It's a shame he wasn’t given a chance to be the President of the US in 2020, I think the world would have been a better place.

Your best deal?

Well as you know I don’t sell property anymore and haven’t done so for many years but I do remember selling a substantial house in Belgravia in 1992. It was at the height of the recession, the property market was a disaster zone and a Russian couple walked past the office, came in having seen something in the window and three weeks later bought a house for £3.5m (not the one in the window). We were paid a direct 3% fee. It's worth remembering that a £3.5m house back then is probably £35m today.

What’s your favourite restaurant?

The tightness of my shirts will attest to the fact that I enjoy lots of restaurants, at the moment I like Mountain, Nobel Rot and Bocca di Luppo.

Apple or Android?

Apple

Find out more about LonRes here and click here to connect with Anthony Payne.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

The Property Career Bulletin - The Secrets to a Winning CV

Wed, 12 Nov 2025 15:26:56 GMT

Many people tend to overcomplicate their CVs with pictures, fancy layouts, unusual fonts, and even star ratings for skills. However, the true art of a winning CV lies in keeping it simple, clear, and easy to read.

Over the years, I’ve reviewed countless CVs and spoken with hiring managers across different industries. One thing has become clear: the most effective CVs are the ones that communicate experience, achievements, and value without unnecessary clutter.

Here are my key tips for writing a winning CV:

1. Personal Statement.

Your personal statement should be short and impactful. One concise paragraph that captures who you are, what you’ve achieved, and what you’re looking for next.

Avoid overused phrases or long-winded descriptions. Instead, focus on giving a quick snapshot of your career so far and the kind of opportunity you’re aiming for. Keep it professional, confident, and to the point.

2 . Know Your Dates.

Always include dates for each role you’ve held, and make sure your most recent job appears first. It might sound obvious, but many CVs lack this detail. Employers consistently ask two key questions:

How long was the candidate in each position?
What is their current or most recent role?

Make it easy for them by clearly listing your employment dates under each company name and job title. Clarity here creates trust and makes your career timeline easy to follow.

3. Highlight What Makes You Unique.

Many candidates fill their CVs with generic bullet points describing their duties, “conducted viewings,” “managed clients,” or “negotiated offers.” While these statements describe what you did, they don’t show what makes you stand out.

Instead, under each role, include four to five bullet points that highlight your key achievements or career highlights. These should be the moments you’re proud of, for example:

Highest-performing negotiator of the month after achieving seven sales.
Received over 20 five-star Google reviews for customer service.

These specific examples showcase your results, personality, and professional growth far better than generic job descriptions.

4. Add Your Figures.

Numbers speak louder than words. Wherever possible, include measurable results, this adds credibility and impact to your CV.

In sales roles, especially, employers want to know your performance metrics:

How many sales did you complete per month?
What was your average fee or revenue?
How did you perform against your targets?

Including these figures helps your CV stand out immediately.

5. Double Check Everything.

Before sending your CV to anyone, take time to review it carefully. Check for spelling, grammar, and punctuation errors, they might seem minor, but they can leave a poor impression.

Once you’re happy with it, ask a friend, family member, or recruiter to review it as well. A fresh set of eyes can catch mistakes or suggest improvements you might have missed.

6. Keep It Simple and Honest.

The best CVs are simple, structured, and genuine. Avoid unnecessary design elements or overcomplicated layouts.

Your goal is to make it easy for an employer to see your value at a glance. Focus on your achievements, highlight what makes you unique, and remember your personal career growth is your greatest asset.

Current Vacancies For October 2025:

Lettings Manager (salary increase) – North West London: Salary: £34,000 | OTE: £60,000+.
Valuer - Manchester: Salary: £27,000 | OTE: £65,000.
Conveyancing trainer - Manchester: Salary: £30,000 |OTE £45,000.
Business Development Manager - London: Salary £80,000+ OTE £150,000.

Latest Candidates Seeking New Opportunities:

Senior Lettings Valuer – Seeking a different role within property.
Business Development Specialist in property – Looking to move to a forward-thinking company to add value.
Self-employed Sales Broker - looking to explore other brokerage models.

Interested?

If you’re an employer looking for top talent or a candidate exploring new opportunities, contact me at the following:

�� zamir@collinspropertyrecruitment.com

�� 07478 694 071

Thanks for reading, stay tuned for my next update on new roles and candidates!

About me:

I specialise in property recruitment, combining my hands-on experience in estate agency with a deep understanding of the industry. I’ve helped businesses find like-minded talent who not only deliver results but also fit their culture, and I guide candidates to roles that truly advance their careers. My focus is on building strong relationships and making placements that have a real, positive impact.

Voices in Property - Sharief Ibrahim

Thu, 06 Nov 2025 08:30:04 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Sharief Ibrahim , Executive Director at CBRE , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

The relationships I have built with colleagues and clients, many of whom have become friends over the years. Property and Estate Agency is about people, and I have been lucky to work with and learn from some fantastic leaders and mentors.

First property job and how you got it?

Like many people from my generation, I fell into a career in property by chance rather than being aware of the opportunities that existed in the sector. When I moved to London, randomly, one of my housemates had gone to school with the agent who rented us a house. We subsequently became friends, and I learned more about the role and the industry.

Eventually, I took the plunge and applied to Ludlow Thompson, who had an office on my local high street. I started as a Lettings Negotiator on a basic salary of £8,000. I loved it - the fast-paced nature, the competitiveness, being directly rewarded for your contribution. I really enjoyed working in a young, like-minded team. It’s a cliché but we worked and played hard… It was a lot of fun!

What motivates you?

For a long time, I thought it was money, and it probably was in the early part of my career. Being one of the better agents in the firm meant I was paid more than my peers and I enjoyed that initially. As I progressed through the ranks and assumed management responsibility, something changed. I became much more focused on helping my team achieve their objectives and becoming better at their roles. The team target or focus became more important and that is still the case today.

On a personal level, I have come to realise that fear of failure is what really motivates me. That nagging fear that today is the day someone is going to figure out you’re not as good as they think you are… I think a certain level of self-reflection / criticism is healthy and creates more rounded, authentic leaders. These are certainly the type of people I gravitate towards and want to work with.

Best advice for preparing for an interview?

I generally interview salespeople, whether that is in the sales or lettings market, they are salespeople. They will all tell you their figures are great, and they’ve exceeded this target or that target, but as an interviewer, I am looking for proof. The best salespeople understand that the most important thing to ascertain in any situation is the motivation of the person you are talking to. As such, I am interested in the extent to which they try to determine our motivation – what are we looking for and why, what type of person will be successful in the role, what characteristics are required, how will we measure success, etc.. If they do this successfully, then I am interested in the extent to which they use this information to sell themselves, their experience, and skills to me during the remainder of the interview. If they can’t do that, those sales figures they told me about could be a result of circumstance (being in the right seat in the right firm) rather than transferable sales skills. To summarise, take the time to truly understand what you are being assessed for and then use that insight to better position yourself for the role in question.

What advice would you give your 18-year-old self?

If you work in an industry with no barrier to entry, such as property, there is very little to differentiate people. So if you show up, work hard, have a great attitude, seek and take on board feedback, keep learning, and be nice to people, you’ll go a long way… It really is that simple!

Which leader, entrepreneur, founder, or CEO inspires you?

There is no one person that I can think of… I think it is important to choose your mentors carefully, so many of the people who have inspired me are those I’ve worked closely with. You get to see the good and the bad up close, and you can learn a lot from both if you’re paying attention.

That being said, I love sport and read lots of books on the psychology and motivation of great sportspeople and teams. I think there is a lot to learn from these high-performance / high-pressure environments that is easily relatable to business and management.

Your best deal?

This probably won’t be what you expect… It wasn’t a high fee or a particularly impressive property, but the deal taught me a lot. I had a tenant enquiry from an applicant who many of my colleagues at the time would have discounted. They would have made certain assumptions and moved on to the next enquiry. I subsequently learned that lots of agents had made the same mistake, and she really struggled to find an agent prepared to help. She had recently moved to the UK and was self-employed, so the referencing was a challenge but not impossible. After I found her a place, she started referring a steady stream of friends and business contacts to me, and I think I rented about 15-20 apartments to her network. I learned not to make assumptions and to take the time to understand an applicant, their motivation, and their ability to transact before deciding whether to invest my time in their search.

What’s your favourite restaurant?

How long do you have? I love food and have a long list of restaurants to visit when the opportunity arises. I am fortunate that I work in the West End surrounded by incredible places to eat. My current favourites are Mountain, Speedboat Bar and Berenjak.

Apple or Android?

I’m so far down the track with Apple I don’t know how I would even begin to change horses now…

Find out more about CBRE here and click here to connect with Sharief Ibrahim.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

If Our Kids Can’t Chat, It’s Our Fault. Here’s Why

Wed, 05 Nov 2025 17:42:51 GMT

This summer, I hosted five 16-17-year-olds for a week of work experience, arranged by Julie Cohen at ORT UK.

It was a brilliant experience. I met some fantastic students, learned a lot myself, and I’m confident they did too. But if I’m being honest, one thing stood out, a real struggle with basic communication.

Ask these young people to research, build presentations, or work online, and they excel. Yet when it comes to calling someone, interviewing a stranger, or simply holding a natural conversation, confidence disappears.

And it isn’t just these students. In today’s digital-first world, the simple art of conversation is fading fast for many teenagers and young adults.

I was reminded of this again on Halloween. When we were kids, we knocked on doors, said “trick or treat,” cracked a joke and always said thank you, even if all we got was a satsuma. In 2025, many children barely knock, and bowls of sweets are left outside to avoid interaction altogether.

My eight-year-old reluctantly knocked on a few doors and gave a polite thank you (with some encouragement). He told me houses don’t want interaction anymore. Worryingly… he’s probably right.

This isn’t just nostalgia. Being able to greet someone, speak confidently and hold a conversation is a crucial life skill. Without it, we risk raising a generation who are brilliant behind a screen but anxious and uncertain without one.

After 20+ years in property recruitment, I can say it plainly: the young people entering the workplace today are less chatty, less confident and far less comfortable face-to-face than those we met a decade ago.

And if we want that to change, we can’t just sit back and complain. It’s on us. The parents, the schools and the employers need to help fix it. That means giving kids real practice: encouraging them to order food themselves, make phone calls, ask questions, speak to adults, hold eye contact, and build confidence in real conversations. These tiny moments matter.

In recruitment, communication is everything. Whether it’s picking up the phone, building relationships, handling clients, or collaborating in a team, confidence and conversation matter. As a business owner, I see candidates with incredible digital skills, but many struggle the moment the laptop closes. If we want great future employees in our industry, we need to start building these skills now. A CV gets you noticed, but conversation gets you hired.

Let’s make sure the next generation can do both: communicate brilliantly online, and confidently face-to-face.

At Collins Property Recruitment, we help you not only attract but win over the very best in the business. From shaping your employer brand to streamlining your interview process, we know what it takes to turn interviews into job offers that stick.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

The Real Impact of Losing Your PA or EA

Wed, 05 Nov 2025 16:15:43 GMT

High-performing PAs and EAs are the operational engine behind successful property firms, and losing one costs far more than hiring one.

In property, speed wins:

Clients expect fast responses.
Paperwork must move without delay.
Deals fall apart from a single bottleneck.

Behind many of the sector’s most productive directors is the person who keeps their world running smoothly: an exceptional Personal Assistant or Executive Assistant.

Across the UK property market, these professionals are moving faster than firms can replace them and the commercial impact of that gap is far higher than many directors realise.

When firms hire well, retain well and partner with a specialist recruiter who truly understands property, the difference is transformational.

The true cost of losing a PA or EA

Replacing a high-performing assistant is not just filling a vacancy, it disrupts the way the business operates.

When a PA or EA leaves, firms feel it immediately:

Slower client communication.
Delayed completions and transactions.
Leadership dragged back into admin.
Deadlines slip.
Stress rises.
Deals lose momentum.

Industry estimates show the real cost of replacing a strong PA or EA can reach twice their salary once lost productivity, onboarding, training and disruption are factored in.

By the time the issue becomes visible, revenue has often already been affected.

The bigger risk: Trying to operate without a PA or EA

Some firms delay replacing an assistant, especially in quieter markets.

In reality, that decision is usually more expensive.

Without a PA or EA:

Directors switch from dealmaking to admin.
Small tasks block big decisions.
Clients wait longer for answers.
Compliance piles up.
Deal flow slows.
Burnout risk increases.

Not replacing an assistant doesn’t save money, it hides the cost in lost opportunities and frustrated clients.

What the best property PAs and EAs actually do

Their impact goes far beyond travel bookings, accounts or Outlook calendars.

Top PAs and EAs in property:

Coordinate client and investor communication.
Manage transaction timelines and due diligence.
Support compliance and documentation.
Keep projects, teams and third parties aligned.
Protect director time so leadership stays client-facing.
Maintain culture and structure.
Hold institutional knowledge no spreadsheet can replace.

They know:

Who needs what.
Which deadlines matter.
Where deals get stuck.
What keeps clients confident.

Case Study: The Harkalm Group

For more than a decade, Collins Property Recruitment has partnered with The Harkalm Group to build a high-performing support function across administration, finance, research and marketing.

Every support vacancy has been filled through this partnership.

And the outcome is almost unheard of in property recruitment:

100% retention since 2013.
Every single support hire (9 hires) placed through Collins Property Recruitment.
Multiple internal promotions.
Long-term recruitment costs significantly reduced.
A stable support backbone protecting leadership time.

Adam Harvey Co-Founder and CEO said:

“Our journey with Emma and Collins Property Recruitment has been nothing short of transformational. Her understanding of our culture and long-term vision has helped us build a team that truly grows with the business. It’s been a partnership built on trust and consistency.”

Marie-Helene Cuckow, who progressed from Team Administrator to Chief of Staff, says:

“Emma understood my ambitions and the needs of the business. Over 10 years on, I’m still grateful for the opportunity.”

How Collins Property Recruitment supports you

Our dedicated Business Support Division specialises in property-specific PAs, EAs and administrative professionals.

We:

Deliver shortlists fast.
Ensure cultural and sector fit.
Support onboarding.
Minimise downtime.

Every candidate we present understands the pace, pressure and documentation demands of property.

Final thought for property firms

Great leadership depends on great support.If directors are going to focus on growth, transactions and clients, they need strong PAs and EAs behind them.

The most successful property firms invest in their support teams and consistently outperform those who don’t.

If you need salary benchmarking or a confidential replacement, our team can help immediately. Get in touch with our dedicated Business Support Recruitment Division:

Danielle Lessell : Recruitment Partner Danielle’s 20+ years in Recruitment includes roles at Adecco as Consultant and TotalJobs as Account Director.

Emma Conway: Recruitment Partner Emma’s 20+ years in Recruitment include Senior Recruiter at Reed and leading in-house recruitment for a top financial services firm.

Samantha Boyling: Recruitment Partner With over 21 years in recruitment, Sammy is a 360 recruiter, specialising in finance, HR, and sales with a consultative approach tailored to client needs.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

The Property Career Bulletin - Grief at Work

Wed, 05 Nov 2025 11:30:08 GMT

When life doesn't stop for the office.

Grief is something everyone will experience at some point, yet we rarely talk about it, especially in the workplace. From employees to leadership, it’s important to have the right processes and understanding in place to support both yourself and your team when loss occurs.

It’s been five weeks since I lost my grandfather, and nothing truly prepares you for the sudden loss of a loved one or, in some cases, a colleague. Time seems to stand still, yet the world keeps moving at full speed. You need to give yourself time to process; otherwise, those emotions can resurface later. Don’t get me wrong, I don’t think grief ever fully goes away. You just learn to live with it. Everyone grieves differently: some people throw themselves into work to stay busy, while others, like me, need to slow down and sit with their feelings. I felt overwhelmed and found it difficult to concentrate even on small tasks, and that’s okay. It’s important to give yourself a bit of grace during this time.

In today’s fast-paced world, we’re constantly chasing targets and deadlines, but it’s equally important to ask: do we have the right support systems in place to help employees through these difficult times? Over the years, whilst recruiting, I’ve spoken with candidates and long-standing employees who were called back after just a day or two away. Are we truly looking after our people when we treat grief as an inconvenience rather than a human experience?

As an employer, it’s worth asking yourself: do you have a bereavement policy, and is it up to date? Does it serve the best interests of both the employee and the business? Supporting an employee through grief isn’t just about time away; it’s also about the return. Consider:

Offering flexible working arrangements to reintegrate the individual into the workplace gradually.
Providing mental health support, such as access to counselling or partnerships with mental health professionals.
Equipping managers with training to handle grief-related situations with empathy.
Offering long-term support beyond the initial leave, including check-ins and additional PTO for anniversaries or difficult dates.

If you are a business owner going through grief yourself, communicate openly with your team. Clear communication allows them to provide support while ensuring the business continues to run effectively.

Grief will come, but with the right culture, no one has to face it alone.

Let’s keep the conversation open about how we support each other through loss and life’s hardest moments.

Job adverts will return in next week's article.

Voices in Property - Polly Ogden Duffy

Thu, 30 Oct 2025 08:30:00 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Polly Ogden Duffy , Managing Director at John D Wood , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

I’m most proud of balancing motherhood with a career I’m passionate about. I’ve also taken real pride in driving positive change within one of London’s most traditional agencies - helping to modernise its culture and create a more supportive environment for both men and women. Someone had to do it!

First property job and how you got it

My first job in property was with Acorn Estate Agents, now part of LRG. Neil Louth gave me that opportunity. I’ll never forget walking along Lordship Lane in East Dulwich, handing my CV into every agency - it was incredibly intimidating at the time! My first role taught me to smile, stand and greet every person that entered with warmth.

What motivates you?

I’m naturally competitive and hold very high expectations of myself. I’m impatient by nature, which drives me forward, but over time I’ve learnt the value of patience - timing is everything in business. I’m also most motivated when someone tells me I can’t do something; that’s all the encouragement I need.

Best advice for preparing for an interview

If in doubt - dress up! It’s always better to overdress than underdress. Arrive early, give yourself time to grab a coffee, and walk in calm and prepared. Being late really does reflect on your time management. And one tip I always share - at the end of the interview, ask: “Do you have any reservations about offering me the role?” It gives you a chance to address any concerns on the spot rather than letting them work against you.

What advice would you give your 18-year-old self?

Believe in yourself. I was eager to get started and rushed into work, but if I could go back, I’d tell myself to take a little more time to travel and see the world. Once your career takes off, it can be hard to stop - especially when you love what you do.

Which leader, entrepreneur, founder or CEO inspires you?

Helena Morrissey. Any parent who can raise nine children while building a career of that magnitude is, frankly, incredible. She’s proof that you don’t have to choose between family and ambition.

Your best deal

It has to be the deals my team and I used to do in Fulham – we would do the viewing on Monday and exchange by Thursday. These were multi-million-pound cash deals that showed just how much is possible when a client is truly motivated. Once you’ve completed transactions at that speed, you realise how much time we waste in the process.

Favourite restaurant

The Gunton Arms and The Suffield Arms in North Norfolk are firm family favourites. The art might not be for everyone, but the food and atmosphere are fantastic.

Apple or Android?

Apple.

Find out more about John D Wood here and click here to connect with Polly Ogden Duffy.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Adapt or Die: Why today's estate agencies are failing to attract new talent

Wed, 29 Oct 2025 14:02:28 GMT

For more than five years, arguably longer, the estate agency industry has been starved of young, fresh, new talent. The school leavers, the sporty ones, the confident communicators who didn’t go to university but had bags of personality and drive, the very people who once queued up to become negotiators, simply aren’t coming anymore.

From the mid-1990s through to around 2020, estate agency was a natural home for ambitious and personable salespeople. Today, that’s no longer the case.

Young people aren’t rushing to join estate agencies anymore, not because they’re “lazy”, “soft”, or “entitled”, as some in the industry like to claim, but because they simply don’t see estate agency as a place that fits them anymore.

They’re looking elsewhere: to industries that feel more modern, dynamic, progressive, and flexible. To businesses that offer culture, purpose, and personal growth, and that don’t carry the outdated stigma estate agency still struggles to shake off.

And here’s the hard truth: the problem isn’t them. It’s you.

Too many agencies have failed to evolve. They still run their businesses and manage their people as if it’s 2005. They expect the next generation to adapt to their way of working, rigid hours, old-school management, uninspiring environments, rather than adapting to theirs.

If agencies truly want to attract and keep young talent, they must change how they think, lead, and operate. That means:

-Offering more flexible working hours and structures
-Creating an environment that’s inclusive, transparent, and supportive
-Building cultures where people can be themselves, and succeed regardless of privilege or background
-Modernising pay structures, career paths, and development opportunities
-Embracing technology, creativity, and purpose, not just transactions

The new generation has changed. The world has changed. If you’re still wondering why great people aren’t throwing themselves at your door anymore, it’s time to stop pointing the finger outward, and start looking inward.

They don’t need to change. You do!

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

The Property Career Bulletin - Is Your Leadership Killing Growth?

Tue, 28 Oct 2025 16:32:54 GMT

In leadership, it’s very easy to get distracted by the day-to-day challenges.

It can feel hard to retain staff, and it’s easy to blame external factors. However, it might be time to look internally to see whether you’re leading the team in the right direction or if high staff turnover could be due to your leadership style.

I’ve spoken with and worked alongside fantastic leaders in the property industry, and they all share the same attributes, which I’ll run through below. These leaders retain staff and build successful teams. Don’t get me wrong, they don’t see things through rose-tinted glasses. They still must fight fires, and things don’t always go their way. But they always find solutions, understand that business growth isn’t a straightforward uphill trajectory, and they adapt, drive the business forward, and lead their teams with authentic and transparent leadership.

How Are You Empowering Your Team?

As a leader, it’s easy to take on tasks your team could handle but you need to let go to grow. Team members need to feel valued and have a sense of purpose. If you can’t trust them, either you’ve hired the wrong people, or you’re struggling to let go.

For most employees, the decision to move on isn’t just about money it’s often about leadership and feeling appreciated. Start by delegating more and working with your team to develop their skills. This will help build your confidence in handing things over, and your team will feel more empowered.

If staff aren’t performing, have an open conversation. Discuss how they can improve and how you can support them. This approach will help with retention and reduce recruitment needs in the long run.

You Need to Adapt

The market is constantly changing, and you need to adapt to ensure your business is future in culture and benefits.

If your salaries, perks, and policies haven’t changed in 20 years, your business will fall behind. I would suggest conducting regular SWOT analyses to see where you stand compared to competitors. It’s also worth speaking to a trusted recruiter who can provide insight into the market, helping you stay competitive and attractive to both existing staff and potential recruits.

I completely understand that business costs, NI contributions, and taxes are rising, but these changes can save you money in the long run by reducing recruitment costs and turnover.

Culture Is Everything

Culture links closely to empowerment and benefits, but it’s also about the environment you create. The best leaders foster a calm work environment, even under pressure. They set clear, realistic goals, celebrate small wins, and ensure everyone understands the overall vision. When the team knows exactly what they’re working towards, they’re more motivated to achieve it.

A high-pressure culture helps no one - not you, and certainly not your team.

Do You Have the Right Training and Career Path?

Strong training and clear career progression plans are essential for employee retention. Every company operates differently, so you need to provide excellent training and mentoring to help your teams develop. Again, this comes back to open communication and taking time to support people when they need it.

Leadership isn’t static, growth depends on reflection, adaptability, and authenticity.

Current Vacancies For October 2025:

Lettings Manager (salary increase) – North West London: Salary: £34,000 | OTE: £60,000+

Senior Sales Negotiator – North West London: Salary: £22,000–£24,000 + car allowance, OTE: £60,000+

Business Development Manager - London: Salary £80,000+ OTE £150,000

I have a number of new roles coming available in Manchester, keep an eye out on my LinkedIn page for further updates.

Latest Candidates Seeking New Opportunities:

Sales Negotiator – Seeking an independent to mid-size estate agency in North West London, looking to progress their career to a Senior Sales Negotiator.

Sales Director - Seeking a midsize estate agency business is Central or East London.

Business Development Specialist in property – Looking to move to a forward-thinking company to add value.

Interested?

If you’re an employer looking for top talent or a candidate exploring new opportunities, contact me at the following:

�� zamir@collinspropertyrecruitment.com

�� 07478 694 071

Thanks for reading, stay tuned for my next update on new roles and candidates!

About me:

Voices in Property - Tim Hyatt

Thu, 23 Oct 2025 08:11:43 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Tim Hyatt , Proprietary Partner and Head of UK Residential at Knight Frank , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Reaching heights in my career that back in my early 20s would have been beyond my wildest expectations.

First property job and how you got it?

I was a sales negotiator in the Fulham office of Foxtons, which lasted 24 hours before I moved to Notting Hill lettings.

What motivates you?

The chip of self-doubt on my shoulder.

Best advice for preparing for an interview?

Be prepared and do due diligence on the person you will meet. Understand the key dynamics of what the business is looking to achieve and how you can personally contribute to that.

What advice would you give your 18-year-old self?

If there’s one thing in life that is an essential ingredient to success it’s self awareness. Understand what is required to be self-aware, and identify something about yourself that you feel really confident in. This might be certain personality traits, your mental ability, your business acumen, and always play to your strengths

Which leader, entrepreneur, founder, or CEO inspires you?

I’ve had two in my career but I won’t say who they are for fear of upsetting others who have managed me in the past!

Your best deal?

Selling a house that had been in the same family for nearly 100 years in Campden Hill Square. The deal ended up exchanging in 24 hours and the house itself was converted into one of the most iconic properties in W8.

What’s your favourite restaurant?

A crowd pleaser with my family is Sophie’s Steakhouse.

Apple or Android?

Apple.

Find out more about Knight Frank here and click here to connect with Tim Hyatt .

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

The Property Career Bulletin - Don't Mind the Gap

Thu, 16 Oct 2025 08:05:04 GMT

Why a gap in your CV isn’t a gap in your potential.

There are many reasons for having a gap in your CV, and this should not affect your career potential. However, it often becomes harder to get back into the industry after taking time away, but this really shouldn’t be the case.

Your CV should not define you!

I have conversations every month where people ask me: Should I go travelling, or should I take this job because it will look good on my CV? My answer is always: Will this make you happy, and is it something you really want to do? If that's the case, then go for it. Life is short, and if you let a piece of paper dictate your life, I’m not sure you’ll truly reach your full potential or enjoy the things you do.

On a personal note, in 2022, I left my job to travel the world for two years, and it was the best life decision I’ve made. Since the age of 16, I had worked full-time in property, never went to university, and felt I had missed out on some life experiences. Travelling helped me really understand who I am, pushed me out of my comfort zone, and made me more assertive. I believe experiences like these can truly help you grow as a person.

Advice if you are looking for work:

Pick up the phone and speak with recruiters and employers. Having open conversations about your experiences and what you are looking to achieve next can really help you find a new role. Don’t forget to own your story and don’t apologise for your gap, explain what you gained from it.

Note to employers:

Give candidates a chance. Not all career paths look the same, and there are good reasons why people take career breaks. Give people the opportunity to tell you about their experience and how they can add value, I’m sure you’ll be glad you did.

I know I’ve only scratched the surface here, but I’ll be sharing real case studies in an article further down the line about people who have successfully returned to the property industry after taking time away. Stay tuned!

Have you taken time out from your career? I’d love to hear what you learned during your break or how you found your return!

________________________________________

Current Vacancies For October 2025:

Lettings Manager – North West London: Salary: £29,000 | OTE: £60,000+

Senior Sales Negotiator – North West London: Salary: £22,000–£24,000 + car allowance, OTE: £60,000+

Sales Negotiator – South East London: Salary: £20,000 + company car | OTE: £50,000

Business Development Manager - London: Salary £80,000+ OTE £150,000

________________________________________

Latest Candidates Seeking New Opportunities:

Sales Negotiator – Seeking an independent to mid-size estate agency in North West, looking to progress their career to a Senior Sales Negotiator.

Business Development Specialist in property – Looking to move to a forward-thinking company to add value.

________________________________________

Interested?

If you’re an employer looking for top talent or a candidate exploring new opportunities, contact me at the following:

�� zamir@collinspropertyrecruitment.com

�� 07478 694 071

Thanks for reading, stay tuned for my next update on new roles and candidates!

About me:

Voices in Property - Jeremy Gee

Thu, 16 Oct 2025 07:00:01 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Jeremy Gee , Managing Director at Beauchamp Estates , shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Without a doubt, the people I have had the privilege to work with. From two industry icons – Trevor Abrahmsohn and Gary Hersham – to the exceptional teams I have had the pleasure of building and leading over the years, they have all made it deeply rewarding.

First property job and how you got it?

My first role was as an office administrator (read: chief photocopier) in a tiny first-floor office on Hampstead High Street, back in 1983. My best friend’s father was a property developer, and after I was “encouraged” to leave school early, he wasted no time – setting up five interviews for me within a week.

What motivates you?

Today, it’s the great people I work alongside. But throughout my career, the constant has been a desire to build meaningful, lasting relationships with clients – that’s always been my focus.

Best advice for preparing for an interview?

Be yourself – and be relaxed. People respond to authenticity far more than a rehearsed script.

What advice would you give your 18-year-old self?

Buy more property. And don’t sell too soon!

Which leader, entrepreneur, founder, or CEO inspires you?

Jeff Bezos. I have read every book I can find on him. His approach to leadership and long-term thinking is completely unique – and truly thought-provoking.

Your best deal?

I have been lucky to work on many significant and fascinating deals, including some of the largest sales in London, and it’s not always about the price. One standout was a complex use-class swap in Hampstead: getting a care home and a residential property to switch functions. It involved Camden Council, a suite of planning consultants, and a team of lawyers. Getting that over the line felt like a small miracle but a huge accomplishment.

What’s your favourite restaurant?

LPM in Brooks Mews, Mayfair. Consistently excellent.

Apple or Android?

Apple – always.

Find out more about Beauchamp Estates here and click here to connect with Jeremy Gee.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Camilla Dell

Thu, 09 Oct 2025 08:47:09 GMT

60 Seconds with…

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this 60 Seconds With... they share personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

Camilla Dell

Managing Partner and Founder

Black Brick Property Solutions

What are you most proud of in your career?

Starting Black Brick in January 2007. It felt like a huge leap of faith moving from a large corporate firm (Knight Frank) to setting up on my own, but being here almost 19 years later with a thriving business is a testament to making that move all those years ago.

First property job and how you got it?

Foxtons! I applied online and within 30 minutes their HR team was on the phone to me and the next thing I knew I was at Foxtons HQ in Chiswick Park at what felt like a big drinks party. Peter Rollings the then Managing Director was standing on an empty crate of beer talking about how they had all just come back from a trip to South Africa for their top performers. I instantly felt like this was a firm I would thrive in, and the rest is history.

What motivates you?

I have always felt passionately about buyer representation. I still get a huge buzz from finding clients their dream home and knowing that I have made a difference to their lives and the way they live.

Best advice for preparing for an interview?

Research the firm, their values and aims. Research the people within the firm – I am always impressed when candidates say they have spent time looking at our website, reading our reports and listening to our podcasts. Think about why you would be a good fit and how you will add value to the firm.

What advice would you give your 18-year-old self?

Don’t be afraid to fail. Take bigger risks.

Which leader, entrepreneur, founder, or CEO inspires you?

Jon Hunt the founder of Foxtons has always been a huge inspiration to me and we are still in touch to this day.

Your best deal?

Acquiring a country estate for a significant client for £29.5m and then managing and overseeing its sale less than two years later for over £40 million.

What’s your favourite restaurant?

Oswald’s private members club in Mayfair.

Apple or Android?

Apple

Find out more about Black Blick Properties Solutions here and click here to connect with Camilla Dell.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Grant Bates

Thu, 02 Oct 2025 07:00:28 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Grant Bates , Founder of Grant J Bates Property, shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

The personal brand I have built, my resilience to silence the critique and push forward regardless, feeling the fear and doing it anyway.

First property job and how you got it?

I worked as a lettings agent in Sudbury and Wembley, renting rooms in house shares. I bought a Topman suit set and dropped my CV in person to various agencies.

What motivates you?

The fear of failure and the anxiety that I am never doing enough.

Best advice for preparing for an interview?

Mindfulness, a workout, anything that keeps you in a positive headspace and away from the anxiety of the moment, assuming you’ve prepped, use the time immediately before to relax, nurture self-assurance, and go in with the confidence to be yourself.

What advice would you give your 18-year-old self?

It’s not that deep, never regret. You made the decision you felt was right in the moment, and action almost always beats inaction.

Which leader, entrepreneur, founder, or CEO inspires you?

My first “proper CEO”, David Pollock, was an absolute legend. He taught me to lead, not manage. The skill is towing the line between friend and boss, allowing freedom to fail and autonomy from the outset.

Your best deal?

There have been a few, but the “big one” in Holland Park last year was a real landmark for me.

What’s your favourite restaurant?

Dishoom

Apple or Android?

Apple

�� Click here to connect with Grant J Bates on LinkedIn

�� Click here to find out more about Grant J Bates.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

The Interview Goes Both Ways: How to Impress Top Candidates

Wed, 01 Oct 2025 07:30:00 GMT

In property, interviews aren’t just about testing a candidate’s suitability, they’re also your chance to sell you.

Top candidates are in demand. They’re weighing you up just as much as you’re assessing them. If you want to secure the best, you need to impress.

1. First Impressions Start Early

The candidate experience begins the moment they receive your job description or first email.
Is your brand clear? Is the role compelling? Are you prompt and professional in your responses?
Slow replies and vague details can send the message that your hiring process, and company culture are equally sluggish.

2. Know Your Pitch

You expect candidates to explain why they’re the right fit, so be ready to explain why you are.
Highlight:

Culture & Values – What makes your workplace different?
Growth Opportunities – Where could this role lead?
Real Impact – How will they contribute to the company’s success?

Don’t rely on clichés like “fast-paced” or “dynamic”, instead give them tangible, specific reasons to be excited.

3. Make the Interview an Exchange

The best interviews feel like a conversation, not an interrogation. Ask thoughtful questions, but also leave space for them to ask you. Answer honestly, candidates value transparency.

If there are challenges in the role, be upfront. Top talent often welcomes the opportunity to solve problems.

4. Showcase the Team

Whenever possible, involve future colleagues or managers in the process. This helps candidates picture themselves in the role and builds trust. A “meet the team” stage can be the deciding factor in their acceptance.

5. Follow Up Fast

Top candidates often have multiple offers. A delayed decision can mean losing them. Even if you’re not ready to make an offer, keep communication flowing. Silence signals disinterest.

Remember: The hiring process isn’t just about finding someone who ticks the boxes, it’s about making sure they choose you.

In a competitive property market, your ability to impress can be the difference between landing your dream hire or losing them to a competitor.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Got Experience? Don’t Apply Here.

Thu, 25 Sep 2025 15:27:57 GMT

Why Estate Agents Should Hire People Without Experience

Why is it that when hiring for roles in property and real estate, experience is always required? The truth is, that hiring individuals without experience, could be a game-changer for Estate Agents. You do not need an extensive understanding of the industry to be a successful estate agent. Passion, raw potential, enthusiasm, and a fresh perspective are worth more than any lengthy CV. In this article, we explore why hiring based purely on experience should be a thing of the past in 2025.

Real estate is constantly evolving. Only hiring from experience, and closing off job applications to promising candidates willing and eager to learn could hold companies back from moving forward. Fresher candidates, willing to train and learn on the job can bring new ideas, fresh approaches to business, and innovative ideas. They can bring a change of perspective and this in turn, can drive creativity, modernise the agency’s approach to sales, help with marketing, and improve all-around customer service.

If a candidate has passion, enthusiasm, and a desire to succeed, they have everything they need to be a successful Estate Agent. Candidates who have less experience, are more motivated to learn. They want to prove themselves by absorbing information quickly, and this can often outweigh a more experienced agent who may have become complacent in their ways. Passion often builds relationships faster and ensures the employee will always go the extra mile.

Moreover, younger candidates often know how to utilise new technology to make new connections, engage with clients and enter new markets. They know how to use social media in the modern world, to network with clients and help the agency grow.

A candidate without experience is a clean slate. You have the freedom to train and teach them the values of your agency. Experienced candidates often have to unlearn habits and different practices from previous organisations that could clash with a company’s objectives, yet a new hire without experience allows you to put together an onboarding programme where they can pick up an agency’s tools quickly. It gives you full control to train the candidate how you want to so that they can start contributing to success.

Not only can hiring a candidate without experience bring passion and potential, but they can also increase the diversity of thought across the whole team. Diversity in the workplace brings a range of perspectives, ways of thinking, and new skills to contribute to innovation and company success. This can in turn create a more dynamic and well-rounded team, that leads to better outcomes for the agency. Ultimately, a diverse workforce helps the agency connect with a broader customer and client base, catering to different cultural needs and preferences.

Financially, candidates without experience also have lower salary expectations. This gives an agency a cost-saving advantage and means they can invest in new technology, marketing campaigns and higher commissions for top performers. In a digital age, investing in new technology and tools is more important than ever, and by saving money by hiring candidates with less experience, there is more in the budget to spend on this.

In relation to new technology, since younger candidates are more tech-savvy, this means they can adapt to new systems quickly, and can streamline operations to improve client experiences. Instead of hiring someone who may struggle with new technology, a younger candidate can immediately start using the latest tools for client management, property listings, or virtual viewings. This will give your agency a competitive edge in the digital world.

Ultimately, although candidates without experience require an investment in training, more often than not, the long-term benefits outweigh the upfront cost. These candidates will want to develop loyalty to your company, as they will be grateful for the opportunity. This loyalty often translates into long-term commitment, lower turnover rates, and a higher return on investment as they grow within the agency.

Whilst experience might come with technical knowledge, the communication skills and people-first mindset of a new hire who might have gained customer service from roles in different industries could help build client relationships and drive business to your agency. Passion, potential, drive, and a willingness to learn can go further than you think. Estate Agencies need to embrace change, energy, and enthusiasm and start giving newcomers a chance. The future of real estate may depend on it.

Looking to build a team full of drive, not just CVs? Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Collins Property Recruitment is a business with a purpose: to enable talent and businesses to meet and do great things together. We make this happen through an unrivalled network, a values-led, consultative approach and a hard-earned reputation as the go-to recruiter in property.

Voices in Property - Catherine Westerling

Thu, 25 Sep 2025 07:30:01 GMT

60 Seconds with…

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this 60 Seconds With... they share personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

Catherine Westerling

Executive Head of Residential Lettings UK

Hamptons

What are you most proud of in your career?

Winning Woman of the Year, Residential at the Inspirating Women in Property Awards last year. So humbling, and a credit to all those whose positive leadership influence has helped shape me along the way.

First property job and how you got it?

Foxtons Negotiator. Went to the gym in Devon one day after graduating and picked up a paper while having a coffee (which says everything you need to know about my dedication to exercise!)… saw a Foxtons ad asking if I fancied earning £35k a year and driving a BMW… I’d never heard of them, and had no idea what was involved, but the rest’s history and 25 years later here I am!

What motivates you?

Making a difference with what I do; impact is everything, for me. Couldn’t happily work somewhere where I didn’t impact culture, performance and future growth.

Best advice for preparing for an interview?

Get ready to (respectfully) interview your interviewer!... the company, the role and the culture needs to be the right fit for you, as much as you need to be the right fit for them. Let them see who you are and what’s important to you through the questions you ask and, of course, research the company first so your questions are relevant and gratifying for the interviewer to answer.

What advice would you give your 18-year-old self?

Feel the fear and do it anyway! (One of the best pieces of advice I ever received).

Which leader, entrepreneur, founder, or CEO inspires you?

Every single one who builds something from the ground up. I love the employed world (!) so am completely in awe of those fierce entrepreneurs who see gaps and back themselves to go and fill them – they are awe inspiring!

Your best deal?

The first one I ever did – such a buzz! It was a mansion flat in Battersea, and the tenant was famous… except I had no idea who he was. He was very sweet about it, his PA; not so much!

What’s your favourite restaurant?

I’m a gastro-pub kinda gal – nothing too formal for me, but I love good food and great wine in relaxed surroundings. My local (The Shurlock Inn) is great… lovely food, heaps of different gins, a sunny garden for the summer and roaring log fire in winter. Perfect!

Apple or Android?

Definitely Apple!

�� Click here to connect with Catherine Westerling on LinkedIn

�� Click here to find out more about Hamptons

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Trevor Abrahmsohn

Thu, 18 Sep 2025 07:30:01 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this edition, Trevor Abrahmsohn , Director at Glentree Estates, shares personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

What are you most proud of in your career?

Leaving footprints in the snow and never having broken my word in 52 years!

I hope I leave the Industry in far better condition than when I started. I have always tried to protect my clients’ interests, regardless of effort or cost.

I started Fabric Magazine and OnTheMarket.com, but unfortunately, I never received a thank you for 30 years of pro-bono work.

First property job and how you got it?

From dentistry, I started my career in estate agency in November 1974, just after the secondary banking crash. It was the worst month of the worst post-war year that anyone could have started in commerce. I was ‘wet behind the ears’, ‘pregnant with promise’ and wanting to reinvent the Industry, which was Dickensian at best. I wanted to make a difference, and I believe that my unfettered selling techniques were unique at the time and helped propel Glentree to success.

My next-door neighbour was an estate agent, and I joined his business at a time when the whole selling team had ‘thrown in the towel,’ as the market was so bad! It was like trying to start a business in Hiroshima the day after the bomb!

What motivates you?

Pride in my work and doing audacious deals which my peers feel are very difficult.

I have always felt that the impossible is perfectly possible, it just takes a bit longer.

Best advice for preparing for an interview?

Do your research, be confident, and ‘charm the pants off’ the interviewer.

You don’t like holidays or time off. You would eat and sleep in the office if you could. Sick days are verboten, and being paid is a luxury!

What advice would you give your 18-year-old self?

After hearing the tenth No, the eleventh is the answer you want!

Which leader, entrepreneur, founder, or CEO inspires you?

Winston Churchill.

Facing insuperable odds, he galvanised the Nation and was determined never to give up. He was wise, resourceful, and his military planning was immaculate.

When WWII started, our Navy was competent, but the RAF was nonexistent. Thank goodness for that idiot, Neville Chamberlain, who filibustered Hitler, giving Britain the chance to build up a meaningful Air Force. In the Battle of Britain, the Luftwaffe amassed the greatest number of aeroplanes ever assembled in order to bomb the UK back to the Stone Age and submission. Our brave airmen in their Spitfires and Hurricanes, gave them a ‘bloody nose’ and the rest is history.

Your best deal?

I sold the most expensive house in the world, in London, in 1993, and nobody knew anything about it to this day!

What’s your favourite restaurant?

Demartino, Great Portland Street. They serve an inexpensive chicken

Milanese with pasta, which is award-winning!

Apple or Android?

Apple anytime!

Find out more about Glentree Estates here.

Click here to connect with Trevor Abrahmsohn.

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Liza-Jane Kelly

Thu, 11 Sep 2025 07:30:04 GMT

60 Seconds with...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this 60 Seconds With... they share personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

Liza-Jane Kelly

Head of London Residential

Savills

What are you most proud of in your career?

I’m extremely proud of what led me to where I am today at Savills; acquiring and building the Marsh & Parsons business from what was six to 15+ offices by the time we sold the company in 2012. It was a huge undertaking and I learnt a tremendous amount along the way. When my business partner and I took over in 2005, there was virtually no infrastructure and we had to put in place everything from HR to IT systems as well as completely re-structure the sales and lettings teams. It was twelve years of solid, hard work but we built a fantastic and well-respected brand that became known across London at the time. Having personally invested in the business at the beginning, it was a really personal journey too.

First property job and how you got it?

I always wanted to work in property and was determined to get into the industry as soon as I could – there was never a ‘Plan B’. From a young age I was fascinated by where we live and why and thought that working in a job where you help people find their new home would be both exciting and rewarding.

I began agency life in Dublin, before moving to London to progress my career. I have worked in the London property market for over 25 years, working my way up the career ladder from negotiator to my role today leading the London residential business at Savills. Property is all I’ve ever known and all I have ever done and it has been a thoroughly rewarding path to take. Throughout my career I have always tried to adopt a positive mindset and seek out the opportunities to learn – whether from colleagues, others around me or life’s rich tapestry of experiences.

What motivates you?

I’m motivated by being the best at what I do. I’m excited to continue to develop in my career at Savills and further build and grow our London residential business, while remaining focused on maintaining our position as market leader. Being actively involved in the progression and success of the teams I work with is something I am passionate about; I take great pleasure in seeing people grow and develop. I am a big believer in spending time with the teams I work with and being present - the human side of leadership is something I highly value.

Best advice for preparing for an interview?

Undertake plenty of preparation and understand as much as you can about the job role, area and company – the groundwork you have done will show. But above all; be yourself – it’s you that people will be drawn to, so remember to hold that close.

What advice would you give your 18-year-old self?

Believe in and be true to yourself, have more confidence and don’t be afraid of taking more risks. Recognise your own strengths and capabilities and stick to your principles and values as your career develops. Especially at the beginning of your career, I would also advise seeking out a mentor at the earliest opportunity - experience is invaluable.

Which leader, entrepreneur, founder, or CEO inspires you?

There are many leaders who I’m inspired by; they aren’t necessarily in the global spotlight but are people who run very successful businesses which at the heart of them are about the people and the culture. For me, people are fundamental to any organisation - if you don’t inspire your people, you won’t have a great business.

Your best deal?

Having worked in London for over 25 years, it’s a challenge to pick just one. However the best deals have been the ones where I have developed clients for life; people who may have bought their first flat through me and have since purchased and sold homes all over the world with Savills.

What’s your favourite restaurant?

We are incredibly lucky to live in a city with world-class dining and I love the opportunity to visit places all over the capital that have been recommended. However – if I had to pick two (as I simply can’t choose one), my favourites would be Restaurant Gordon Ramsay on Hospital Road – it’s been there for many years, the food is excellent and the customer service outstanding – and Scott’s in Richmond where along with the food, the view is exceptional.

Apple or Android?

Apple - although these days my children probably know how to use it better than I do!

�� Click here to connect with Liza-Jane Kelly

�� Click here to find out more about Savills

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

From TikTok to Tenancy: How Gen Z Is Rewriting the Property Rulebook

Wed, 10 Sep 2025 08:00:12 GMT

They’re digital natives. They’ve never known a world without Wi-Fi. And now, Gen Z is crashing through the property industry like a wave: fast, fluid impossible to ignore.

Born between 1997 and 2012, this generation is stepping into the rental and buying market. They're entering the workforce as letting agents, surveyors, negotiators, and marketers. And they’re bringing their rules with them.

Let’s start with how they search for property. Rightmove? Still relevant, but TikTok is rising. Short-form video tours, agent intros, and “day-in-the-life” clips are gaining serious traction. For Gen Z, if it’s not on their feed, it might as well not exist. They want property content that feels real, raw, and personal. That means polished brochures won’t cut it anymore.

Then there’s communication. Gen Z doesn’t do voicemails. They’ll ignore an email but reply to a DM in seconds. Agents need to adapt, using the channels this generation actually lives on: WhatsApp, Instagram, and even voice notes. If you’re hiring, look for digital fluency and platform confidence, not just old-school charm.

And let’s talk values. Gen Z cares deeply about sustainability, inclusivity, mental health and work-life balance. Whether they’re looking for a flat or a career move, they’re measuring your culture as much as your offer. If your brand feels dated or inauthentic, they will walk.

In recruitment, we’re already seeing it: candidates prioritising ESG policies, expecting flexibility, tech-enabled workflows, and a clear purpose. They’re not being difficult, they’re just used to having choices.

So what does this mean for employers?

It means rethinking how you attract, hire and retain Gen Z talent. They want to grow, fast. They want mentorship, not micromanagement. And they want to see themselves represented in leadership. If your company still hires like it’s 2010, you’ll miss the best of this generation.

Gen Z isn’t just entering the property world, they’re reshaping it.

From how deals are done to how companies show up online, this is more than a shift. It’s a rewrite.

And the sooner we adapt, the better.

Looking to hire talent that truly gets the next generation of property? Get in touch with us today. We’ll help you find professionals who don’t just keep up, but lead the change.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Bambos Haralambous

Thu, 04 Sep 2025 07:00:25 GMT

60 Seconds with…

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this 60 Seconds With... they share personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

Bambos Haralambous

COO

Goldschmidt & Howland

What are you most proud of in your career?

I’ve built a 25+ year career in prime property leadership not through shortcuts or noise, but through consistency, loyalty and the kind of hard work that doesn’t shout for attention. Coming from a working-class background, I’ve risen to COO of Sales at one of London’s leading agencies by staying true to the values I was raised with, respect, humility, and trust.

That journey means a lot. But what means even more is seeing people I’ve mentored grow into leaders themselves, building teams with the same purpose and integrity I’ve always tried to live by. That’s the real legacy. That’s when I know I’ve made a difference.

First property job and how you got it?

Like many, I stumbled into property by chance. I was working in advertising sales when I spotted a Foxtons ad tucked into the back of Media Week. On a whim, I sent in my CV, not thinking much of it, until the phone rang with an interview offer.

What started as curiosity quickly became something deeper. I loved the pace, the people, and the fact that every deal had purpose, it wasn’t just about numbers; it was about life decisions. I became the first person in the company to be promoted during their probation. Not because I had industry experience, but because I was all in. I showed up early, stayed late and genuinely cared about getting it right. That’s when I knew I’d found something I could build a future in.

What motivates you?

What drives me isn’t just performance, it’s people. I’m motivated by the moments that matter, whether that be helping a client find the home that fits their next chapter, or seeing someone in my team step into their confidence and potential.

For me, growth only matters if it’s built on integrity. I was raised to believe that success should lift others, not just yourself and that belief has shaped every decision I’ve made in my career.

Achievement is measured in numbers. Impact is felt in people and that’s what drives me every day.

Best advice for preparing for an interview?

Know your story, not just your CV. Anyone can list job titles or skills, but what sets you apart is your journey: who you are, what shaped you, what you stand for. Be clear on your values and connect them to the role you’re applying for.

Don’t just memorise answers. Take time to reflect on real experiences, times you showed resilience, took initiative, handled setbacks or supported others. Those are the moments that reveal your character, not just your capability. That’s what people remember. Not buzzwords, not perfection, authenticity, presence and self-awareness.

And always, be on time. It might sound basic, but it speaks volumes about your discipline, respect and how seriously you take the opportunity. Before you’ve said a word, you’ve already said a lot.

What advice would you give your 18-year-old self?

Back yourself. You don’t need the perfect path, you need purpose, work ethic and patience. Keep your head down, your standards high and your ego low. The industry will try to rush you, compare you and distract you. It’s easy to get caught up chasing titles, money, or validation, but none of that builds real longevity. Focus on learning, earning trust and doing the hard things well. There’s value in starting from the ground up. That’s where you learn discipline, empathy and how to lead without a title. Don’t fear the slow build, that’s where the foundation is laid. And remember, character will take you further than charisma ever will.

Which leader, entrepreneur, founder, or CEO inspires you?

I’ve always respected leaders who operate with integrity and consistency rather than hype. Satya Nadella at Microsoft stands out to me, his empathetic, inclusive leadership and quiet strength are powerful. He transformed an entire culture by listening first, leading with humility, and staying people-focused throughout. That kind of grounded, visionary leadership really resonates with me.

Your best deal?

It wasn’t the biggest deal, but it was the one that meant the most. I helped a recently widowed client downsize from the family home she’d lived in for over 40 years. It was more than a sale, it was a deeply emotional transition. She told me, “You made something incredibly hard feel human.” That moment stayed with me. It reminded me that we’re not just selling bricks and mortar, we’re guiding people through life-changing chapters. At the core of this industry is trust, empathy and the ability to truly listen.

What’s your favourite restaurant?

Hazéls in St Albans. It’s refined but low-key, with a seasonal menu, great wine list and vinyl-led atmosphere. It’s where detail, warmth and rhythm come together, much like what I value in the best teams.

Apple or Android?

Apple - clean design, efficient tools and it just works. Much like a good team.

�� Click here to connect with Bambos Haralambous on LinkedIn

�� Click here to find out more about Goldschmidt & Howland

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Chelsea Whelan

Thu, 28 Aug 2025 07:00:13 GMT

60 Seconds with…

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this 60 Seconds With... they share personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

Chelsea Whelan

Regional Partner – North, City & East London Sales

Knight Frank

What are you most proud of in your career?

Last year’s promotion to regional partner, it felt like a real milestone in my career, an accumulation of all the hard work and results throughout my time at Knight Frank and earlier .

First property job and how you got it?

I had just turned 21 and was sat in an empty university house in Worcester wondering what to do next, a friend from university had just started working for Foxtons in London so referred me for an interview. I’d never heard of Foxtons or considered a career in property but after various customer facing school and university jobs I was confident, and sales suited me, so two or so weeks later I was in a flat share in Acton and starting my first job as a move consultant in Chiswick Park.

What motivates you?

I’ve always been intrinsically motivated, I did and do just want to keep on improving, learning and ultimately being the best at what I do. It’s never been about chasing external rewards such as money, praise, social status etc. I’ve always lived by the mantra that if you work hard and are successful at what you do, the rewards follow. I’ve also got to feel good about what I’m doing, and believe in it. I think that’s why I’ve always found success when working in sales and with people, I can’t look someone in the eye and tell them something I don’t believe in - and most people value straight talking advice. I haven’t seen this motivation wane as I get older, but it has become less about me and more and more about the impact I can have helping others achieve success.

Best advice for preparing for an interview?

Especially for the younger generation now – the first thing is to lose chat GPT on CV’s. I read a cover page of a CV recently that was clearly written by AI, it was blindly obvious and it told me nothing about the person I was due to meet. It’s so important to be authentic, there is only one of you, so don’t be afraid to display your personality – it’s what makes you unique. I remember interviewing for my first role at Knight Frank, woefully underqualified for the role but I demonstrated some raw passion and hunger, the rest I could be taught. Then, additional tips would be to always prepare a number of questions you’d like to ask at your interview, make sure you have researched the market that you are applying for and even if you haven’t worked that specific role before, you can always link some of your historic experience and successes to the requirements of the role.

What advice would you give your 18-year-old self?

Probably the same advice I’d give to my 33 year-old self, go a bit easier on yourself at times.

Which leader, entrepreneur, founder, or CEO inspires you?

I recently listened to a podcast featuring Emme Grede (CEO of SKIMS) and was really impressed, she has a great social mobility journey coming from a single parent family in East London to becoming one of the world’s richest self-made women. Importantly, she didn’t sugarcoat anything when discussing what it takes to succeed. It was a relief hearing Emma articulate that it’s not possible to be incredibly successful without making sacrifices on your time and lifestyle. And she’s right in my opinion, you can’t have it all and nor should we pretend you can. It worries me looking at social media that certain influencers show you the ‘highlight reel’ of a perfect world, I think that’s ultimately more harmful than telling or showing people the reality.

Your best deal?

Too many to mention but given I like a fairytale ending. A recent deal I did was selling the most expensive home in E9 (£6m) to feature in the Omaze property draw, then a couple of months later being instructed to sell it for the winners, a newly married couple from Nottingham – with the proceeds they have set themselves up for life, it was such a joy to be able to help them with that.

What’s your favourite restaurant?

My husband and I had our first date then latterly our London Wedding reception in Parlour (Kensal Rise), it’s very local to us positioned at the end of our road, so I think for sentimental reasons I would have to choose there – they do an excellent Sunday Roast sharer too.

Apple or Android?

Apple. I’m sure Androids are really cool and technical but when it comes to technology I’m a creature of habit…

�� Click here to connect with Chelsea Whelan on LinkedIn

�� Click here to find out more about Knight Frank

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Is Property Still a ‘People Business’? Balancing Tech and Human Skills

Wed, 27 Aug 2025 08:00:44 GMT

Property has always been about people. Buyers. Sellers. Landlords. Tenants. Agents. Recruiters. Relationships built deals. Trust closed them.

But today? PropTech is everywhere. Virtual viewings. AI valuations. Digital tenancy platforms. Even chatbots trying to “negotiate.”

So, is property still a people business?

The answer: yes, but different.

Tech speeds things up. People make it stick.

Technology cuts out friction. No more endless paperwork. No wasted viewings. No waiting weeks for references. Tech makes the process faster, smarter, smoother.

But people? They’re still the difference. No app can read the hesitation in a client’s voice. No algorithm can sense when a buyer is stalling because of nerves, not price. Negotiation, persuasion, empathy, that’s human.

Skills employers want.

At Collins Property Recruitment, we see the demand every day. Employers want candidates who are digitally confident. Comfortable with CRM systems. Able to handle virtual tours. Quick to adapt to new platforms.

But tech alone won’t land the job. Human skills carry equal weight. Communication. Emotional intelligence. Relationship-building. The ability to earn trust quickly. Those are what keep clients coming back.

The future? A balance.

Property isn’t going fully digital. Nor is it going back to the “handshake only” days. The winners will be the ones who blend both. The negotiator who uses data to back instinct. The manager who uses AI to spot trends but still inspires their team. The recruiter who knows the right CV and the right personality fit.

At its core, property remains a people business. Tech enhances. People connect. The future belongs to professionals who can master both.

Looking for your next property role? Or searching for talent who can balance tech and human skills? Get in touch today.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Shaun Simons

Thu, 21 Aug 2025 07:00:09 GMT

60 Seconds with…

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this 60 Seconds With... they share personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

Shaun Simons

Founder

Compton

What are you most proud of in your career?

Funnily enough, it’s not deal-related. For me, the biggest achievement isn’t selling my previous business, Hatton Real Estate, it’s the culture we’ve built at Compton. That means even more.

First property job and how you got it?

My first job was at a three-person business called WL Commercial. I got it because the owner knew my dad and they needed a junior. Lesson? Don’t let your ego get in the way when starting out. If someone offers you a way onto the ladder… take it.

What motivates you?

Being the best at what I do is always my priority. I like making money, but I focus on excellence first, because if you’re the best, the money always follows.

Best advice for preparing for an interview?

Do your homework!!! Nothing more unimpressive than going for an interview without knowing everything about the people and company you are meeting.

What advice would you give your 18-year-old self?

As I’ve got older I have learned to not worry about things I can’t control, I wish I would have known that when I was younger. Its such a waste of energy!

Which leader, entrepreneur, founder, or CEO inspires you?

Steve Jobs!

Your best deal?

It may not have been when I was most proud (as stated above) but selling my business at 33 was my best ever deal.

What’s your favourite restaurant?

Nela in Amsterdam… Coming to London very soon!

Apple or Android?

Apple obviously!

�� Click here to connect with Shaun Simons

�� Click here to find out more about Compton

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

From Negotiator to Director: What Does Career Progression Really Look Like?

Wed, 20 Aug 2025 09:24:47 GMT

In property, titles can be deceiving.

You might start as a junior negotiator, and within a few years, be eyeing up an associate director role. But while the steps look simple on paper, Negotiator, Senior, Valuer, Manager, Director, the reality is far more complex. So, what does real career progression in estate agency or lettings actually look like?

It’s not always linear.

Unlike other industries with rigid structures, the property sector rewards performance, personality, and perseverance. That’s great news for ambitious negotiators, but it can also mean unclear pathways, inconsistent titles, and companies with very different expectations for the same job name.

For example, a “Branch Manager” in one agency might manage 15 staff and a £2M pipeline, while in another, the role may involve lone working and hands-on viewings. Titles matter, but responsibilities matter more.

What skills take you to the top?

To move from negotiator to director, top performers master more than just sales. Key traits that accelerate career growth include:

Leadership – Coaching others, resolving conflicts, setting a tone.
Strategic thinking – Understanding the wider business, not just deals.
Commercial awareness – Reading market trends, increasing margins.
Operational capability – Managing costs, compliance, and KPIs.
Communication – Building client trust and internal influence.

The leap from manager to director is often where technical knowledge gives way to people, profit, and planning.

Is training the missing piece?

Many agents learn on the job, but structured training, whether ARLA, NAEA, or internal CPD, is becoming more common. We’re seeing growing demand for leadership and development programmes, especially among mid-level professionals looking to step into management.

Unfortunately, some businesses still promote based purely on performance, not potential. A great negotiator doesn’t always make a great manager, and that’s where proper training and support make all the difference.

How fast can you progress?

It depends on the company, the market, and the individual. In fast-paced London agencies, a driven negotiator could reach branch manager level in 3–5 years. Others might plateau without clear development routes or mentorship. That’s why choosing the right employer is just as important as personal drive.

Thinking long term.

Not everyone wants to be a director. Some thrive as top-billing negotiators or transition into specialist areas like land and new homes, compliance, or business development. Progression should align with your strengths, not just your title.

Ready to take the next step in your property career?

At Collins Property Recruitment, we help candidates at every stage, from ambitious negotiators to aspiring directors. Get in touch for a confidential chat.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Impostor Syndrome in Property Careers: You're Not Alone

Wed, 13 Aug 2025 08:43:56 GMT

Have you ever felt like you do not deserve your success? That you have simply been lucky? If so, you have likely experienced impostor syndrome.

The good news is, that you are not alone, especially in the property industry.

In a results-driven sector, that focuses on constant competition and high expectations, self-doubt can creep in. Whether you are starting out as a lettings negotiator or stepping up to a senior management role, the pressure to perform can sometimes overshadow your confidence.

Common thoughts that accompany impostor syndrome often include feelings like, “ I was in the right place at the right time, ” or “ I’m not as experienced as everyone thinks. ” These self-doubts are natural, but they diminish your skills and accomplishments, ultimately causing anxiety and insecurity.

Imposter syndrome is more common than you might realise. Many high-performing professionals have questioned their own capabilities. It is important to remember, it is not a reflection of your actual competence, but rather an internal narrative that needs to be addressed.

So how can you manage it?

Speak openly.

Talking about your experiences with friends, colleagues, mentors, or even your recruiter can help normalise the feeling. You may be surprised at how many others feel the same way. Shared experiences can be reassuring and enlightening.

Record your achievements.

Make a list of all your successes. This could include deals you have closed, client and customer feedback, or milestones you have reached. Regularly looking back at what you have done can help shift your mindset and strengthen your belief in your own abilities.

Avoid comparisons.

In an industry where visibility and success are often public, it is easy to compare yourself to others. But it is so important to remember to focus on your own progress, not someone else’s. Everyone is on their own path.

Redefine what success looks like.

Success is not always about headline achievements. Consistency, resilience, learning from setbacks, and professional growth are equally important indicators of progress. These reflect your ongoing effort and the strength it takes to keep moving forward.

Find the right environment.

If your impostor syndrome is starting to feel overwhelming, it may be a sign that you are in a role or workplace that does not fully support your growth. In these cases, a change of environment can be beneficial.

At Collins Property Recruitment, we work with talented professionals every day. We understand that even the most capable candidates can experience doubt.

But remember, you’ve earned your place in this industry. You deserve to grow, lead, and succeed.

And if you ever need a reminder, we are here to help.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

5 Ways to Keep Learning Without Burning Out

Wed, 06 Aug 2025 08:58:31 GMT

In a fast-paced industry like property, staying up to date is essential, but constant upskilling can also feel exhausting. The pressure to "always be learning" often leads to burnout, especially when work already demands your full attention.

The key is not to stop learning, but to approach it smarter. Here are five ways to keep growing professionally without overwhelming yourself.

1. Build It Into Your Routine

Instead of trying to find extra time, integrate learning into your existing day. Listen to industry podcasts during your commute, read market insights over your morning coffee, or watch a 5-minute video update over lunch. Small, regular habits often stick better than sporadic cramming.

2. Prioritise Relevance Over Quantity

You don’t need to master everything. Focus on learning that aligns with your current goals, whether that’s preparing for a promotion, improving negotiation skills, or understanding a new software your agency is adopting. One relevant skill learned well is worth more than ten rushed topics.

3. Set Realistic Goals

Break your development into manageable chunks. Set a goal to complete one short course per quarter, attend one webinar a month, or read one article a week. Small wins keep you moving forward without the pressure to do everything at once.

4. Learn From Others

Learning doesn’t always mean formal study. Join internal meetings outside your usual remit, ask to shadow a colleague, or attend local networking events. Sometimes the best insights come from those invaluable conversations.

5. Take Breaks Without Guilt

You’re no use to anyone, including yourself, if you’re running on empty. Build in downtime to recharge, and don’t feel guilty for stepping back when needed. A rested mind absorbs more and performs better.

Final Thoughts

In property and recruitment, professional development is a long game. Staying sharp is vital, but so is looking after yourself. The goal isn't to learn everything, but to keep learning consistently and sustainably.

Ready to take the next step in your property career, without burning out?

We help property professionals find roles that match both their ambition and lifestyle.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Bertie Russell

barry@collinspropertyrecruitment.com (Barry Collins) — Thu, 31 Jul 2025 09:00:00 GMT

60 Seconds with…

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this 60 Seconds With... they share personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

Bertie Russell

Managing Director

Russell Simpson

What are you most proud of in your career?

Successfully building onto the business my father founded almost 50 years ago shoulder to shoulder with my five siblings.

First property job and how you got it?

Sales Negotiator at Russell Simpson. I started in July 2008 the day after I finished at university.. My Dad held a position open for me and so I’ve being trying to prove myself worthy ever since.

What motivates you?

Building a legacy. Both sides of my family have strong family business histories and so I have grown up wanting to replicate what people before me have achieved.

Best advice for preparing for an interview?

Research the company and the people at that company. Ask questions, listen and engage.

What advice would you give your 18-year-old self?

Be bolder, be more confident and be okay with making mistakes.

Which leader, entrepreneur, founder, or CEO inspires you?

Ricardo Semler, Bob Iger, Phil Jackson

Your best deal?

Approx £40m house in Kensington with the most fabulously grounded, polite and bright client and a fabulously professional and wise buying agent

What’s your favourite restaurant?

Fez Mangal, Ladbroke Grove

Apple or Android?

Android

�� Click here to connect with Bertie Russell on LinkedIn

�� Click here to find out more about Russell Simpson

Next on 60 Seconds With Shaun Simons!

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

What Makes a Great First Impression in a Property Job Interview (That Has Nothing to Do With Your CV)

Wed, 30 Jul 2025 09:16:07 GMT

You’ve polished your CV. You’ve researched the company. You’ve ironed your best shirt. And yet, within the first 90 seconds of the interview, the hiring manager has already decided whether they’re interested in you or not.

Brutal? Maybe. But in the world of property, first impressions aren’t just useful, they’re everything. And the truth is, what gets remembered most isn’t always what’s on paper.

Here’s what really sets great candidates apart before they’ve even sat down.

1. Dress smartly

You don’t need designer labels, but your outfit should show you understand the industry and respect the occasion. In property, presentation counts, your appearance should reflect that. A clean, well-fitted outfit with attention to detail (think polished shoes, tidy grooming) goes a long way in signalling professionalism and awareness.

2. Energy (the right kind)

No one’s asking you to bounce off the walls, but enthusiasm matters. From how you greet the receptionist to the way you talk about your current role, energy is contagious. Property is a people business. If you bring warmth, curiosity, and a positive presence, it shows you’ll do the same with clients and colleagues.

3. Intentional body language

Eye contact, posture, a handshake (if offered), and a genuine smile, they say more than your LinkedIn ever could. You’re not performing; you’re communicating that you’re engaged, confident, and present. Fidgeting or glancing at your phone in reception? Not a great look.

4. Being prepared for the small talk

Yes, that awkward pre-interview chit-chat matters. Whether it's about the weather or the commute, small talk is often your first opportunity to connect. It’s not filler, it’s a trust builder. Be ready to engage without overthinking it.

5. Your ‘first answer’ sets the tone

Most interviews start with a variation of “tell me about yourself.” Nail this moment. Keep it tight, relevant, and focused on your professional journey, with a thread linking back to the role you’re applying for. Rambling is forgettable. Clarity is compelling.

6. Listening well

Interviews aren’t monologues. The candidates who leave a lasting impression ask good questions and show they’re actively listening. If you can reference something the interviewer said earlier, even casually, you instantly come across as switched on.

Final thoughts

Property professionals succeed not just because they know the market, but because they connect well with people. Your CV may open the door, but it’s your presence that gets you invited back in.

Ready to make your next first impression count? Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Voices in Property - Kate Eales

Thu, 24 Jul 2025 09:00:29 GMT

60 Seconds With...

Welcome to our quick-fire spotlight on industry leaders and entrepreneurs in Property.

In this 60 Seconds With... they share personal insights and experiences with anyone who may be currently working in or aspiring to join the London property industry.

Kate Eales

Head of UK Agency

DDRE Global

What are you most proud of in your career?

I hate these questions as everyone expects it to be a HUGE deal or something but actually what I am most proud of is helping people in the industry fulfil their career goals - sharing their successes with others, challenging them and ensuring they are playing to their strengths. I am proud that in every agency business I have worked in I hope I made a difference and left on great terms and today am still great friends with those I worked with- never burn your bridges.

First property job and how you got it?

Foxtons, I saw an ad in Sunday Times saying I could drive a BMW and earn a fortune .... it beat the Harrods Graduate Training scheme where I was the manager of Christmas Decs in July!

What motivates you?

People - I get my energy from others

Best advice for preparing for an interview?

Know the business you are interviewing for. Engage if possible with them before the interview - via social media or suchlike. Have a few examples of career highlights ready - be aware to discuss what you are working on as an area for improvement - people love to ask that question in some form. Most of all be on time try to relax and be yourself. And never wear a cardigan!

What advice would you give your 18-year-old self?

Be brave and prepared to fail as this drives you to be better. And if a job seizes to be enjoyable and fun - leave - you do your best work when you are happy and energised

Which leader, entrepreneur, founder, or CEO inspires you?

Daniel Daggers (Founder/CEO of DDRE) would clearly like me to say him but I have massive respect for Trinny Woodall. She has set up a £300M beauty Empire in her late 50s showing us all it is never too late. She is endlessly stylish and does not take herself too seriously, obviously Daniel is pretty inspirational too but Trinny wins on the fashion stakes....

Your best deal?

A lettings deal on house on the Phillimore Estate in Kensington - applicants called up as a board was up outside - the board cost £4.50 to put up back then. I took the call, negged the deal they moved in 24 hours later at £6k per week - a record price 20 years ago for the road. ALWAYS take the call!

What’s your favourite restaurant?

The Suffolk in Aldeburgh - I love to be by the sea

Apple or Android?

Apple every time.

Next on 60 Seconds With... Bertie Russell!

Should you have any enquiries, email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Should UK Estate Agents Be Licensed? It’s Time to Raise the Bar

barry@collinspropertyrecruitment.com (Barry Collins) — Thu, 17 Jul 2025 08:30:47 GMT

Here’s a stat that might surprise you: in the UK, Estate Agents don’t need any formal qualification or licence to sell a home.

That’s right. No exam. No certification. Nothing to prove they understand the laws or responsibilities involved in handling what’s often the biggest transaction of someone’s life.

Now compare that to countries like the US, South Africa, Australia or New Zealand, where you can’t legally operate as an Estate Agent without passing a licensing exam. These systems ensure agents understand contracts, compliance, and consumer protection before they’re allowed near a deal.

So why is the UK still lagging?

At Collins Property Recruitment, we believe the lack of minimum standards is hurting the industry. The result? Agents who don’t know the law, poor advice being handed out, and an overall lack of trust in the profession. And that’s bad news for the many brilliant agents out there doing great work, because the public often can’t tell the difference.

If surveyors and solicitors need credentials to practise, why should Estate Agents be any different?

We also think it’s time to introduce a licensing body, not just to improve knowledge and professionalism, but to bring transparency. We’ve seen too many candidates embellish their CVs or bend the truth on dates. And when reference checks are avoided, usually because the details wouldn’t hold up, it becomes almost impossible to verify their track record.

Imagine if every agent had a licence number that tracked their work history, just like a DVLA record for drivers. One quick check, and an employer could see a verified list of job titles, employers, and dates. Clean, fair, and objective.

Raising the bar isn’t about gatekeeping, it’s about building trust. For clients. For employers. For the industry as a whole.

And it’s long overdue.

Let’s talk standards. Whether you're a client looking for qualified, trustworthy talent or a candidate who stands by their experience, we’d love to hear from you.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Game, Set, Match

Thu, 10 Jul 2025 11:27:03 GMT

What Wimbledon 2025 Can Teach Us About Property Recruitment

As the strawberries are sliced and the Centre Court roars into life once again, Wimbledon 2025 is more than just a celebration of elite tennis, it’s a lesson in precision, performance, and potential. Sound familiar? It should. Because just like tennis, property recruitment is a game of fine margins and high stakes.

Talent, Timing, and Tenacity

At Wimbledon, every rally is a battle of strategy, skill, and mental strength. The same goes for property recruitment. Securing top talent in today’s market requires timing, move too slow and the competition has already swooped in; move too fast and you risk an ill-fitting placement.

Top tennis players have teams of coaches, nutritionists, and analysts behind them. In recruitment, we’re that backroom team, identifying potential, refining CVs, and matching the right player with the right court (or, in our case, the right firm).

It’s Not Just About the Stars

Sure, we’re all watching the big names at Wimbledon. But it’s the rising stars that really turn heads, young talent making their debut, qualifiers breaking through the ranks. That’s exactly how we view junior and mid-level candidates in property. They’re not just filling a gap; they’re your future leaders. Recognise them early, nurture them properly, and they’ll deliver Grand Slam results.

Playing the Long Game

Wimbledon champions aren’t made overnight, and neither are top-performing property teams. Whether you’re hiring or looking to move, recruitment is a long game. Culture fit, growth trajectory, and resilience all matter. It’s not about the quick win; it’s about building a career or a team that can handle match point pressure time and time again.

A Lesson in Resilience

This year’s tournament has already seen comebacks, upsets, and last-minute breakthroughs. It’s a reminder that mindset is everything. In property, deals fall through, markets shift, and expectations change. The candidates and hiring managers who succeed are the ones who bounce back, adapt, and stay in the game.

Final Serve

Whether you’re a die-hard tennis fan or just here for the Pimms, Wimbledon offers a sharp reminder: success comes down to talent, timing, and tenacity. At Collins Property Recruitment, that’s our bread and butter. We know the players, we understand the court, and we’re always ready for match point.

Let’s talk, because your next career move or hire deserves Centre Court treatment.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Why Collins Property Recruitment is Trusted by Senior Leaders in Real Estate

barry@collinspropertyrecruitment.com (Barry Collins) — Fri, 27 Jun 2025 08:58:43 GMT

When it comes to real estate recruitment, trust isn’t a buzzword, it’s the foundation of how we work. At Collins Property Recruitment, we’ve earned the confidence of senior leaders across the property sector by delivering more than CVs. We offer clarity, insight and most importantly, people who belong.

Here’s why we’ve become the go-to recruitment partner for decision-makers in the property industry.

We Understand More Than Just the Job Description

At Collins, we go beyond matching skills to roles. We look for people with the character, ambition and long-term potential to thrive in the businesses we support. Our deep understanding of the real estate industry helps us spot the right fit, not just on paper, but in practice.

We’re Experts in People

We know property, but our real edge is people. Through years of listening, learning and delivering, we’ve developed a practical understanding of what makes senior property professionals thrive. That’s why leaders trust us to engage with the right individuals, personally, respectfully and with care.

Relationships That Last

Our approach to real estate recruitment is built on long-term thinking. We invest time in understanding your organisation, challenges and culture and we’re not afraid to challenge assumptions when it leads to a better outcome. We focus on building relationships, not just filling roles.

A Values-Driven Approach

Courtesy. Responsiveness. Respect. These aren’t taglines, they’re values we live by. Clients and candidates know we’ll always act with integrity, even when it’s not the easiest route. That’s why they come back to us, again and again.

Straightforward, Supportive, and Easy to Work With

No jargon. No over-promises. Just open conversations, tailored advice and consistent delivery from a team that knows the property recruitment landscape inside-out. We keep things simple because senior leaders need solutions, not sales pitches.

In Tune with the Industry. In Touch with the Market.

We’re deeply connected to the people, stories and market shifts shaping the UK property sector. When you need a recruitment partner who genuinely “gets it,” Collins is ready.

We’re not just specialists in property, we’re experts in people.

Let’s explore what’s possible, together.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

AI Can’t Do This...

Thu, 26 Jun 2025 09:10:15 GMT

Human Skills That Will Keep Property Professionals Relevant

AI is fast. It’s smart. It can write listings, crunch data, even chat with clients.

But here’s what it can’t do: replace you.

In a sector built on trust, instinct and nuance, real estate still needs real people. And as automation creeps in, the most valuable property professionals will be those who master the one thing ma chines can't: being human.

Here are 7 skills AI can’t replicate and why they’ll keep you in demand:

1. Emotional intelligence

Understanding what isn’t said. Reading the room. Calming nerves before a big exchange. AI might follow a script but you can shift energy with a look, a pause, or the right word at the right time.

2. Relationship building

Deals don't happen through transactions. They happen through connection. The ability to earn trust, remember details, and stay top of mind? That’s human power.

3. Creative problem-solving

A chain collapses. A deal dies. A client gets cold feet. No algorithm can improvise like a seasoned agent with a cool head and a plan B.

4. Negotiation

AI can calculate. But it can’t navigate ego, emotion, or urgency. Great negotiators read tone, push gently, and know exactly when to stay silent.

5. Local knowledge

Sure, data helps. But it can’t match lived-in expertise. The kind of “I know the guy who lives next door” insight that turns uncertainty into confidence.

6. Judgement

Gut feel. Intuition. Pattern recognition from years of experience. Sometimes, the numbers say yes, but something tells you no. That instinct? Priceless.

7. Storytelling

AI can describe a property. You can sell a dream. Bringing a space to life, helping people imagine their future there, that’s where human flair wins every time.

The future of property isn’t man or machine, it’s both. AI will speed things up, take on the admin, and clear the noise. But the best agents will go deeper, building relationships, solving problems, and making decisions that no software can.

Looking to hire professionals with the kind of edge AI can’t touch? We know exactly who you’re looking for.

Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

What Makes a Great General Manager in Build-to-Rent (BTR)?

Thu, 19 Jun 2025 10:41:37 GMT

Running a Build-to-Rent community isn’t a typical property job. It’s a unique blend of hospitality management, operational expertise, and resident engagement. So what makes a great General Manager in BTR? Here’s the lowdown.

1. Customer Experience Comes First in the Build-to-Rent Sector

A great General Manager thinks like a hotelier. BTR residents aren’t just tenants, they’re customers. That means delivering a first-rate experience from move-in to renewal. It’s about creating a vibrant community people love to live in.

2. Strong Operational Skills

Behind the scenes, a General Manager needs to keep a lot of wheels turning smoothly. Facilities management, maintenance, health and safety, supplier relationships, it all falls under their watch. The best General Managers are highly organised, decisive, and able to solve problems quickly in a Build-to-Rent setting.

3. Commercial Acumen

BTR is not a non-profit. General Managers need a strong grip on the numbers, from rental income, renewal rates, and net operating income to service charges and operating costs. They’re able to maximise revenue while keeping a close handle on expenses to ensure a profitable Build-to-Rent asset.

4. People Management

Your team is your greatest asset. A strong General Manager inspires, develops, and supports their team, from Leasing Consultants to Maintenance Engineers. They lead by example, foster collaboration, and empower their people to perform at their best.

5. Communication Skills

Whether it's addressing resident complaints or motivating their team, a great General Manager communicates clearly and confidently. They’re comfortable having tough conversations and are able to resolve disputes fairly. This is a must-have in tenant relationship management.

6. Adaptability and Innovation

BTR is a fast-changing sector. Regulations, PropTech solutions, and tenant expectations evolve quickly. The best General Managers stay adaptable and are always looking for ways to innovate and improve their community, ensuring their Build-to-Rent scheme stays ahead of the curve.

Final Thoughts

General Managers in Build-to-Rent are community leaders, innovators, problem-solvers, and financial managers all in one. It’s a challenging role but for the right person, it’s deeply rewarding.

Whether you’re a BTR candidate looking for your next opportunity, or a company searching for a Build to Rent General Manager to lead your community, we’re here to help you navigate the BTR landscape. Let’s start that conversation today.

At Collins Property Recruitment, we specialise in matching top talent with leading BTR companies.

Take a look at our Build to Rent, Student, and Senior Living page on our website here .

Want to speak to a specialist? Connect with Martha Kiernan , our expert in the BTR sector.

Got a question or want to chat? Drop us an email at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Work-Life Balance in the Property Sector: Is It Achievable?

Thu, 12 Jun 2025 11:08:40 GMT

Long hours. Tight deadlines. Constant client demands.

The property industry is known for its pace and pressure. So, is work-life balance just wishful thinking?

Not necessarily. But it takes effort from both sides: employers and professionals.

The Reality Check

It is no secret that property roles often bleed into evenings and weekends. Viewings, negotiations, urgent emails. Many professionals accept it as part of the job.

But burnout is on the rise. And top talent is starting to push back.

Flexibility now rivals salary. Candidates are asking for hybrid setups, realistic workloads, and clear boundaries. They want time to reset. And they’re choosing companies that respect that.

What Firms Can Do

You don’t have to sacrifice performance to promote balance.

Set boundaries. Respect non-working hours, internally and with clients.
Embrace flexibility. Hybrid work, staggered hours, or early finishes make a difference.
Lead by example. If managers don’t switch off, teams won’t either.

Even small changes can have a significant impact on retention. When companies set clear boundaries, offer genuine flexibility, and lead by example, employees are more likely to feel valued, stay motivated, and remain loyal for the long term.

Tips for Professionals

Balance won’t just appear. You have to claim it.

Communicate needs. Don’t assume flexibility is off the table, ask for it.
Prioritise. Not every task is urgent. Learn to say no or delegate.
Switch off. Set a “last email” time and stick to it. Your wellbeing matters.

The Bottom Line

Work-life balance in property is possible, but it won’t happen by accident.

We’re seeing real progress, especially in forward-thinking firms. The industry is learning that happy, rested teams perform better. It's not just good ethics, it’s good business.

At Collins Property Recruitment, we match professionals with companies who get it.

Get in touch. Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

Hiring for culture fit vs. culture add, what’s the difference?

Thu, 29 May 2025 10:57:21 GMT

A practical guide for property firms building better teams.

When recruiting, many property firms talk about “culture fit.” But there’s a new buzzword on the block: “culture add.” Understanding the difference is key to building dynamic, high-performing teams.

Culture Fit: The Comfort Zone

Hiring for culture fit means bringing in people who align with your existing values, behaviours, and ways of working. It’s about finding someone who understands your team vibe and fits in smoothly.

This approach often feels safe. A good culture fit usually means fewer clashes and faster onboarding. But there’s a downside: too much sameness can lead to groupthink, stagnation, and a lack of innovation.

Culture Add: The Growth Mindset

Culture add is different. It focuses on what a candidate can bring to your culture, not just how well they blend in. It’s about diversity of thought, experience, and perspective.

Culture add helps your team grow and adapt. These hires might challenge old ideas, bring fresh energy, or offer new ways to connect with clients. They make the culture stronger by making it broader.

Why It Matters in Property

Property is a people business. Clients are diverse. Markets shift fast. Teams that thrive are the ones that adapt, innovate, and relate to a wide range of clients. That doesn’t happen if everyone thinks the same way.

Hiring for culture add doesn’t mean ignoring fit, it means widening the lens. It’s not about disruption for the sake of it. It’s about complementing what you’ve built with what you’re missing.

Our Top Tips

Rethink your job ads: Are you unconsciously asking for a mirror image of your current team? Phrases like “must be a team player” or “fit into a fast-paced culture” can unintentionally filter out people who think differently, but could drive real change. Try focusing on the skills, perspectives, or experiences your team lacks. Look for complementary strengths, not carbon copies.
Refresh your interviews: Go beyond the CV. Ask candidates how they’ve solved problems in unconventional ways, challenged outdated processes, or introduced new ideas. Explore how they respond to disagreement or ambiguity. You’re not just hiring a role, you’re adding to your culture. Look for signs they’ll contribute, not just conform.
Review your culture: Take an look at your internal environment. Are all voices heard, or just the loudest or most familiar? Can people be themselves without pressure to assimilate? Culture add only works if the culture is ready for it. Build a workplace where difference is not just accepted but valued, and where people are empowered to do their best work, their way.

Final Word

Both culture fit and culture add matter. But the firms that stand out, especially in a competitive property market are those that embrace growth. Don’t just hire who fits in. Hire who moves you forward.

Need help building a team that delivers?

Talk to us. Let’s find the right people to grow your culture and your business. Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309 .

Get Your House in Order.

Thu, 22 May 2025 16:33:56 GMT

Do you actually know what candidates want? Because if you don’t, how are you planning to attract, let alone keep, the best people?

The property recruitment market has changed. Candidate expectations have shifted. And if your pitch still starts and ends with salary, you're already behind.

Top talent isn’t just looking for a job, they’re looking for purpose, progression, and a business they believe in. Somewhere they feel heard. Somewhere that reflects their values, not just yours.

Sure, pay matters. But career growth, clarity of vision, mentorship, flexibility, and culture now matter as much if not more. If there’s no clear path forward, no sign of development, they’ll move on!

Work-life balance? That’s not a perk anymore. It’s an expectation. Hybrid working, sane hours, and respect for personal time are now non-negotiable. Businesses that don’t get this will suffer with churn and reputation damage.

And speaking of reputation, candidates do their homework. They’ll check LinkedIn, Glassdoor, Google, Trustpilot. If your brand looks tired, toxic, or stuck in the past, the best people won’t even apply.

The reality?

Good people have options. If you’re not offering a modern, supportive, value-driven working environment, they’ll choose someone who is.

So rethink your offer.

Get real about your culture.

And start building a business people want to join, not just one that’s hiring.

How to Break into the Property Industry Without Experience

Thu, 08 May 2025 09:38:34 GMT

A guide for school leavers, career changers, or graduates.

Are you thinking about a career in property but don’t know where to start? Whether you’ve just left school, recently graduated, or are switching careers entirely, breaking into the property industry without experience can feel a bit daunting. However, it is possible, and we're here to show you how. We’ve listed our top strategies that have helped our candidates in the past and will enable you to take confident steps toward landing your first role in the property industry.

1. Play to Your Strengths

The property industry is all about people, problem-solving, and potential. You do not need to have years of experience behind you, but transferable skills count for a lot. If you have ever worked in retail or hospitality, you’ve probably got excellent communication and customer service skills. If you come from a tech background, you are likely already confident with data and systems. It’s important to highlight these strengths and show how they can add value to any property role.

2. Do Your Homework

Start by getting a feel for the different roles within property such as Lettings, Sales, Property Management, Investment, Business Support, and so on. Each one requires a range of skills and personalities. Read up on job descriptions, follow industry news, and check out LinkedIn to see what catches your interest.

3. Get Some Exposure

You might not have experience, but you can start building it in small ways. Try shadowing someone in the industry, taking an online course, or spending some time learning about the property market in your local area. There are short courses on platforms like Propertymark that give great foundational knowledge.

4. Reach Out and Network

The property industry is built on relationships. Reach out to professionals on LinkedIn, attend local property networking events, or speak to a recruitment agency like Collins Property Recruitment. A short message asking for advice or a quick chat can go a long way.

5. Tailor Your CV and Cover Letter

Make sure your application shows you understand the industry and are keen to be part of it. Emphasise your transferable skills, willingness to learn, and anything you have done to prepare yourself for a role in property.

6. Start at Entry Level—and Grow

To begin with, explore entry-level roles like Trainee Sales or Lettings Negotiator, Property Finance Assistant, or Junior Property Manager. These are fantastic starting points and give you a foot in the door, hands-on experience, and the chance to work your way up quickly. One of the most effective ways to secure an entry-level role in the property industry is by approaching local Estate Agents directly. Dress professionally, bring a well-prepared CV, and introduce yourself in person. This proactive approach not only demonstrates confidence and initiative but also gives you the opportunity to make a strong first impression. Many entry-level opportunities are not advertised online, so speaking with Managers face-to-face can often lead to valuable advice, insights, and even potential openings on the spot.

Final Thoughts

Everyone starts somewhere. With the right attitude and an eagerness to learn, you can embark on a successful career in property. And remember, we’re here to help. If you're not sure where to begin, get in touch with Collins Property Recruitment. We’re always happy to have a chat and provide some advice or guidance.

Call us at +44 (0)20 7435 0309 or email us at info@collinspropertyrecruitment.com.

Why businesses choose us for Executive Search

barry@collinspropertyrecruitment.com (Barry Collins) — Thu, 01 May 2025 15:55:24 GMT

The best talent isn’t applying for jobs, they’re already in them. That’s where executive search comes in. And at Collins Property Recruitment, we’ve built a reputation as a go-to executive search partner for senior and strategic hires across the property sector.

Unlike general recruitment, executive search (or headhunting) is highly targeted, strategic, and consultative. It’s not about advertising roles and waiting for applications, it’s about identifying, approaching, and engaging with high performers who aren’t actively looking, but are perhaps open to the right opportunity.

We work in partnership with you, discreetly and intelligently, to understand your organisation, your culture, and your goals. Then we map the market, identify the best possible individuals, and make direct approaches on your behalf. It’s personal, collaborative, and entirely focused on delivering specific results within a pre-agreed time period.

Recent executive placements we've made:

CFO, Commercial Property Investment Business
Head of Residential Agency
Director of Block Management
Head of Property, Private Family Office

Why businesses choose us for Executive Search:

Access to hidden talent: We have relationships with exceptional candidates who aren’t on job boards or LinkedIn.
Confidentiality: Ideal for sensitive or business-critical hires.
Sector expertise: Our deep understanding of the London property market.
Focus: A dedicated search specialist manages your assignment from start to finish.
Collaborative process: Shortlists, weekly catch-ups, reporting, benchmarking and strategic advice at every stage.

If you’re planning a senior hire or want to explore how executive search can help your business, get in touch with Barry Collins at barry@collinspropertyrecruitment.com or 020 7435 0309.

How to Succeed in the Job Market: Our Top Strategies

Wed, 23 Apr 2025 13:41:57 GMT

How to stand out and secure your next role...

The current job market is more competitive than ever. With rapid technological advancements, evolving industry demands, and longer hiring processes, landing your dream job requires a strategic approach. Employers are not just looking for qualifications, they want candidates who demonstrate adaptability, initiative, and a clear understanding of their industry.

So, how exactly do you stand out and secure your next role? Here are our top tips…

1. Tailor Every Job Application

Customise your CV and cover letter to highlight important skills that match the job description. Research the company, use relevant keywords, and show why you’re the perfect fit. Tailoring each application shows employers that you’ve put in the effort and are genuinely interested in the role.

2. Master Virtual Interviews

Virtual interviews are the norm. Get comfortable with Zoom and Microsoft Teams, ensure a stable internet connection, and present yourself professionally. Dress smart, maintain a clean background, and showcase confidence through the screen. Using a laptop or computer is best, but if you are joining a video interview using a mobile phone, ensure that you rotate your device to landscape orientation to replicate the framing of a desktop webcam.

3. Ask Smart Interview Questions

Interviews go both ways. Asking insightful questions about company culture, growth opportunities, and team dynamics shows you are engaged and strategic. Asking questions also helps you determine if the company is the right fit for your career goals and values.

4. Stay Ahead of Industry Trends

Employers want forward-thinkers. Keep up with emerging technology, market shifts, and industry changes through online courses, industry news, and professional networking. This can set you apart and show employers that you bring fresh, innovative ideas to the table.

5. Follow Up

Don’t just wait, follow up. A well-crafted thank-you email after an interview reinforces your enthusiasm, professionalism, and commitment to the role.

Final Thoughts

The job market is evolving rapidly, with new technologies and shifting employer expectations shaping the way candidates are hired. To stay competitive, leverage digital tools, optimise your online presence, and refine your application strategy. Keep up with industry developments, expand your professional network, and continually improve your skills. Most importantly, maintain a positive mindset! Persistence and adaptability will help you navigate challenges and seize the right opportunity faster than you think.

Let's Brunch!!

gemma@collinspropertyrecruitment.com (Gemma Harris) — Thu, 17 Apr 2025 11:44:38 GMT

It’s National Brunch Month! So, here’s a list of our favourite spots in London…

In the world of recruitment, first impressions matter. The environment in which you choose to meet a client can say just as much about you as your pitch does. In a vibrant city like London, there’s no need to settle for a bland boardroom or a noisy café.

To celebrate National Brunch Month, we have put together a list of our favourite brunch spots in the city. Each of these venues strikes a balance between elegance and comfort, making them ideal for building rapport with clients, closing deals, or just having a solid conversation over great food.

1. Cecconi’s, Mayfair

5A Burlington Gardens, W1S 3EP

Effortlessly chic with old-school Italian glamour, Cecconi’s brings together marble interiors, plush velvet, and a clientele that’s equal parts stylish and influential. It is a sophisticated restaurant without being intimidating, which means it’s great for relationship-building in a relaxed but polished setting.

Favourite dish: Smoked salmon & scrambled eggs or avocado benedict.

2. The Wolseley, Piccadilly

160 Piccadilly, W1J 9EB

Housed in a grand former car showroom, this art-deco institution is a favourite among seasoned professionals for a good reason. The Wolseley is ideal for formal meetings or clients who appreciate tradition and refined service.

Favourite dish: Eggs benedict or smoked haddock kedgeree.

3. Duck & Waffle, Bishopsgate

40th Floor, 110 Bishopsgate, EC2N 4AY

One of the highest restaurants in London, this spot combines skyline views with bold brunch dishes and creative flair. It is a high-impact setting for high-energy conversations.

Favourite dish: Duck & waffle (signature) or the crème brûlée french toast.

4. 34 Mayfair, Mayfair

34 Grosvenor Square, W1K 2HD

Sleek and inviting, with modern art on the walls and a warm feel, 34 Mayfair is ideal for a range of clients. Elegant but low-key, great for introductions as well as second or third meetings where comfort counts.

Favourite dish: Buttermilk fried chicken croffle or 34 eggs benedict.

5. The Ivy Chelsea Garden, Chelsea

195-197 King’s Road, SW3 5EQ

An urban sanctuary with florals, garden terraces, and a crowd that mixes local residents with industry professionals. The Ivy Chelsea Garden strikes that rare balance between being right in the heart of London, yet still feeling like an escape. Perfect for more relaxed, open-ended conversations.

Favourite dish: The Ivy full English breakfast or hot buttermilk pancakes.

6. Corinthia Hotel, Whitehall

Whitehall Place, SW1A 2BD

For an ultra-refined experience, brunch at Corinthia is second to none. Offering immaculate service, and a menu that feels like an occasion in itself, this venue is perfect for those very important meetings, and for clients you want to impress.

Favourite dish: The lobster Arnold Bennett or chorizo baked eggs.

7. Berners Tavern, Fitzrovia

10 Berners Street, W1T 3NP

Jason Atherton's grand, design-led dining room in Ian Schrager's London Edition Hotel, blending ornate interiors with contemporary flair—ideal for impressing clients over seasonal British dishes in a truly iconic setting.

Favourite dish: Fondue baked eggs or the orange Chantilly croissant.

8. Dean Street Townhouse, Soho

69-71 Dean Street, W1D 3SE

A charming Soho spot with a distinctly British feel, Dean Street Townhouse pairs vintage elegance with cosy intimacy—perfect for relaxed client meetings over classic comfort food in stylish surroundings.

Favourite dish: Eggs royale or seed porridge, banana, muscovado.

9. Riding House, Fitzrovia

43-51 Great Titchfield Street, W1W 7PQ

A vibrant all-day brasserie in the heart of Fitzrovia, Riding House blends eclectic interiors with a laid-back buzz—ideal for casual client catch-ups or team breakfasts with a creative twist.

Favourite dish: Any of the malted deep dish pancakes or smoked Cajun shakshuka.

10. Granger & Co, Marylebone

105 Marylebone High Street, W1U 4RS

Known for its relaxed, sun-drenched vibe, Granger & Co. is ideal for those meetings that are slightly more casual. With a light, upbeat environment, it is the best spot for building rapport in a comfortable setting, helping foster professional connections without the pressure of a more formal venue.

Favourite dish: Ricotta hotcakes with fresh banana and honeycomb butter or hot smoked chalkstream trout or their sunny egg brioche roll.

Final Thoughts

Choosing a brunch spot that’s both high-end and approachable can help clients relax at meetings, whilst showing them you also understand taste, detail, and intention.

Whether you're nurturing relationships or making a good first impression, these London brunch spots offer the kind of setting that makes conversations flow and deals close. Not only that, but the food is top-notch.

Enjoy!

What Top Property Companies Look for in a CV

Thu, 10 Apr 2025 10:00:25 GMT

In today’s evolving property market, employers review dozens of CVs in minutes. Making yours stand out requires more than listing duties and responsibilities, it demands a clear demonstration of value and relevance.

At Collins Property Recruitment, we work closely with some of the most respected names in the property industry and know what captures their attention. Through these partnerships, we gain valuable insight into what hiring managers look for when reviewing CVs.

When looking at a CV, employers want to see indicators of performance, potential, and professionalism. Your CV should tell a story about who you are, what you’ve achieved, and how you can add value to a business.

With that in mind, here are the key elements that consistently make a CV stand out:

1. Proven Results

Hiring managers want to see impact. If you are applying for a role in Property Management, rather than saying “Managed a portfolio of properties,” quantify it: “Managed a portfolio of 75 properties with 98% occupancy and 24-hour response time.” Tangible results show your contribution and professionalism. Use the following formula when listing key achievements:

Action Verb: Led, Managed, Increased, Improved, Streamlined, Secured, Delivered, Implemented, etc.
What You Did: A task or responsibility (e.g., sales strategy, project, client portfolio).
Quantifiable Result/Impact: Include percentages, revenue, time saved, satisfaction scores, etc.
How/Context: Tools, methods, or specific situations that clarify your contribution.

2. A Strong Profile Statement

You should always begin your CV with a strong, tailored personal statement that reflects your experience and ambition. Avoid vague phrases like “team player.” Instead, try: “Experienced Property Manager specialising in high-volume lettings and client retention across Central London.” Keep it brief, clear, and aligned with the role.

3. Logical Career Progression

Employers value a clear path of growth and increasing responsibility. Highlight promotions, expanded portfolios, or leadership roles. A strong career narrative reassures hiring managers that you’re invested in your profession and capable of long-term contribution. If you’ve had gaps or short-term roles, be transparent, context matters and shows integrity.

4. Relevance Over Volume

Your CV should be focused and no longer than two pages. Prioritise recent, relevant roles. Tailor each application to the specific job and avoid outdated or unrelated experience. Tailoring your application to the role you are applying for shows that you've taken the time to understand the employer’s needs and how your experience aligns with them.

Final Touches

Presentation matters. Avoid overly designed layouts; instead, use a clean, professional format with consistent spacing and font choices that make it easy to read. Ensure there are no spelling or grammatical errors, and stick to clear, confident language that effectively communicates your experience and skills. Before submitting, ask someone else to review it, fresh eyes often catch overlooked mistakes and offer valuable feedback. A polished CV reflects your attention to detail and commitment to putting your best foot forward.

At Collins Property Recruitment, we offer tailored CV support and advice to help you highlight your experience, achievements, and professional impact. Whether you're looking to refine your existing CV or need guidance on how to make it more results-driven, our team can help. Feel free to email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309 . We are always happy to help you take the next step in your property career with confidence.

Why Soft Skills Matter in the Property Industry

Thu, 03 Apr 2025 10:28:12 GMT

The property industry is not just about buildings and transactions...

The property industry is not just about buildings and transactions, it is fundamentally about people. Whether you are managing properties, negotiating sales, or handling the back-office business operations, technical expertise is important, but it is soft skills that truly set professionals apart. The ability to communicate effectively, solve problems efficiently, and lead with confidence can make a significant impact on long-term success.

Communication: A Critical Foundation

Clear and effective communication is essential in the property industry. Miscommunication can lead to costly delays, misunderstandings, and lost opportunities. Professionals who excel in this area foster trust, enhance efficiency, and build lasting relationships with clients, colleagues, and stakeholders. Active listening, clarity, and adaptability are key elements of strong communication skills.

Problem-Solving: Navigating Challenges with Confidence

The ability to assess situations quickly and identify viable solutions is invaluable. Professionals who remain adaptable, proactive, and composed under pressure are well-equipped to navigate challenges effectively, ensuring smooth operations and positive outcomes.

Leadership: Driving Success Through Influence

Leadership is not solely reserved for those in managerial positions. Whether guiding a team, managing client expectations, or taking initiative in complex situations, strong leadership skills are essential. Effective leaders set clear expectations, foster motivation, and make informed decisions that benefit all parties involved. In a fast-paced industry, confident and strategic leadership plays a crucial role in sustaining growth and efficiency.

Developing and Strengthening Soft Skills

Soft skills can be cultivated and refined over time. Professionals can enhance these abilities through active listening, seeking constructive feedback, and engaging in professional development opportunities. Training sessions, and real-world experience all contribute to the continuous improvement of communication, problem-solving, and leadership skills.

The property industry is, at its core, a people-focused business. Those who invest in their soft skills will not only enhance their professional reputation but also drive long-term success in an increasingly competitive market.

In conclusion let’s not underestimate the power of the human touch. The best deals, the strongest teams, and the smoothest operations all stem from the ability to connect, empathise, and lead effectively. Property may be about buildings, but success in this industry, that’s all about the people.

Recognised by Flexa...

Thu, 27 Mar 2025 11:17:30 GMT

Collins Property Recruitment recognised for outstanding work-life balance at The Flexa Awards 2025

We are thrilled to announce that Collins Property Recruitment has secured 3rd place in the "Highest Rated Work-Life Balance" category at The Flexa Awards 2025! This recognition highlights our dedication to creating a flexible and supportive work environment where our team can thrive.

A Commitment to Balance and Transparency
At Collins Property Recruitment, we believe that success stems from empowering our employees to maintain a healthy balance between work and life. Our ongoing efforts to foster a culture of flexibility and well-being was also recognised in 2024, where we won the Gold Transparency Award. This award acknowledged our dedication to openness, ensuring that employees, Recruitment Partners, clients and prospective candidates have clear insights into our values and working culture.

As the workplace evolves, companies that prioritise work-life balance and transparency stand out. We’re proud to be part of a growing movement where organisations are redefining what it means to create an environment where employees feel valued, supported, and motivated.

The Flexa Awards celebrate organisations that set the standard for flexible working environments. Being recognised among industry leaders is an incredible honour, and we remain committed to raising the bar when it comes to creating a thriving workplace.

�� Explore the full list of winners here .

We’re excited to continue building on this success and remain focused on fostering a positive and empowering environment for our team.

Bridging the gender divide

gemma@collinspropertyrecruitment.com (Gemma Harris) — Wed, 19 Mar 2025 16:02:49 GMT

Real estate has long been male-dominated, but progress is happening. Women are making strides, and businesses are recognising the value of diversity. However, leadership roles and pay equity remain major challenges.

The gender gap persists due to underrepresentation, biases, and limited access to mentorship and networking. Many industry events remain male-led and held at times that exclude working mothers.

Change requires action!

Companies must expand leadership opportunities, ensure pay transparency, and support flexible work. Inclusive networking and education opportunities will help build a more diverse future.

Recognising and championing female leaders is also key to inspiring the next generation. By fostering an inclusive and diverse industry, real estate can attract and retain top female talent, benefiting individuals, companies, and the sector as a whole.

What do you think?

How can the industry do better?

Share your thoughts below.

#DiversityInProperty #GenderEquality #RealEstateLeadership

The cost of inflexibility…

barry@collinspropertyrecruitment.com (Barry Collins) — Thu, 13 Mar 2025 15:06:51 GMT

I’ve just had a distressing call with someone I’ve known for a long time.

We’ve placed her in two of her three roles, and over the past decade, she’s built a career in estate agency. She’s always overachieved, always delivered.

But now, she’s a mother of two young children (both under five), and she’s struggling.

Not because she’s lost her skills, not because she isn’t ambitious, but because the estate agency industry she’s given so much to is refusing to give her what she needs in return.

She needs flexibility.

She needs an employer who understands that she can’t work weekends, that school drop-offs and last-minute changes are part of life now. She needs someone who sees beyond rigid office hours and recognises that talent, experience, and dedication don’t suddenly disappear the moment someone becomes a parent.

She’s not asking for a handout. She’s asking for a role where she can still thrive, where she can still be financially successful, where she can bring everything, she’s learned, both in work and in life, back to the office.

So, what happens next? The industry loses yet another talented professional, because of inflexibility and antiquated opinions.

My advice? Give good people what they need and watch what they give you in return.

IT'S 2025! NOT 1965!

Navigating your job search in a digital world

barry@collinspropertyrecruitment.com (Barry Collins) — Thu, 13 Mar 2025 14:48:12 GMT

Navigating your job search in a digital world

With rapid technological advancements, evolving workplace norms, and shifting employer expectations, job seekers must continuously adapt their strategies. In today’s digital landscape, leveraging online tools effectively can make all the difference.

Here are our top tips to enhance your job search and stand out in a competitive market.

1. Strengthen your online presence

Your online profile is often the first impression recruiters and employers have of you. A well-crafted LinkedIn profile is essential. Ensure it is professional, highlights your achievements and career history, and tells your unique story. Within the first ten seconds of viewing your profile, employers should know who you are and what value you bring. Use a clear and compelling headline, and don’t forget a professional, approachable photo!

2. Leverage networking opportunities

Once your profile is optimised, use it to network effectively. Engage with industry professionals by joining virtual events, webinars, and LinkedIn communities. Be proactive—post updates, comment on relevant content, and ask insightful questions. Recruiters and employers actively search for talent on LinkedIn, so ensure you’re visible and engaged.

3. Maximise job search engines

Modern job search platforms are highly advanced. Utilize sites like Indeed, Reed, Totaljobs, and Glassdoor, but also explore niche job boards tailored to your industry.

For example:

Creative roles – CreativeCircle, The Muse
Education – HigherEdJobs
Tech – TechCareers, Stack Overflow
Real Estate – EG Jobs, http://www.propertyjobs.london/

Setting up job alerts will help you stay informed about new opportunities as soon as they become available.

4. Build a digital portfolio

Employers today want more than just qualifications—they seek proof of skills and achievements. A digital portfolio showcasing your work can set you apart, especially in creative and technical fields. Whether it’s case studies, project samples, or testimonials, make sure your portfolio is well-organised, regularly updated, and easy to navigate.

5. Embrace AI in your job search

Artificial Intelligence plays a growing role in recruitment, from scanning CVs to analysing profiles and matching candidates to jobs. To increase your chances of being noticed, optimize your CV and LinkedIn profile with industry-specific keywords. AI resume tools can help refine your CV, ensuring it passes initial screenings and reaches the right decision-makers.

Final thoughts

The job market is evolving, and adapting to digital trends is essential. By refining your online presence, networking strategically, utilising job search engines, showcasing your work, and embracing AI, you can navigate the digital job search landscape with confidence. Stay proactive, stay visible, and position yourself for success!

How traditional estate agency businesses can future-proof their operations

barry@collinspropertyrecruitment.com (Barry Collins) — Mon, 10 Feb 2025 17:29:07 GMT

A serious talent gap threatens the sustainability of the industry and firms will need to align with the evolving expectations of the current workforce in order to thrive.

As I step into my 23rd year in the “world of property recruitment”, I find myself reflecting on the evolution of our industry.

Over the years, I’ve witnessed economic highs and lows, market booms and busts, and shifts that have reshaped both the property and recruitment landscapes.

But today, more than ever, I feel a pressing concern for the future of traditional and high street agencies.

We’re facing an unprecedented challenge: a declining interest from new talent entering the industry and a noticeable departure of experienced talent. Unlike the aftermath of the 2008–2009 Global Financial Crisis, when many skilled agents sought opportunities outside of property altogether, today’s trend is different. Experienced agents aren’t leaving the industry, they’re seeking alternative forms of employment within it.

Some of the same forces driving this are also deterring fresh talent from entering the field. The result? A serious talent gap that threatens the sustainability of the industry.

This article isn’t to encourage employees to switch to a freelance, broker, or self-employed model (that’s a separate conversation entirely). Instead, it’s a candid message to traditional employers to adapt, innovate, and rethink their approach to attracting and retaining talent.

If traditional estate agency businesses want to future-proof their operations, a complete overhaul of their hiring and talent acquisition strategies may be required.

Here are a few headlines for you to consider:

Flexibility: Remote working, hybrid models, and flexible hours are no longer luxuries, they’re expectations. Doesn’t matter if you like or agree with it, you must appeal to your audience.
Work-Life: Eliminate weekend work where possible. By appointment only!
Appropriate Compensation: Especially for office support, property management, and administrative roles, salaries need to reflect the value these roles bring.
Fresh Talent: Attract talent from other industries with transferable skills, individuals who bring fresh perspectives and lack preconceived ideas and bad habits.
Overheads: Consider whether you truly need as many physical offices. Fewer locations will reduce fixed costs, freeing resources to invest in talent, marketing, and tech.
Culture: From more casual dress codes to creating environments that foster collaboration and innovation, changes with culture and collaboration in mind will make a big impact.

It’s well-known that the best businesses are built by the best people. If estate agencies are to thrive in the years ahead, they must align with the evolving expectations of the current workforce and create environments where talent is inspired to join, to stay, and succeed.

98% Want to Know the Salary Upfront

Mon, 06 Jan 2025 14:25:18 GMT

OPEN LETTER

Dear Employers,

I want to address the critical issue of transparency in salary information within job advertisements.

While many employers claim to uphold honesty, trustworthiness, and transparency, there appears to be a discrepancy when it comes to disclosing salary details for job roles. In my opinion, openness about compensation is a fundamental aspect of transparency.

Research consistently shows the importance of this matter, with 98% of job applicants expressing a preference for knowing the salary before applying. Studies also indicate that a significant majority of candidates are less likely to apply for roles that do not specify the salary.

Although there is no legal obligation in the UK to include salary details in job adverts, the ongoing debate signals a growing recognition of the necessity for change. I encourage employers to commit to increased openness and transparency in their hiring practices.

By providing clear salary information in job advertisements, employers not only allow job seekers to make informed decisions but also contribute to fostering a culture of trust and integrity in the recruitment process.

Thank you,

Barry Collins
Collins Property Recruitment

The Lack of Diversity in UK Estate Agency: Time for Change!!

barry@collinspropertyrecruitment.com (Barry Collins) — Mon, 28 Oct 2024 12:28:14 GMT

Let’s talk about diversity—or the lack thereof—in UK estate agency.

The industry continues to hire the same type of people: those who look the same, sound the same, attended the same schools, or worked for a competitor. This "like for like" hiring approach isn’t solving the problem; it’s increasing it.

Estate agents are viewed less favourably than recruitment consultants (see below). So, hiring people who are family friends or who fit the “typical mold” won’t change the perception or improve the workforce.

For over 20 years, I've too often heard: “find me someone who's on brand.” While it's less overt these days, it still happens. "On brand" is often code for excluding diverse talent, and let’s face it, that’s not only wrong but offensive.

The right person isn’t someone who shares your hobbies, grew up in your village, or knows people that you know. It’s someone with the right attitude, determination, and work ethic.

Estate agency isn’t brain surgery; skills can be learned if given the opportunity. Moreover, fresh talent from outside the industry often adapts quicker and is eager to prove themselves!

Why not hire someone who's grateful for the opportunity rather than someone who needs convincing to join?

If you're not open-minded about recruiting from different backgrounds, cultures, and industries, you’re not part of the solution. You are the problem!

It's time to give people a chance who others might have written off as "not on brand." You'll be rewarded with loyalty, hard work, and fresh perspectives, and perhaps most interestingly a different network of connections!

I'd love to hear your thoughts on this.

Let’s start a conversation and hopefully we can influence change!

An Open Letter to Employers of Property Managers...

barry@collinspropertyrecruitment.com (Barry Collins) — Mon, 28 Oct 2024 12:11:36 GMT

Dear Employers of Property Managers,

I started out in Property Recruitment in 2002, therefore, I’ve spent over 22 years at the forefront of the property recruitment industry across London and the UK. Throughout this time, one of the toughest roles to fill has consistently been Residential Property Management. Clients frequently struggle to atract and retain property managers, and I suspect this is due to a variety of reasons.

Let’s be frank: property management is often a thankless task. Professionals in this field find themselves dealing with difficult situations daily, receiving constant complaints, and being “on call”. They handle other people's problems and navigate daily interactions with contractors, many of whom can be unreliable!

But the principal issue in my opinion, is the salaries that many companies are still offering!!

£33,000 is not going to attract top talent in property management today! Expecting people to come into Central London five days a week for a minimum of 40 hours while offering compensation that’s less than what your cleaner earns per day is simply unrealistic. (see calculation below)

Pay these hardworking, committed, resourceful, and diligent people what they deserve, and watch the difference it makes. With proper compensation, you’ll foster loyalty, motivation, and determination among your team, resulting in a much happier experience for you, your landlords, your tenants, and you’ll recruit far less too!

Interview feedback...it is a must.

Tue, 30 Jan 2024 14:42:10 GMT

OPEN LETTER

Dear Employers,

I must address the issue of candidate feedback post-interview, as it stands, a lot of you are not good enough! Simply stating that a candidate is not suitable without providing constructive feedback is unfair and wrong.

Good candidates invest considerable time and effort in interview preparation!

While your decision to deem them unfit for your requirements is well within your rights, it is essential that you acknowledge their commitment with considered and constructive feedback.

Many candidates sacrifice personal time, utilising their holiday allowance or after-work hours for interviews and often incurring expenses to attend in-person meetings! Recognising their dedication and investment by offering constructive feedback is not only respectful but also promotes a positive candidate experience of your business.

In 2024, please commit to a standard of professionalism that values and respects the time, effort, and commitment exhibited by candidates throughout the interview process.

Thank you,

Barry Collins
Collins Property Recruitment

Building Your Future: Exploring Finance in the Property Sector

Thu, 18 Jan 2024 14:04:19 GMT

The property sector has long been a cornerstone of finance, offering diverse opportunities for those passionate about both real estate and financial systems. From navigating mortgages to exploring lucrative investment avenues, a career in property finance holds endless possibilities.

Finance and Property: A Symbiotic Relationship

Whether you're a seasoned investor or a young professional, understanding the intricate relationship between finance and property is crucial. Here are some key areas where they intertwine:

Funding the Dream:
Mortgages: From guiding first-time buyers to structuring complex deals, mortgage specialists play a vital role in turning property dreams into reality.
Real Estate Investment Trusts (REITs): These investment vehicles allow individuals to pool resources and access commercial property returns, democratizing access to the sector.
Building the Bricks:
Project Finance: Financing large-scale developments like offices, retail spaces, or residential complexes requires expertise in managing risk and structuring loans for long-term projects.
Investing in Bricks and Mortar:
Property Valuation: Accurately assessing the value of properties is vital for informed investment decisions, making valuation professionals key players in the market.
Private Equity Funds: These funds cater to sophisticated investors by offering access to exclusive property deals with potentially high returns.

Thriving in the Evolving Landscape:

The property landscape is constantly evolving, driven by economic shifts, technological advancements, and changing consumer preferences. Here are some trends to watch out for:

Rise of PropTech: Technology is reshaping the industry, from online property platforms to virtual tours and AI-powered valuations, opening up new career paths for tech-savvy individuals.
Sustainable Development: Green buildings and energy-efficient solutions are gaining traction, creating opportunities for specialists in sustainable finance and green property investments.
Data-Driven Insights: Big data is revolutionizing the market, empowering professionals to make informed decisions based on real-time analytics and market trends.

Building Your Property Finance Career:

With a diverse range of options available, finding your niche in property finance requires careful consideration. Here are some tips:

Identify your interest: Are you drawn to the analytical side of financing, the dynamic world of transactions, or the human connection of helping people achieve their property goals?
Invest in education: Specialized qualifications in finance, real estate, or data analysis can give you a competitive edge.
Network and build connections: Engage with industry professionals, attend industry events, and build your network to gain valuable insights and potential opportunities.
Stay informed: Keep abreast of market trends, emerging technologies, and regulatory changes to remain relevant and adaptable.

From bricks and mortar to financial wizardry, the property sector offers a fulfilling and dynamic career path for those who embrace its financial intricacies. So, grab your calculator, polish your negotiation skills, and get ready to build a future in the exciting world of property finance!

Build to Rent: Tips for Aspiring candidates

Thu, 18 Jan 2024 12:16:55 GMT

Build to Rent (BTR) has become a popular sector amongst job seekers, with many candidates from traditional real estate, student accommodation, hospitality, retail (to name a few) wanting to make the transition into this field.

Here are some top tips for candidates who are interested in exploring a career within BTR.

1. Showcase your varied skillset

BTR is still a growing sector so a lot of companies operating in this space are made up of smaller, streamlined teams. This means that BTR roles often require versatility and the ability to handle various responsibilities. Therefore, it’s really important that candidates showcase their broad range of experience on their CV. For example, even seemingly unrelated past roles, such as a stint in a pub years ago, can be valuable, showcasing essential customer service experience.

When preparing for an interview, carefully review the job description and consider how your past experiences align with the varied requirements. You may not have experience in all of the responsibilities mentioned on the job description, but demonstrating similar examples will be a huge help.

2. Research, research, research

Before interviewing with a BTR company, especially if you’re coming from a different sector, it’s crucial to thoroughly research the industry and familiarise yourself with the key players. Most companies will feature their BTR developments on their website, so it’s important to take the time to look at the buildings and understand their unique selling points. This will help you demonstrate genuine interest in the sector during interviews and will set you apart from other candidates.

3. Demonstrate outstanding customer service skills

In the BTR sector, customer satisfaction is paramount. During interviews, emphasise your customer service skills and strive to come across as engaging and personable. If you are interviewing for an on-site role in particular, the ability to create positive tenant experiences will always be important to the hiring manager, so be prepared to share instances from your past where you successfully resolved a complaint or went the extra mile for a customer. If you are interviewing for a head office position, customer service is just as important as head office will have the customer experience and customer satisfaction at the heart of many of their projects.

Overall, BTR is an exciting and attractive sector that offers career growth opportunities and fast progression. Competition to secure these roles can be tough but hopefully some of these tips will increase your chances of standing out. Best of luck!

Your New Sidekick: A Fun Guide to Finding Your Perfect Personal Assistant!

Wed, 17 Jan 2024 16:44:04 GMT

Introduction

We get it – life's a whirlwind, and sometimes, we all need a superhero to keep things running smoothly. That's where a fantastic Personal Assistant (PA) swoops in to save the day! In this blog, we're spilling the beans on what traits and quirks you should look for as a client when searching for your new PA. Get ready to find your perfect match and make work (and life) a whole lot more enjoyable!

Organisational Wizards Wanted

You know you've hit the jackpot when your PA has organisational skills that rival Marie Kondo! Your dream assistant should be the maestro of schedules, juggling tasks with finesse and keeping your calendar looking as neat as a Pinterest board.

Talk the Talk and Type the Type

A stellar PA is not just fluent in office-speak but also a wordsmith extraordinaire! Look for someone who can draft emails that sound like you but with an added sprinkle of charm. After all, who said professionalism can't be fun?

Problem-Solving Gurus

Ever wish you had a mind reader on your team? Well, your new PA might just be the next best thing! Seek out candidates who can sniff out potential issues before they become problems, making your life smoother than a freshly paved road.

Fort Knox Level Trust

We get it; your secrets are like treasures. Your PA should be a vault – trustworthy, discreet, and with a solid commitment to keeping your confidences safe. It's like having a BFF who's also a ninja – you know they've got your back, no matter what.

Flexible Like a Yoga Instructor

Life is unpredictable, and so is business! Your PA should be as adaptable as a chameleon at a colour-changing contest. Whether it's a sudden meeting or a surprise task, your assistant should be ready to roll with the punches and keep things flowing like a well-choreographed dance routine.

Tech Geeks Welcome

In a world where gadgets rule, your PA should be a tech-savvy superstar! Finding someone who can navigate the digital jungle with ease means less stress and more time for the things that truly matter – like catching up on your favourite Netflix series!

Hugs and High-Fives Included

Sure, competence is vital, but we're not just talking about a business relationship here. Your PA should be the peanut butter to your jelly, the Batman to your Robin. Look for someone who brings a dash of empathy, a sprinkle of humour, and a generous dollop of high-fives to the table.

Conclusion

Ready to find your partner in crime? Your perfect PA is out there, armed with organisational magic, communication charisma, problem-solving prowess, trustworthiness, adaptability, tech-savvy skills, and a whole lot of heart. So, put on your hiring cape, conduct those interviews with a smile, and get ready to welcome your new work ally. With the right PA by your side, every day becomes an adventure – and a darn good one at that! Happy hunting!

Successful placement of a Senior Sales Negotiator in South West London

Tue, 21 Nov 2023 10:33:00 GMT

Our Business

Our purpose is to enable talent and businesses to meet and do great things together. We make this happen through an unrivalled network, a values-led, consultative approach and a hard-earned reputation as the go-to recruiter in property.

This case study serves as a testament to our core philosophy, which centres on dedicating time and effort to truly comprehend our clients, the market, and the character and capabilities of our candidates. We pride ourselves on delivering a personalised approach to recruitment and are committed to nurturing enduring relationships with both candidates and clients. Central to our achievements is our capacity to actively listen; to understand our stakeholders' desires and incorporate these insights to drive an effective and streamlined recruitment process.

Setting the Scene

In September 2023, a potential new client in South West London was referred to us. They were seeking a Senior Sales Negotiator. This case study delves into the context and initial challenges of the recruitment process and looks at how we approached the placement to add value and ensure success.

Initial challenges

The new client's requirements were very precise. They were in search of a Senior Sales Negotiator who possessed not only the necessary skills and experience to help build their sales team, but also a consultative yet driven personality. Other recruiters had previously tried to fill this role but had been unsuccessful in finding a candidate who met these specific criteria.

Our Approach

- Setting a different Standard:

What set us apart from previous recruiters was our dedication to personalised service. We met with the client in person just three days after the initial referral and promptly secured signed terms of business. We listened to our client’s requirements and had a lengthy discussion about who they were looking for. This proactive approach allowed the client to feel understood and valued, which laid the foundations for a successful partnership.

- Targeted candidate sourcing:

Recognising the client's unique needs we conducted an extensive candidate search, sourcing 44 potential contenders for the role. However, instead of overwhelming the client with numerous options, we focused on quality over quantity. Only the two best candidates who perfectly matched the client's requirements were forwarded for consideration.

- Swift placement:

Within a remarkable ten days of signing the terms of business, the client had already extended an offer for the Senior Sales Negotiator role to one of the candidates we put forward. The candidate promptly accepted the offer as recognised that the role perfectly matched what they were looking for. The candidate is due to start their new role in October 2023.

Observation

Why did we succeed when other Recruiters hadn’t?

Because…We listened to the clients requirements and we listened to what the candidate desired. We then used this knowledge and understanding to match the client with the perfect candidate to ensure they can do great things together.

Successful recruitment of a Property Administrator in North London

Tue, 21 Nov 2023 10:28:45 GMT

Our business

This case study is evidence that at the heart of our business is a belief in investing time and energy in understanding our clients, the market, and our candidates' character and competencies. This helps us to provide a sleek and efficient process and add value to our client. We focus on creating lasting connections and ensuring the perfect match.

Setting the scene

On 24 ^th November 2022, we received an email from a client struggling to fill a vacancy. They had seen other candidates for the role, some of which had made it to second interview stage, but they were not yet close to finding the right person. They’d had other recruiters working to fill the vacancy for the past few weeks, but not specialist property recruiters.

The client contacted us for help and that is exactly what we did. Just over two weeks later they had offered a candidate the role, the candidate had accepted and now they can do great things together.

Our approach

We took the time at the outset to understand our clients, their business and their requirements. We did not just ‘fire across as many CVs as possible’ but spent time shortlisting and pairing. We know the property recruitment market better than most and have also taken the time to get to know our candidates, their expectations and their values. This enabled us to match talent and businesses effectively and ensured we only put forward candidates who would be suitable and could add value. We truly believe it is not about the quantity of CV’s but about the quality of CV’s.

Our meticulous approach to understanding our clients and candidates helped us to ensure the process was as streamlined as possible and helped us keep our promises:

Our promise to our clients

We find businesses the people they need for the jobs they have with the right potential to drive value.

Our promise to our Candidates

We find individuals the jobs they need for the lifestyle they want in organisations they belong to.

Our values

A smooth recruitment process needs strong communication between all parties, a clear understanding of the needs of the client and the candidate and for all sides to work in partnership to fill the position. This case study proves that if these three things are done well, we really can do great things and we really can create lasting connections. It is because of this that communication, understanding and partnership underpin our business and are three of our core values.

Observation

Why did the client not come to us first if we had successfully recruited for them in the past?

Because…others said that they could do it for cheaper.

If you think it's expensive to hire a professional, wait until you hire an amateur!”

Recruitment of a Financial Controller for a thriving real estate company operating across the UK

Tue, 21 Nov 2023 10:22:37 GMT

Our Business

This case study serves as a testament to our core values, which revolve around investing time and effort into gaining a deep understanding of our clients, the market, and the qualities and abilities of our candidates. We take pride in our commitment to delivering a customised approach to recruitment and in our dedication to nurturing long-lasting relationships with both candidates and clients.

At the core of our success is our ability to actively listen, understand the aspirations of our stakeholders and integrate these to facilitate an efficient and streamlined recruitment process.

Setting the Scene

In August we were approached by a client who was seeking a senior Finance professional to lead their finance systems transformation. One of their core requirements was to find an individual with an in-depth understanding of business change, as this role was pivotal in modernizing their financial processes and systems.

Our Approach

During this placement we worked extremely closely with their CEO to ensure we had a thorough understanding of their requirements. We identified the specific skills and qualities they were seeking in a Financial Controller and discussed what the ‘perfect’ candidate would look like. Our in-depth discussions enabled us to ascertain their precise needs and objectives, which was pivotal in aligning realistic expectations for the recruitment process.

We also supported our client by providing:

- guidance on advertising and compensation:

Recognising the need to attract top talent, we provided guidance on creating a compelling job advertisement. Additionally, we offered valuable salary advice, which helped our client set a competitive package to attract the best candidates.

- Detailed market insight

Leveraging our industry knowledge and access to market data, we provided the client with a comprehensive overview of the current market conditions for candidates with finance systems transformation and business change expertise.

- An efficient talent mapping process

Within two weeks, we swiftly initiated the talent mapping process. This involved identifying and assessing potential candidates who met the specified criteria. This proactive approach allowed for a rapid and efficient recruitment process.

- A strong candidate pipeline

We then presented the client with a pipeline of highly qualified candidates. Each candidate was thoroughly vetted to ensure they possessed the necessary skills and experience for the role. This pipeline provided the client with a selection of promising candidates to choose from.

Outcome

Thanks to the efficient and targeted recruitment process, the Financial Controller role was filled in just three weeks. The candidate selected was a perfect fit for the role, with the expertise needed for finance systems transformation and business change.

Observation

How did we manage to fill this role so quickly?

Because we listened, communicated with the client at all stages of the process and focused on using our knowledge and understanding of the client and market to ensure we found the perfect candidate!

Recruitment of a highly skilled PA For a property Development company in Central London

Tue, 21 Nov 2023 10:14:36 GMT

Our Business

This case study exemplifies the importance of a tailored and consultative approach to recruitment. By closely collaborating with the client, assessing their specific needs, and conducting a thorough search, we were able to find a uniquely skilled individual who not only fulfilled the client's requirements but also brought additional value to their team. The successful outcome of this recruitment process proves our commitment to delivering cost-effective and efficient solutions to meet our clients’ recruitment needs.

Setting the Scene

A prominent property development company in Central London approached us with the intent to hire two Personal Assistants (PAs) to manage the demanding administrative responsibilities of their Senior Executives and Directors. The client believed that two distinct individuals were required due to the volume and complexity of tasks involved. However, by thoroughly understanding the client's requirements and conducting a comprehensive talent search, we identified a single highly skilled candidate who could efficiently manage all the responsibilities of the dual role.

Client's Initial Requirements

The client initially expressed the need for two PAs, primarily driven by the belief that the workload was too extensive for one individual. Their list of requirements included:

1. Extensive calendar management for multiple senior executives.

2. Travel coordination for international and domestic trips.

3. Event planning and coordination.

4. Managing phone calls and emails.

5. Project management support.

Our Approach

We offer a tailored approach to every client, aiming to thoroughly grasp their needs and enhance their business's value.

Our approach included:

- Carrying out an in-depth client consultation

To gain a deeper understanding of the client's operations and the demands of the role, we visited the client’s office and spoke at length with both of the Directors to whom the PA would be reporting.

- Completing a detailed skills assessment

We assessed the core competencies and skills required to perform the role efficiently, identifying overlaps and areas where a single highly capable PA could excel.

- Initiating a comprehensive talent search.

We initiated a comprehensive search for candidates with the required skill set, experience and a proven track record in similar roles.

- Implementing an effective candidate evaluation process.

Several candidates were evaluated for the position, focusing on their ability to handle multiple responsibilities efficiently.

The search led us to ONE exceptional candidate with a background in both executive support and property development. This candidate demonstrated proficiency in each of the client's required requirements.

By presenting this candidate as a single, capable solution to fulfil the client's administrative needs, we provided a cost-effective and streamlined solution. The client appreciated our ability to identify a candidate who could efficiently manage the combined workload, which ultimately saved them significant time and resources. The whole process from initial phone call to job offer acceptance was only 3 weeks.

Outcome

The client expressed immense satisfaction with our approach and the final outcome. They recognised the value of our expertise in understanding their requirements and identifying a candidate who not only met but exceeded their expectations. They especially valued the cost savings and enhanced efficiency brought about by this single hire.

Final observation

Honesty is key to a successful recruitment process.

While we initially received instructions to hire two PAs, our extensive experience and market insight led us to believe that this course of action would not serve our client's best interests, so we told them…

Our primary goal is to enhance our clients' experiences by delivering optimal solutions and fostering enduring relationships to ensure their success.

Recruitment of a Sales Manager in Esher

Tue, 21 Nov 2023 10:08:25 GMT

Our Business

This case study is a testament to our core values. It is evidence that we believe in doing business with manners and building relationships that stand the test of time. We pride ourselves in our ability to place people in businesses where they can belong and flourish, not just work. We listen to our clients and candidates are focus on understanding their requirements, desires and concerns. We work hard to deliver meaningful outcomes and act in a fair and responsible way, which enables individuals and companies to succeed and do great things.

Setting the scene

A leading estate agency contacted us requesting help to find a Sales Manager for their Esher office. They sought a Sales Manager with a proven track record of team leadership, with experience in increasing market share and preferably with knowledge of Prime Central London (PCL) real estate.

We have built a strong reputation as a leading property recruiter in London and Hertfordshire, but are less known outside this region. Therefore this was a great opportunity to show our client that our meticulous approach and extensive experience also allows us to deliver outside of our core geographical area.

Our Approach

Our journey began by closely collaborating with our client to fully grasp their unique requirements and long-term aspirations. Through in-depth discussions, we managed to uncover the specific skill set, experience and qualities required for the Sales Manager position.

Next steps:

- Market Mapping

With a clear understanding of the client’s needs, we conducted an extensive market mapping exercise. We meticulously studied the profiles of current Sales Managers within the industry, to identify individuals with a proven track record of increasing market share, an in-depth knowledge of the real estate market and those who demonstrated an ability to foster a culture of excellence within a sales team. Location also played a pivotal role in this search, given that the client operated from a location outside of central London, but knowledge of PCL was desirable.

- Candidate Outreach

Having compiled a list of what we considered the top 10 to 20 candidates, we began reaching out to them. This involved personalised, engaging conversations to gauge their interest and suitability for the role.

- Shortlisting

Through a meticulous shortlisting process, we narrowed down the list to the top three candidates, whom we presented to the client. We ensured that the final choices aligned closely with the client’s requirements and were a good match for the company’s values. The client was impressed with the shortlisted candidates they met and felt that one especially was a great fit for the role, and an offer was promptly made.

Challenges encountered

Once we had an offer agreed the candidate started to feel slightly overwhelmed at the thought of moving to a new role and company. To address this, we provided support by facilitating open conversations and informal meetings. This helped reassure the candidate and provided them with the confidence and security they needed to accept the offer, safe in the knowledge that they are making a positive step in their real estate career.

Outcome

The candidate joined the business and excelled in their role, going from strength to strength. They have quickly become a vital player in the company's success, currently leading one of the agency's top-performing offices in the UK. Their exceptional performance and leadership abilities have earned them recognition as a future leader within the company.

A Closing Observation

Empathy is critical in recruitment.

Making life changing decisions can be difficult and a candidate may falter, but a great recruitment agency (and employer) needs to act with patience and understanding. They must offer support for the candidate, facilitate conversations and help the candidate know for definate that they are making the right decision. A candidate needs to be sure that this career move is right for them, which in term will ensure that they immerse themselves in the new role and achieve great things.

Successful recruitment of a Business Developer for a Commercial Property business.

Tue, 21 Nov 2023 10:03:43 GMT

Our Business:

This case study serves as a testament to our core values, demonstrating our commitment to conducting business with integrity and nurturing enduring relationships. At our core, we take pride in our unique ability to match individuals with businesses where they can truly thrive, not just work. Our approach is centred on active listening, as we diligently seek to comprehend the needs, aspirations, and concerns of both our clients and candidates. Our dedicated efforts are geared towards delivering tangible, impactful results, all while upholding fairness and responsibility. This approach empowers both individuals and companies to achieve remarkable success and accomplish great things.

Setting the Scene:

When a prominent commercial property business sought our assistance to fill a critical role, the initial step was a thorough consultation to understand the client's requirements and business landscape. During this stage, we offered invaluable advice regarding the ideal candidate's background and experience, setting the stage for a strategic recruitment process.

Our Approach:

We maintained continuous communication with the client to keep them informed throughout the candidate search. In addition to crafting and posting an engaging job advert across various job boards, we conducted proactive searches on LinkedIn and Reed to identify potential candidates. A rigorous screening and interview process was implemented to ensure that candidates were well-briefed on the role and only suitable candidates were shortlisted.

Challenges:

One of the primary challenges we encountered was the scarcity of active candidates. To address this, we adopted a hands-on approach. We actively sought referrals when speaking to potential candidates, ensuring that no stone was left unturned. Furthermore, the candidate who was ultimately offered the role expressed some concerns and requested time to consider the offer. In response, we maintained an unwavering commitment to transparency and open communication with both the candidate and the client. This approach allowed the candidate to make an informed decision and be confident that they were making the right step in their career path.

Outcome:

The candidate, having had the time they needed to evaluate the opportunity, independently accepted the role. They displayed genuine excitement about their future prospects within the business, highlighting the effectiveness of our approach in aligning the right candidate with the right opportunity.

Closing Observation:

This case highlights the importance of maintaining transparency and open communication throughout the whole recruitment process.

Our commitment to ensuring that both parties were well-informed contributed to the successful placement of a candidate who was not only qualified for the role but also genuinely enthusiastic about their future career within the business.

The Recruitment of three new hires for our Property Finance client.

Tue, 21 Nov 2023 09:58:30 GMT

Our Business

Our focus is on building strong, lasting relationships with our clients and fostering long term partnerships. Our expertise shines through and we take pride in our ability to support our clients' growth plans. Their success is our success, and this case study beautifully showcases the fantastic results we can achieve together.

Setting the scene

We have successfully supported our client with the recruitment of three vital team members for their thriving property finance business.

The initial hire was for a Sales Consultant. Our client was looking for an individual who was capable of forging relationships with property brokers and developers; someone who was able to analyse potential sites and secure necessary funding. This role required extensive travel across the UK, as well as a keen understanding of the industry's intricacies.

Based on our success in this placement, we were then instructed exclusively to recruit two more team members to help the business achieve their growth and expansion plans.

Our Approach

Our journey began with a visit to our client's office. This allowed us to comprehensively understand their work environment and company culture. Taking the time to understand the role and the business at this early stage, ensured that we were able to not only find the person with the right skills for the role, but also find someone who was the right personality fit for the business.

Armed with this valuable insight, we embarked on our quest to find the perfect candidates. We didn't just skim the surface; we delved into deep and meaningful conversations with potential candidates. We made sure they understood not just the challenges but also the exciting opportunities that came with the role. Drawing on our vast network, we cast a wide net to identify both candidates with an estate agency background, and also those from the business support sector.

Challenges

While conducting the search, we encountered initial resistance from candidates who struggled to grasp the nuances of the role. To overcome this, we developed a comprehensive briefing document and job description, which explained in detail the complexities of the role and the exceptional career prospects it offered.

Outcome

In 2022, we successfully placed an outstanding candidate in the Sales Consultant position. This individual has thrived within the business and significantly contributed to its success in 2023. As a result of this, we have since been exclusively entrusted with finding two more Sales Consultants to support continued growth. We have been instrumental in helping our client achieve their expansion plans and provided them with an exceptional team who together can do great things.

Closing Observation

Our partnership with this client exemplifies the power of collaboration and understanding. By investing time to comprehend their business and values, we successfully placed three candidates and fostered a partnership built on mutual respect and shared vision. We are proud to have played a pivotal role in shaping their growing success story and look forward to working with them again in the future.

We welcome Martha Kiernan as a Recruitment Partner

Mon, 09 Oct 2023 10:16:54 GMT

Collins Property Recruitment are thrilled to announce that Martha Kiernan has joined their team, taking on the role of Recruitment Partner. Martha's extensive experience and expertise in both in-house and agency recruitment makes her a valuable asset to the business as they expand their presence in the Build to Rent, Student & Senior Living sectors.

Martha brings a wealth of industry knowledge and a proven track record in recruiting top-tier talent for prominent organisations. Her deep understanding of the recruitment landscape, combined with her extensive network, positions her as a key player in helping Collins Property Recruitment achieve its mission of fostering successful partnerships between employers and job seekers.

"We are excited to welcome Martha Kiernan to our team," said Barry Collins, Founder & CEO at Collins Property Recruitment. "Her experience and passion for recruitment align perfectly with our values and mission. We believe that Martha's expertise will play a pivotal role in helping us expand our footprint in the Build to Rent, Student & Senior Living sectors."

Neil Young, Strategic Advisor, expressed his delight in Martha Kiernan's appointment, stating, "I am thrilled to welcome Martha to the Collins Property Recruitment team. I have had the privilege of working closely with Barry Collins for some time now, and the Build to Rent, Student, and Senior Living sectors are not only a primary focus of mine but also central to our business strategy. Understanding the challenges of attracting and recruiting top talent in these sectors, I have complete confidence that Martha possesses the qualities needed to continue her success as a respected and esteemed real estate recruiter."

"I am thrilled to become part of Collins Property Recruitment, a company that prioritises values such as honesty, trust, and fostering enduring relationships as its central pillars," expressed Martha Kiernan.

Contact Martha: Martha@collinspropertyrecruitment.com / 020 7435 0309 / 07989 186 480

The right approach to recruitment

Mon, 24 Jul 2023 04:54:41 GMT

Neil Young is a Strategic Advisor to Collins Property Recruitment. Neil has 25+ years’ experience of working in residential property, including as CEO of Get Living, taking it from a start up to a £2bn / 8,000 home rental business. Neil has served on many Industry Boards, including currently sitting on the Government’s Build to Rent Committee. Neil is Investment Chair at his firm Young, where he invests in and advises businesses.

I've been advising Collins Property Recruitment for 18 months. Barry and I have known each other for almost 20 years. It's fascinating to see how he and his business operate. I have experience in the sector, both in recruiting staff and as CFO/COO of an Executive Search business in 2000.

Some people see agents as a necessary evil, but that's unfair to agents who genuinely care about their role. Getting to know them reveals their dedication. I've been impressed with Barry and his team’s focus on delivering the best candidates to clients.

Efficiency isn't just the responsibility of agents. Candidates and clients should also act appropriately. It's surprising when clients take weeks to schedule an interview with a great candidate, or when a candidate takes a long time to respond to an interview request. Both parties should aim to be efficient and make a good impression.

What does it say to a candidate when a client can't arrange an appointment promptly, or when a candidate delays responding? It's common decency to reply. Outside of work, we're accustomed to fast responses through apps like WhatsApp, Snapchat, and Twitter. Let's reflect that immediacy in the recruitment process. It's a partnership, and it's not just about the interview but also about conduct throughout the process.

The first sales agent I hired worked at Winkworth. I chose him because he always followed through on his promises. Even if there was no progress, he'd still update me. That left an impression. When Young London won our first award, I was asked why, and I said, "Because we call people back."

As a candidate or client, you could contribute to the process and impress the other party. Even if you have the upper hand, you should still strive to make a good impression. The need for speed is comparable to a property sale. As a sales agent, you want both the buyer and seller to be responsive. The same applies to recruitment.

Next time you're in a recruitment process, prioritize working closely with the agent. You may be about to hire your next star agent, Lettings Manager, or future CEO. You want them to have a positive memory of the recruitment process, just like Barry does.

Thank you to Neil Young for providing this valuable industry insight.

To speak to one of our specialist Recruitment Partners about how we can help you, please give us a call on 0207 435 0609.

The CPR Cup 2023 - Goals, goals and more goals

Mon, 03 Jul 2023 05:26:22 GMT

On 16th June 2023, 12 teams of London Estate Agents battled it out to be named London’s top Estate Agency football team. The sun was shining, the bbq was sizzling and the competition was fierce! It really was a fantastic day, and all in aid of Canine Partners.

For anyone who doesn’t know, Canine Partners is a registered charity that supports adults with physical disabilities across the UK and helps them to enjoy greater independence and quality of life, through the provision of specially trained assistance dogs. They rely on donations and each year need to raise over £3 million to fund the creation of life-transforming partnerships. They are an amazing group of people and the work that they do is life-changing!

Donations are still coming in but we are on track to reach our target of £15,000, which is absolutely incredible. We could not have achieved this without the support of our sponsors and our players, so thank you all! A special thanks go to C C Land, whose support has been instrumental in helping us to organize this year’s event, as well as LonRes, PrimeResi, and Taylor Rose.

So what can we say about the day?

It was hot (very); Powerleague got through more ice packs than ever before as the competition was so intense, our first red card ever at a CPR Cup was awarded and we got through more liters of water than we are able to count!

But… the atmosphere was amazing! The energy was incredible and the determination was immense! We couldn’t have asked for a better day!

Our thanks go to…

We would like to thank Meat Street BBQ who kept the players fuelled with their delicious culinary creations and the team at Powerleague Nine Elms who helped us to run such a fantastic day.

We only have one word to say about The CPR Cup 2023 and that is phenomenal! We know we said that last year too, but this really was the biggest and best CPR Cup yet! We are already shifting our attention to the 2024 event. We don’t yet know how we can beat this year but we will definitely try our best, so watch this space!

If you would like more information about The CPR Cup, please email football@cpr.jobs.

Matchday report

The Teams

Beauchamp Estates, Carter Jonas, CBRE, Chestertons, DDRE Global, Douglas and Gordon, Dutch & Dutch, Foxtons, JLL, Hamptons, Knight Frank, Savills

The Results

Semi-Finals

Foxtons v’s Knight Frank

Savills v’s Hamptons

Final

Savills v’s Foxtons

A big congratulations to Savills who were The CPR Cup 2023 winners! Well done Savills.

Also, a huge congratulations to James Szalay from Knight Frank who won the Keepy Uppy competition with 155 in 60 seconds.

Well done to Joseph Cahill from Chestertons who was our Top Goal Scorer with 9 goals and Martin Debrah from Foxtons who was awarded Player of the Tournament.

Take the time to get to know your recruiter.

Thu, 11 May 2023 05:37:03 GMT

The importance of having an ongoing and trusted relationship with a specialist recruiter within the industry cannot be overstated. A good recruiter understands not only the hard skills that are necessary to succeed in a particular field, but also the subtle nuances of the industry, such as social dynamics and current trends.

This blog explores the benefits of having an ongoing relationship with a specialist recruiter, both for candidates and employers.

Benefits for employers

Having an ongoing relationship with a specialist recruiter can lead to far more efficient recruitment processes. This approach allows them to work with a recruiter who really knows their business and their requirements. They can ask the right questions to help determine exactly who is needed and how this person can add value. They will not be afraid to suggest ideas and will work more as a ‘partner’ throughout the whole recruitment process. A recruiter who works consistently with an employer will better understand the needs of their business, and will therefore be best placed to support them. This will minimize the time employer wastes speaking with numerous recruitment agencies and also interviewing unsuitable candidates.

Benefits for job seekers

For job seekers, having a trusted relationship with a recruiter often leads to a better outcome as the process is tailored to their individual needs and goals. In recruitment, it is not just a ‘one size fits all’ approach. A good recruiter should take the time to get to know each candidate personally; not just what skills and experience they possess but what makes them unique. If they really know the candidates than they are able to drill down into why employers should hire them over a rival applicant. They will also consider their values and personality to ensure they are a good fit with any future employer.

A specialist recruitment partner will also offer personal support throughout the entire process. They can help with everything from providing feedback on CVs and cover letters, to offering guidance during interviews and when negotiating offers. They can spec candidates into employers who aren’t actively recruiting, if they know they have the skills and cultural fit that they generally look for.

They will act more a recruitment mentor, and the fact that they have formed a strong relationship with the employer will also work in a candidate’s favour. They can provide useful insight into the company and help a candidate understand a potential employer’s expectations. This can make all the difference when finding meaningful work that a candidate will really enjoy doing!

As a business, Collins Property Recruitment focus on forming relationships with clients and candidates, as we truly understand the benefits. Our purpose is to enable talent and businesses to meet and do great things together and to achieve this we invest time and energy into understanding our clients, the market and our candidates’ character and competencies. Every relationship we build is established on foundations for lasting connections.

Mastering the art of CV writing: How to sell yourself and leave a lasting impression

Wed, 03 May 2023 05:42:31 GMT

Crafting the perfect CV can feel like navigating unknown territory, especially when the ultimate goal is to set yourself apart from the multitude of candidates competing for the same position. An exceptional CV can be the key to landing an interview and getting one step closer to your dream job. In this blog post, we will discuss how to create a powerful CV, sell your skills and experience, and ultimately stand out from the crowd. So, buckle up and get ready to become a CV-writing expert!

Tip 1. Tailor your CV to the job description

One size does not fit all when it comes to CVs. It's crucial to tailor your CV to each job you're applying for. Always make sure that your skills and experience line up with the requirements listed in the job description. To do this spend time going through the job description, identify the key skills and qualifications required and then highlight instances from your background that demonstrate these skills.

Tip 2. Use a simple, clean design

A visually appealing CV is easier for hiring managers to read and can make a lasting impression. Your content should be well-structured and organised, with appropriate headings to break up the text into digestible sections. Opt for a clean, professional-looking font and use bullets to list your accomplishments. Keep your design consistent throughout in terms of font size, spacing, and style. Remember, less can often be more: a simple, uncluttered design can help highlight the most important information.

Tip 3. Make a compelling personal statement

Your personal statement, sometimes called a professional summary, is the first thing recruiters will see on your CV. This is your opportunity to sell yourself in a few short sentences. Try to summarise your unique selling points, such as your experience, skills, and career aspirations. Think of your personal statement as an elevator pitch that showcases your value to potential employers. Be specific and use strong verbs to convey a sense of personality and action.

Tip 4. Quantify your achievements

Using numbers and data to back up your achievements can give your CV a significant edge. Instead of just listing your responsibilities, focus on tangible and measurable results. Did you increase sales by a certain percentage? Did you successfully onboard a certain number of new team members? Did you decrease operational costs? These accomplishments, supported by data, will speak volumes about your skills and potential value to a new company.

Tip 5. Proofread, edit, and get feedback

Errors on your CV can be a major red flag to potential employers. To ensure you present the most polished version possible, give your CV a thorough proofread, checking for any spelling, grammar, or formatting mistakes. This may see obvious, but we often see CVs that have typos or grammatical errors. After you've thoroughly checked it, always ask a trusted friend or mentor to look over your CV and provide feedback. Receiving a fresh perspective on it can help eliminate any mistakes, identify areas for improvement and ultimately make your CV even stronger.

Perfecting your CV takes time, dedication, and strategy – but it’s an investment that's well worth making. By tailoring your CV to the job description, using a simple and clean design, crafting a compelling personal statement, quantifying your achievements, and thoroughly proofreading, you can create a power-packed CV that showcases your unique talents and leaves a lasting impression on potential employers. A high-quality CV is the perfect way to put your best foot forward to land you that dream job.

If you would like any advice on your CV, please get in touch in touch and we would be happy to help.

Ready for a journey? Staying motivated in a difficult job search

Tue, 04 Apr 2023 05:52:49 GMT

Job hunting can be difficult and for many, can be an emotional roller coaster. You will most likely get multiple knockbacks and even be ignored many times before you find the perfect role. This can be difficult to navigate and can be an extremely challenging journey.

With this in mind, we have pulled together our thoughts on how you can stay motivated and positive during an arduous job hunt.

Bring your perfect role to life.

Take time to define how your perfect role would look. Be creative; write about your perfect day, mind map what work means to life and create a mood board of your ambitions. When it gets tough, remind yourself of what perfect looks like and this will stop you being shifted off course.

Think before you apply.

It’s easy to fall into a process of submitting mass applications. Basically, applying for every role that looks vaguely interesting. However, this can create fatigue, increase disappointment and impact motivation and focus. It is important to remember, ‘Less is more’. Always compare opportunities to your definition of perfect - too many gaps, and it isn’t right. Remember, you’ll shine brightest in a place that fits your brilliance.

Don’t search alone.

We all have friends, family, colleagues and contacts who are there for us. Asking for practical or emotional support isn’t a weakness; people will be flattered that you asked! Identify who can help and how. Share what you are doing with them and inform them of why. The best time to build a support network is before you need one, so they are ready to help and support when you need one.

Give yourself an edge.

Confidence can be built on knowledge and insight. The more homework you do, the stronger your position to ask and answer questions and create confidence. By consistently delivering your best, you can reflect positively and avoid the feeling of “if only “, which undermines belief.

Never stop learning.

Be prepared to learn from a knockback and question how things could have gone better. Learning from experiences helps overcome challenges next time, which builds positivity. Positivity is a mindset we develop if we always learn to improve.

Pointers for positivity

1. You are awesome

Don’t dwell on negatives. Instead look at the positives and make a plan to move forward. Remember, every cloud has a silver lining.

2. It's not personal

Never feel it's just you, many others are in the same situation. Work at becoming mentally tough, so setbacks and hurdles are tackled in your stride.

3. Stay focussed on you.

Practice self-care and maintain your interests and activities outside of the job hunt, to keep life in balance.

4. Treat failure as an opportunity.

Everyone experiences setbacks. The only people who have yet to encounter them, never took any chances.

In a rewarding career, the destination is essential, but always focus on the journey that gets you there!

How long do new employees need to prove themselves?

Tue, 28 Mar 2023 06:02:28 GMT

It’s a challenging topic. There is no clear-cut answer. Every role, client, candidate, and situation are different. But one thing we do know is that the answer can’t be “as long as it takes”. That’s not healthy for the individual or the business. The honest answer is as “fast as possible”. So, the question is how to make ‘fast’ happen without compromising effectiveness or kindness?

Here are some thoughts on the recruitment and onboarding process, which can help make the transition period as smooth as possible.

Start at the beginning with the job spec and brief.

The sharper the specification and job brief, the easier to establish fit. Property recruitment can learn from other sectors who are evolving briefs to look beyond competencies and experience, to also include value and cultural fit.

It’s simple logic. The greater the effort you put into finding the right candidate in the first place, the easier it will be to onboard them and for them to start adding value.

Focus on the early days.

Onboarding must be meaningful and enable the joiner to see their role, the business, and their team from different perspectives. All too often, we hear of passive, cookie-cutter inductions, read this, watch that, etc. Effectiveness is about creating tailored, active learning experiences that show you care and are serious about making things work.

Investing in making this happen, means getting the newbies feet firmly under the table and helps them to start making an impact.

Set clear expectations and deliver promises.

We frequently get feedback from people leaving jobs that their expectations weren’t managed and their employer’s expectations weren’t clear.

This is not just housekeeping or setting KPI’s. There must be a structure to record and manage performance with realistic timings for new joiners. Softer issues, such as flexibility, are increasingly vital promises in a deal. Failing to deliver them during early stages unsettles new starters. This will affect motivation and create blockers to performance.

Expectations must be clear, and employers must deliver their promises without bumps and interruptions.

Provide a strong support network.

Peer validation and learning, particularly with younger talent, is increasingly expected. A ‘buddy’ the joiner relates to and learns from, can provide a valuable extra dimension to help them settle in. In combination with an experienced mentor, having a buddy can help ensure the new employee feels valued, supported and ensure they settle quickly.

Be quick to identify and act on any challenges or problems that crop up

It is essential to quickly isolate and deal with challenges and issues as soon as they arise. Find ways to resolve them with open and honest communication and an open mind. Resolving issues in a positive and effective way with new team members will increase trust and confidence. Both of which are integral to the new employee's engagement, morale and performance.

There is a bigger picture.

A new employee's journey must incorporate proven employee engagement and satisfaction ‘principles. Here are our top 4 gold standards we believe retains and attracts the best!

1. Create meaning.

2. Enable autonomy to express talents

3. Communicate positive impacts.

4. Build connections to the business and between people.

Research has shown that happy employees are normally more productive. So bare this in mind when onboarding new team members and do what you can to make the process as smooth, transparent and efficient as possible. Ultimately this will help them ‘settle in’ and simultaneously start to prove their worth.

What could be included in your employee package?

Mon, 20 Mar 2023 06:11:30 GMT

Salary is an important factor when recruiting and retaining staff, however, the package you offer should be about more than just the salary. Candidates will also be swayed by what benefits are on offer.

Your benefits package can also communicate a lot about your business and brand. Are you creative and do you think outside the box? Do you value your staff and care about their work/life balance and well-being? Is your business a ‘fun’ place to work?

Many businesses are now offering an innovative benefits package to ‘stand out from the crowd’. This will help not only attract new joiners but will motivate their existing team and improve retention rates.

Below is a list of some benefits that could be included in your package:

Flexible hours and working

Option to work part-time hours or job share
Option to work compressed hours
Fully flexible hours
4-day Working week
Work from anywhere scheme
Early finish Friday
Hybrid working
Summer hours
Sabbaticals
Up to 5 fully paid volunteer days
Work from-home allowance
Co-working space allowance

Annual leave

Unlimited annual leave
Opportunity to buy and sell holiday
Enhanced annual leave allowance (30 days +bank holidays)
Extra day off on your birthday or your child’s birthday
Extra days off over Christmas

Health

Enhanced sick pay
Private Medical Insurance (for individuals or families)
Dental health insurance
Free eye checks
Free flu jab
Employee Assistance Programme and mental health support
Wellbeing health checks
Mental health days
Access to a GP when needed
Onsite massages
Fertility treatment leave
Pregnancy loss leave
Enhanced maternity leave
Enhanced paternity leave
Enhanced adoption leave
Cycle to Work Scheme

Social

Regular teambuilding days
Regular, varied training and development opportunities
Regular team lunches and events
Friday drinks trolley
Free healthy snacks
Free soft drink fridge
Dog-friendly workplaces
Social areas for staff to unwind

Financial

Pension match
Season Ticket Loan
Access to a Pension advisor
Retirement plan
Life Insurance policy
Short-term disability plan

Other

Subsidised canteen
Free dinner if working out of hours
Company car
Retailer discount schemes

This is not an exhaustive list so please let us know if there is anything we have missed. What else is your business is doing to boost the morale of your team, attract new staff and improve job satisfaction?

If you have any questions or would like to chat about what benefits you could offer, please call us on 0207 435 0309.

Preparing for online interviews

Wed, 25 Jan 2023 06:35:26 GMT

Interviews are a crucial part of the recruitment process, but no one really enjoys or looks forward to an interview. Research has shown that people find them three times as stressful as a dentists visit! Pressure is on both sides of the table. We feel 'tested' and 'judged' by what we say and how we say it. With online interviews we now have the added stress of what will happen if the technology fails or the dog walks in the room half-way through! Online interviews add a whole new dimension to the recruitment process. Interviewers will not only be judging your performance but will likely be (maybe unknowingly) judging your work environment too!

Research from Indeed shows that 82% of employers now use virtual interviews, and 93% plan to continue. We will all be exposed to an online interview at some time or other, so we have put together some top tips on how to virtually ace it!

1. Be knowledgeable

The more homework you do, the better. Online conversations can feel more stilted. Good knowledge and insight will help you maintain a strong flow, show initiative and steer the conversation to ensure you stand out.

2. Make the tech second nature

Check which technology you will be using for the interview and arrange practice calls to make sure everything runs smoothly. Test your camera and your microphone; make sure your computer is fully charged or plugged in and troubleshoot any potential problems in advance.

3. Behind you is important

Think about your background and invest time in getting it right. Stay away from virtual ones; you won't fool anyone you're up a mountain! Make sure it isn't too dark and set up near a window facing the light. Position your laptop on a stable surface and alter the height, so you are clearly framed. Having the camera at eye level will help you to come across as professional. Please don't forget to check what else is in the shot– no one needs to see your washing!

4. Eliminate background noise

A quiet environment is critical for an online interview; it is easy to become distracted by the kids’ screaming downstairs, or the building work taking place across the road. If there is a lot of background noise it can also make it more difficult for you to hear the interviewer and for them to hear you.

5. Dress to impress

The adage' dress to impress' still applies online. Dress appropriately for the job you are interviewing for and invest time in outfit planning. If in doubt, dress up rather than down. Dressing well creates confidence and a positive impression. Certain colours also work better for an online call, so take the time to research what works and what doesn't.

6. Listen and be positive

It's harder to read people online and easy to miss bits of the conversation. Remember to really listen and jot down keywords to help circle the conversation back. Have open and confident body language and keep eye contact. Importantly, don't forget to be yourself. Try writing down the characteristics you want to demonstrate and plan how you can bring these to life in the discussion.

Good Luck!

We are delighted to sponsor Jeffrey – a life-changing Canine Partner assistance dog.

Wed, 14 Dec 2022 06:42:10 GMT

Collins Property Recruitment are delighted to sponsor Jeffrey – a life-changing Canine Partner assistance dog.

National charity Canine Partners- supports people with physical disabilities, helping them to enjoy a greater independence and quality of life, through the provision of specially trained assistance dogs. Each year we raise money for Canine Partners through our annual CPR Cup football tournament and we were extremely proud to present them with a cheque for £16,152 this year.

Our sponsored dog Jeffrey is a male yellow Labrador born on 8th April 2019. Since we were first introduced to puppy Jeffrey in 2019, he has been through an extensive period of training, working hard to learn the skills he’ll need to help his future partner. With the support of his trainer, we are delighted to let you know that he is now a fully-fledged Canine Partner. Well done Jeffrey!

He now lives with his disabled partner, assisting every day with practical tasks and companionship. Although it’s only been a few months Jeffrey is already making a difference, and his partner says, “Jeffrey is a lovely boy, confident, robust and strong.”

We will continue to support Jeffrey with the funds raised from the 2023 CPR Cup and we’re hoping to sponsor another puppy, next year too. This puppy will be named Howard and some of the money raised from next year’s event will go towards his training, equipment, food, vet bills, insurance and transportation.

It is great to see the money we raise being put towards such a good cause and this is the main reason we hold this event every year; to help change lives for the better.

Being part of a Professional Body and what that means for your business?

Thu, 01 Dec 2022 06:52:36 GMT

In October 2022, we were delighted to learn we had been accepted as an APSCo (Association of Professional Staffing Companies.) member. APSCo is the Professional body for recruitment and to be accepted we were required to undergo over twenty quality reference checks across our operations with both clients and candidates. We were also required to commit to a strict code of professional conduct. Being accepted as an APSCo member is a huge achievement as membership is only granted to firms who can demonstrate that they understand legal and regulatory obligations and that they are working to best practice recruitment standards.

Being an APSCo member means that our clients can be assured they are partnering with a professional recruitment firm, who understands their market and who is committed to excellence.

This accreditation got us talking more generally about the benefits to your business of being part of a trade or professional body and what membership practically means to your clients?

Being part of a trade or professional body is a good thing for several reasons. First, it supports your ‘profession’ and a broader drive for continual improvement and best practice. A professional community is like any community; it’s always great to feel you belong. Equally important is that it makes a statement about you or your business; it says you are committed to standards, the best standards, and therefore it underpins your reputation. It is like a badge of quality.

But there is another aspect behind a badge of membership. High on the agenda is the opportunity to collaborate, share knowledge and learn from others with different experiences and knowledge bases. Being an active member of APSCo creates these opportunities and gives us practical resources that help improve our business and, therefore, our services, team and operations. To us, membership is as much about our clients and candidates as it is about us. It’s a mark that establishes trust, and that’s critical in starting and building any relationship - so making the most of our membership is worth every effort.

So, what does membership practically mean to us and you?

We can reference global trends in talent and recruitment, so our clients and candidates are always at the forefront of the latest thinking.
We Keep in touch with policy and legislation, so we are always compliant and pass this security on to our clients and candidates.
We are connected to knowledge and insights from a diverse range of sectors and apply them to the property sector, so we all benefit from diverse experiences and thinking.
We have access to business services and thought leadership that helps drive continuous improvement that enhances our delivery to clients and candidates.

Collins Property Recruitment are excited to have a new charity partner – ecoACTIVE

Mon, 21 Nov 2022 11:14:05 GMT

We are delighted to be supporting this great cause and will be organising various events and fundraising initiatives throughout the year. With your support, we can really make a difference to the charity and the people and communities they help.

About ecoACTIVE:

ecoACTIVE is an innovative environmental education charity. Their mission is to create a world where young people and communities are agents of change to create a better planet. They offer hands-on and engaging sustainability workshops and courses for schools and community groups, to help young people take action and feel empowered to make positive changes to their lives. They also run forest schools and support community gardening projects.

Our first fundraising initiative is a World Cup sweepstake, with participants in with a chance of winning £1000. This initiative alone has raised £2,500 for ecoACTIVE and thank you to everyone who has purchased a team. The money raised will help fund their Community Garden Network project, where they support families and residents in Hackney and Newham to set up and care for community gardens on their estates. They provide training, equipment, compost, plants and run sessions with them in their gardens. These sessions provide a great opportunity for families to meet their Neighbours and benefit from being outdoors and getting involved in the community.

As a business, we feel it is important to support local causes and give back to the community. Children are our future employees and employers, so educating and teaching them is a top priority. This amazing charity not only provides children with experiences but also the knowledge and understanding they need to look after our environment and create a better planet for their future.

Come on, let’s do what we can to help make a difference!

Collins Property Recruitment are officially Flexified

Thu, 10 Nov 2022 07:15:07 GMT

Don’t worry. This is not a new recruitment buzzword invented by clever marketers! Flexa is a globally recognised accreditation for companies that prove they offer genuinely flexible working options for their people, and we are now an accredited member.

It’s a significant achievement for us. From day one, we set out to do things differently, and we have always recognised and understood the importance of not just where someone works but why and how they can work. We make sure this belief translates into our relationships with our team, clients, and candidates to enhance what we do and deliver.

Completing our application got us talking and thinking about flexible working and its place in business and recruitment.

Here are some of our thoughts…

It’s commercial thinking.

In giving an employee flexibility, you are helping them achieve work-life balance. No employer or recruiter can afford not to take it seriously. You can guarantee your competitors are, and therefore, more likely to secure the best talent. In a competitive world, flexibility makes business and recruitment sense.

It’s culture, not just reward.

It’s easy to see flexible working as a series of concessions, and many businesses do. Work at home, flexible hours, childcare… But this is becoming old-school thinking . Flexibility is now an attitude, a process of continual adaption and an increasingly important value for your employer brand’s future.

Flexibility is the new normal.

The pandemic changed lots of things. We were all forced into a world of remote working and had to adapt and innovate fast and now there’s no going back. Flexibility and different are here to stay. Hybrid models should be embraced and “you’re on mute” will continue to be one of the day’s most frequently heard phrases.

Flexible is a reputational issue.

Flexible working is a statement about your business and brand and therefore critical to the search for talent! For example, Elon Musk demanded that all workers return to the office or resign at the end of the pandemic restrictions, and Google used what it learned to enhance its hybrid model. We’ll leave you to discuss the respective wrongs, rights, and impacts!

What can you do to attract and retain talent in this ‘hybrid era’?

Make the possibilities of flexible working an explicit part of the brief and job specification.
Be in tune with different types of flexible working.
Present flexibility as an authentic part of your business culture and employer brand.
Demonstrate that flexible arrangements can be reviewed as circumstances change.
Be transparent and compliant on current legislation and knowledgeable about what’s coming.
Be prepared to listen openly to a candidate’s requests, even if they are unusual.

Above all else, be flexible. It creates trust and belonging.

The CPR Cup 2022

Mon, 06 Jun 2022 07:36:58 GMT

Putting work on PAWS for the day!

What do you get if you challenge 12 competitive Resi Agents to a football tournament?

You get goals, banter, bags of laughs and a great day out. And most importantly, you raise £16,152 for Canine Partners. Now, we suspect you'll be asking who Canine Partners are? They're not a high-profile charity with big celebrity endorsements. But they are an amazing group of people who provide amazing assistance dogs that make an amazing difference in people's lives who really need it. You might say we think they're amazing!

For anyone in doubt as to why we don our trainers and break out the Deep Heat each year, listen to Nikki's story on the link below. You'll marvel and fall in love with Liggy the Labrador – we guarantee it!

https://youtu.be/hqAFZByPFaU

So, before a report on the day's sporting achievements. A massive thanks from us at Collins Property Recruitment and Canine Partners to the players, supporters, sponsors, partners, dogs and everyone who gave their time to make the tournament happen. It was our most successful ever.

There's only one word for it - phenomenal !

MATCH-DAY REPORT

The Teams

Beauchamp Estates, Benham & Reeves, Carter Jonas, CBRE, Chestertons, Foxtons, Hamptons I, Hamptons II, JLL, Knight Frank, Marsh & Parsons and Savills.

The Results

Semi-Finals:

Knight Frank (1) v JLL (2)

Foxtons (2) v Marsh & Parson (0)

Final:

JLL (1) v Foxtons (6)

Keepy Uppy winner

Winner James Szalay with 154 in 60 seconds was tested all the way by Will Edwards from Carter Jonas with a very respectable 150.

Player of the day

Goalkeeper for Beauchamp Estates, Alvis Sarkangalvis. The Powerleague referee said he made " unsavable saves" and was highly impressed!

The Atmosphere

The industry came together to do good without a black tie in sight, and the only awards came on the field of play. The banter was rich, competition good-natured and talk of the market kept strictly to the side-lines. The only pitch invasion came from a Labrador in the Keepy Uppy area who simply wanted to get involved!

What the pundits and players are saying:

Barry Collins, Collins Property Recruitment: "A massive well done to all the teams. The atmosphere on the day was incredible, and I am thrilled with the fantastic feedback. A special mention to JLL for making the final on a much-depleted squad and a massive congratulations to the winners, Foxtons. They were super!

Gaynor Jordan-Davis, Canine Partners: "We would like to thank Collins Property Recruitment and everyone involved in this year's 5-a-side charity football tournament. The CPR cup was a fantastic event with a friendly, competitive, and vibrant atmosphere. We are incredibly grateful to all those who raised tremendous funds for Canine Partners.

Callum Hodgson, Marsh & Parsons: "Win, lose or draw, it was fantastic to see so many companies and agents coming together to raise money for such a great cause. Thank you to Barry and the team for all the planning and efforts to make it such an amazing day. Already looking forward to the CPR Cup 2023."

Gareth Mawdsley, Foxtons: "After being unable to take part in group events for the last two years due to Covid, being able to play in the CPR cup again against all of the other agents was a welcome breath of fresh air!

Charlie Ellis JLL: "An incredible day ran by fantastic people and all for a very worthy cause. To say we are looking forward to the next one is an understatement!"

We look forward to welcoming more of you next year and launching a women's team event too. And as you plan next year's tactics and embark on your training regimes, remember, if the stands ain’t swaying, you ain’t playing!

#TheCPRCup

Should Estate Agents be dressed in formal attire?

Mon, 18 Oct 2021 07:56:06 GMT

Below are the results of a recent LinkedIn poll, exploring the question that comes up again and again in the Estate Agency industry.

The poll got incredible engagement, with over 25,000 views, almost 900 votes and many great conversations.

We’ve heard it said that a uniform instils trust, like on a plane for example. Would you feel safe if you saw your pilot in the cockpit in a pair of jeans? Or what if you had a consultation with a surgeon wearing a t-shirt? There are sectors, where safety is a priority, where a uniform is certainly reassuring. But is it necessary in Estate Agency? As long as an Estate Agent looks smart and tidy, they don’t have to wear a suit, or do they?

Let’s take a look at the poll and hear some had to say on the matter.

26%, not an insignificant number, feel formal attire is always essential.

Only 7% felt it was never appropriate to wear a suit and 14% feel it’s necessary when attending valuations.

With an overwhelming majority think it’s outdated, 53%.

Even more telling than the numbers were some of your comments! “Know your audience” was a phrase that struck a chord. Traditionally, smart attire was required to project the same degree of professionalism associated with bankers and lawyers. Now there’s a move towards individuality, and it’s not such a relevant consideration.

A number of people believe it depends on the Agent’s age and the market, and others say smart casual looks better than an ill-fitting suit. Whilst some say it’s about making an effort and not appearing lazy.

So, with all these different and equally valid opinions, where do we go? Do we think the pandemic has had a big effect on opinions? Why not open the conversation in your workplace? Let us know the outcome!

Link to original poll

Accepting a counter offer? Think twice!

Mon, 06 Sep 2021 08:02:32 GMT

The hiring process can be long and stressful, for employers, candidates and recruiters, but it’s worth every minute when you secure your ideal role. Even the smoothest recruitment experience can be an anxious time, but then something comes along that causes more confusion. The counter-offer.

You walk into your boss’ office with conviction, hand in your notice and are hit with a counter offer. You’re being offered more money or better hours and improved conditions to stay where you are, and your instinct tells you to accept. Hold your horses. You’ve done brilliantly to get this far. Do not fall at the last hurdle. Accepting a counter offer is almost always a mistake.

The temptation is undeniable. But as experienced recruiters we recommend turning it down – politely, of course. So many of these promises are never delivered and then you find yourself back at square one.

Why is the dream so often shattered?

If your current employer is thrown into a panic at the prospect of you leaving and decides to throw money at you without a second thought, it means he or she has been undervaluing and underpaying you. How can you suddenly be worth more than you were yesterday? And is he or she desperate to keep you? Or simply trying to avoid the cost and stress of replacing you?

Another sticking point - everyone knows you’re not happy in your role, so there may be newfound tension with colleagues.

Another reason this arrangement rarely works is that your loyalty to the business has been undermined. Sadly, your boss may not trust you anymore and start scrutinising you at every turn. You almost left after all, so you’ll probably consider it again.

And don’t forget that getting paid more or working better hours doesn’t change the job that you were ready to leave and reasons to stay may be delivered with limitations. Ask yourself why you planned to leave. Was there limited potential for development? Were you frustrated with colleagues? Did you simply not enjoy the role?

And do not forget that the reason you were offered this amazing deal was because you resigned. Is that what it takes to get a pay-rise or promotion in that company?

The counter offer is a belated recognition of your contribution to the business. Don’t let it hold you back. Follow your instincts to move on. Walk away with dignity and good luck in your new role!

For further career advice contact Collins Property Recruitment any time.

Meet Jeffrey, Canine Partners update

Tue, 14 Apr 2020 08:09:53 GMT

One of the silver linings of the coronavirus pandemic is that is has, albeit belatedly, rendered society far more aware of its duty to protect the vulnerable as best it can. Canine Partners has been more than aware of this necessity for three decades now. This inspiring organisation trains dogs to become companions for the disabled, helping them to perform daily tasks that most take for granted. As a charity whose work truly merits the adjective ‘life-changing’, CPR is proud to be a devoted supporter..

February 2019, Savills fought off stiff competition from seven other estate agents to be crowned the inaugural winners of The CPR Cup #thecprcup. This one day football tournament raised over £5500 for Canine Partners, a figure which we hope to eclipse when the 2020 competition is rescheduled. This money has gone towards buyimng and training Jeffrey, an adorable puppy who celebrated his first birthday on April 8 and is described by his trainers as showing ‘great promise’.

Jeffrey’s training program will leave him capable of performing actions such as unloading the washing machine, picking up dropped items, and pressing buttons and switches. This comes from a three-pronged approach, where the ability to tug, push, and retrieve become second nature to the puppies.

The profound effects of the aid from such a remarkable dog are evident in a nine minute clip broadcasted online as part of BBC One’s Lifeline scheme, which recognises charities that offer a lifeline to those in desperate need of one. One of these people is Ian, who is on the waiting list for a canine partner. Ian’s myotonic dystrophy means that his muscle function deteriorates over time, and so his ability to perform many household tasks reduces in tandem. A dog like Jeffrey would empower Ian to be able to leave the house to meet new people, providing physical and mental encouragement to a man who currently lives alone and struggles to go out independently. Ian says that the day when he receives a partner will be the best day of his life.

Total lifetime investment into a canine partner is roughly £30000. This may seem like a lot of money - and it is - but the value for money cannot be understated. Those who the charity have helped in the past all echo the same idea that their canine partner is the most important thing in their lives, a sidekick who gives them the confidence to search for a job, to live alone, or even to get up in the morning. For a lifetime of increased independence and happiness, the investment is undoubtedly worth it.

Recent circumstances have halted training, and more than ever Canine Partners needs your support. A link to their website, as well as the aforementioned BBC video, will be left below. So, we eagerly anticipate the 2020 CPR Cup and are excited to continue our support for Canine Partners.

Thank you for taking the time to read about this remarkable charity, and all the best from us at CPR (Collins Property Recruitment, or perhaps in this instance, Canine Partners Recruitment).

Website: https://caninepartners.org.uk/

BBC One Lifeline video: https://www.bbc.co.uk/programmes/m000gxm5

You can also find out more about Canine Partners through their social media:

Facebook: facebook.com/caninepartners

Instagram: @caninepartnersuk

Twitter: @canine_partners

Transferring into the property sector

Fri, 14 Jun 2019 08:22:35 GMT

According to the Office for National Statistics , there are currently around 354,000 people employed in the property and housing sector in the UK. With roles ranging from estate agents and property managers to administration and support jobs, there’s something for everyone in this vibrant and exciting sector.

If you’re looking for a change of career, the property sector is probably one of the easiest sectors to transfer into, as there are no formal entry or qualification requirements. Plus, the current candidate-short market means that employers are more likely than ever to consider hiring candidates with transferrable skills but no direct experience.

Employees transferring into the sector most commonly have previous experience in administration, legal, customer services or sales roles.

In this article, I’ll take you through the advantages of working in the property sector and how to give yourself the best possible chance of getting a job.

Why choose the property sector?

The most common reasons why people choose to work in property include:

The ability to earn very well. Most property workers receive a basic salary plus commission for completed deals. This means that if you work hard and are successful, it’s possible to earn good money very quickly.
Similarly, the property sector offers very good prospects for career progression if you are successful at work. Some companies even offer specific fast-track schemes towards management.
Unlike many jobs, in the property sector you’re unlikely to be entirely desk bound. Some office work is balanced with getting out and about for client meetings and property viewings. A company car or car allowance is often included in a job package.
Finally, if you like meeting and helping people, the property sector is a great place to work and the job satisfaction when you help

someone find their dream home is enormous.

One thing to bear in mind is that working in property isn’t necessarily a 9-5 job. You have to meet clients at times that suit them, which can include evenings and weekends, and you may have to work overtime during busy periods. However, ultimately being busy means more opportunity for sales!

Altogether, working in the property sector allows you to stay in control of your own career – the better you do, the more you earn and the faster you progress.

What skills do you need?

The property sector is ultimately all about people, so being able to deal well with people from all walks of life is crucial. You should appear friendly and confident without being arrogant and have the ability to remain calm under pressure. Most property jobs are fundamentally sales roles, so having a persuasive but polite nature also helps. You also need to be able to juggle lots of different tasks without getting overwhelmed.

Some other key skills required for working in property include:

Ambition, confidence and charisma
Communication and customer service skills
A high level of organisation
Good administration skills
Negotiating and selling skills to achieve sales targets
The ability to work under pressure
Patience and determination
Commercial awareness
An understanding of marketing techniques
IT skills

You’ll also need a full driving license.

To really get the most out of the property industry, you need to have a high degree of commitment and drive.

How can you convince employers that you’re right for the role?

The property sector is an area where being confident and a good communicator are more important than qualifications. The trick is to ensure the employers see that you have the right qualities, even if you don’t have sector experience.

Concentrate on your ‘soft’ or most transferrable skills, such as communication, organisation and negotiation. Talk about situations in your previous roles which could easily apply to the property sector, eg how you handled a difficult set of circumstances with a customer or how you made a tricky sale.

Employers also want to see passion and enthusiasm for the property sector, so it’s very important to educate yourself before any interviews. Use websites, magazines and events devoted to the sector to learn about what’s happening. It’s also important to brush up on your knowledge of the local housing market and the area.

If you can talk knowledgably about the sector and your chosen role, it shows both that you’ve done your research and have a realistic understanding of what the job will entail. It’s also vital to talk about why you want to work for that particular employer and how they will benefit from employing you.

So is the property sector the right move for you?

Working in property is a great career choice if you love making deals and helping people to find the right property for them. It can be very rewarding, both in terms of job satisfaction and financially.

If you’d like to discuss your potential career in property in more detail, why not get in touch on 020 7435 0309 or info@cpr.jobs ?

The interview questions you shouldn’t be asking

Thu, 06 Jun 2019 09:11:08 GMT

Interviews are one of the best ways for an employer to assess if a candidate has the ability to do the job and is likely to fit the company’s culture. Any interviewer should be aware that there are some questions that are off-limits, as they could be used to discriminate against the candidate. However, recent research from CV-Library has found that nearly three-quarters of professionals have been asked illegal or inappropriate questions.

When making conversation and establishing a rapport in an interview, it can be easy to stray into grey areas that seem harmless but are actually discriminatory and could leave the company open to litigation. So which questions are definitely illegal, which should you avoid to be on the safe side and what can you ask instead to get the information you need?

The Equality Act 2010

The Equality Act 2010 makes it illegal to discriminate against someone because of:

age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race
religion or belief
sex
sexual orientation

These are called protected characteristics and any interview questions that ask about or speculate on any of these areas are definitely illegal.

The only exception would be if the job justifiably requires a person to have a particular protected characteristic in order to perform the role, referred to as a genuine occupational qualification (GOQ). For example, a women’s refuge for victims of male abuse may want to employ only women as counsellors.

Some examples and questions to ask instead

In many cases, simply by phrasing questions differently, you can find out the information you need to know (whether they are suitable for a role) without asking an interviewee to give you details you don’t need or want to know (information on their personal life).

Age

It is only ever acceptable to ask a candidate about their age if you need to establish that they are over a minimum age required for the role.

You should not ask:

How old are you?
How many more years do you see yourself in the workforce?
When did you graduate?
Aren’t you too old to cope with this job?
Aren’t you a little young to hold a position of this level?
Don’t you want to be earning more money than this at your age?

Instead, you could ask:

Are you over the age of 18?
What are your long term career goals?
Do you have a degree or other qualification related to this role?
How do you plan to cope with the challenges this role presents?
What motivates you to do your role?

Disability & Illness

Unlike the other protected characteristics, disability is the only one you can use to positively discriminate, eg when a disabled person and a non-disabled person both meet the job requirements, you can treat the disabled person more favourably.

If a candidate has brought up their disability, you can ask questions around ‘reasonable adjustments’ that could be made to accommodate them.

Interviewers also need to be careful when asking questions related to illness. Asking a candidate to explain a gap in their CV, which may be due to long term sick leave, is acceptable, but you cannot ask directly about health conditions.

You should not ask:

Don’t you think it would be difficult to do this job with your disability?
How did you acquire your disability?
How many sick days did you take last year?

But you can ask:

Do you have any specific requirements in order to perform this job effectively?
Are there any adjustments we could make to accommodate your disability?
How might you be able to carry out XXX function of the job?
Can you tell me briefly about this gap in your CV?

Marital Status or Children

Asking about someone’s children is a common way to make conversation, but best avoided in an interview setting (unless they bring up the topic themselves). You cannot ask a candidate directly about their marital status, plans for a family, if they are pregnant or childcare arrangements.

You should not ask:

Is this your maiden name?
When do you plan to get married?
Do have any children?
How old are your children?
Do you plan to have children?
What childcare arrangements do you have in place?
If you went on maternity leave, would you come back to work afterwards?
Will the hours of the job clash with your family commitments?

Instead, you can ask:

Are any of your references or qualifications under another name?
Do you have any current commitments which may affect your ability to do this job, or which may impact your attendance?’
Are you available to work overtime on occasion? Can you travel?
This job may require some overtime work on short notice. Is this a problem for you?
What days/hours are you available to work?
What are your long term career goals?

Place of Birth or Ethnicity

The only point in the recruitment process where you should ask about race is for anonymous equal opportunities monitoring. Otherwise, it should simply never come up at interview.

It can be easy to stray into dangerous areas, for example by asking about a candidate’s unusual surname, so interviewers do need to be careful.

You should not ask:

What country are you from?
Are you from the UK?
Where were you born?
How long have you lived here?
Are you a UK citizen?
Is English your first language?
What is your native language?

Instead, consider asking:

Are you eligible to work in the UK?
Which languages do you fluently write or speak?

Religion

You may want to ask about religious belief in order to establish if there are likely to be any future scheduling conflicts around religious holidays, weekends or prayer time, but it is not acceptable to question a candidate about their religion.

Instead, you should explain the requirements of the job and the normal work pattern. If the candidate then brings up their religion to explain why they might be unable to meet those requirements, you may then go on to discuss any reasonable adjustments that you could make to accommodate them.

NB – the Equality Act specifies ‘lack of belief’ as equally protected

You should not ask:

What religion do you practice?
Which religious holidays do you observe?
Will you need time off to pray regularly?

But you could ask:

Can you work in the days/schedule required for this role?

Gender, Gender Reassignment or Sexual Preference

We tend to think of this area or discrimination as applying to women or gay or trans people, but you should be aware that male applicants can also experience discrimination. There should never be an assumption that a candidate’s gender or sexual preference could affect their ability to do the role.

Don’t ask:

We’ve always had a woman/man in this role. How do you think you will handle it?
How do you feel about managing men/women?

Instead, you can ask:

What can you bring to this role?
Tell me about your previous experience of managing staff.

Criminal Convictions

You should not ask a candidate about previous criminal convictions. If the sentence has been spent, they are not required to disclose it. Any criminal records checks required for certain roles, eg working with children, should be covered by a DBS check and not at interview.

Location

It is very common to ask about commuting times or where people live at interview, as a candidate with a very long commute might be reluctant to stay long-term. However, it’s best to avoid making assumptions about how far people are willing to commute, as this varies wildly. Plus, if a candidate lives in an area typically associated with a certain ethnic group or social class, it could lead to discrimination issues.

Lifestyle Choices

You cannot ask a candidate about their consumption of alcohol, whether they smoke or use recreational drugs, or about similar lifestyle choices. Your company can obviously set rules for the use of substances or for professional conduct at work, but what an employee does outside of work is not the company’s business.

You should not ask about political affiliations or memberships of unions or other organisations, unless they are directly relevant to the role in question. This includes membership of the Territorial Army, Special Constabulary, St John’s Ambulance or other volunteer organisations. These should only come up if they impact on a candidate’s ability to commit time to the role.

Height or weight

Questions about a candidate’s weight or height are not actually illegal but definitely best avoided unless there are minimum or maximum requirements for the job.

CPR can help

If you’d like some tailored advice on the best way to interview candidates for property jobs, Collins Property Recruitment can help. Contact us on 020 7435 0309 or info@cpr.jobs .

Spring clean your online profile and boost your property career

Mon, 03 Jun 2019 09:26:06 GMT

When you’re preparing for an interview , you should spend some time researching your potential new employer online beforehand; looking at their website and social media. Employers do exactly the same thing – 93% of employers say they search for candidates’ social media profiles during the recruitment process. If you’re applying for a property job you’re perfectly suited for, and do really well at interview, an employer could still be put off if they see something they don’t like on social media.

Spending some time cleaning up your online profile and improving your personal branding before you start looking for a new job can make the whole process go more smoothly. Not only will this ensure that interviewers only see the best, most professional side of you, but it’s also a great chance to impress them with your professional experience, knowledge and insight.

Here are CPR’s top tips for cleaning up your online profile:

Check your current status

Before you can start polishing up your online persona, you need to know what state it’s currently in. Start by googling yourself and see what results come up – don’t forget to check image search results as well. Are the links shown something you’d like potential employers to see?

Most social media platforms allow you to see what your profile looks like to other users, depending on whether they are connected to you or not. On LinkedIn, you can find this under Settings & Privacy.

Manage your social media

Make a list of all of your social media profiles and split them up into personal or professional accounts. Clearly dividing them up this way will ensure that you don’t post content that is inappropriate for that audience.

Usually, platforms like Facebook, Instagram and Snapchat are best for keeping in touch with friends and family, while LinkedIn and Twitter are more suitable for building your professional profile. Use the privacy settings for these tools to ensure that only the relevant audience can see your profile and what you’re posting.

It’s always best to use your personal email address for job hunting, so make sure it’s appropriate and not something like partyguy@gmail.com.

Work on your LinkedIn profile

LinkedIn is effectively your online CV and it’s worth spending some time to make sure you look good – it could even lead to employers approaching you!

Make sure you have a profile photo and that it’s a professional headshot - LinkedIn members with a photo get x21 more profile views and x9 more connection requests.
You can personalise your profile’s URL so it reads www.linkedin.com/in/yourname, rather than the default string of numbers.
Change your headline so it’s not just your current job title and employer. Ideally you want to communicate what you do and why you’re unique.
Make sure the employment history and dates on your LinkedIn profile matches those on your CV – employers will be quick to spot any discrepancies and make take a genuine mistake as an attempt to deliberately mislead.
Send connection requests to any professional contacts shortly after you meet them, with a short note reminding them where you met. The more relevant connections you have, the greater your network will be and the more exposure you’ll have to potential employers.
Add any other professional social media accounts or websites to your LinkedIn account.
Regularly like and share posts from your connections and post your own messages if you have something to say. This will show you are engaged and interested in your sector.

Run regular maintenance

Social media platforms and websites are constantly evolving and change their privacy settings every so often, so don’t forget to go back and recheck them, at least annually.

If your connections post personal information or pictures of you that you would not want a potential employer to see, ask them to hide them from public view or take them down.

Try and like, share and post content on your professional profiles regularly.

When you’re ready to look for a new property job in London, CPR can help. Get in touch with our friendly and helpful recruitment team on 020 7435 0309 or info@cpr.jobs .

What are renters really looking for?

Fri, 29 Mar 2019 10:13:33 GMT

Some recent research from Zoopla has revealed the 10 features renters are most looking for in a property. Zoopla analysed the keywords potential tenants are most likely to use when searching for a new home, comparing UK-wide results to those from individual regions.

The rental market is very strong at the moment, outstripping inflation in all parts of the UK in Feb 2019, but some landlords may still struggle to find tenants. If your client is finding it difficult to let out their property, or would like to increase their rental margins, these are the best areas of improvement to focus on.

Parking

When it comes to choosing a property let, UK renters seem to care more about their cars than themselves. Numbers 1 and 2 on the list were ‘Parking’ and ‘Garage’ respectively. Parking was the most frequently searched feature across all areas of the UK.

When renovating a property to make it more attractive, parking may not be the first thing that landlords consider. But this research clearly shows that investing in a driveway or applying to drop the kerb outside their house could really pay off.

Pets

Tenants are becoming more concerned about finding a property that allows pets, placing it third on the list of most popular search terms. This keyword has grown in popularity since last year, when it was fifth on the list, and has appeared in the top 10 most searched terms for London rentals for the first time.

Landlords are often reluctant to allow pets in their properties, for fear of potential damage or wear and tear to the home. However, considering that nearly half of UK households own a pet of some kind, they could be missing out on a huge chunk of potential tenants. A survey from the Dogs Trust found that 78% of pet owners have experienced difficulty in finding accommodation which accepts pets.

Furnishings

‘Furnished’ was the fourth most common search term across the UK, and the fifth in the London region. Renting a property already furnished can increase both its likely income and its pool of potential tenants, but landlords do have to do their research before making a decision.

While students or young professionals are usually looking for a furnished flat, families may prefer to bring their own furnishings. In many areas of London, where rental fees are high, tenants will expect high quality furniture and tatty beds or sofas are likely to put people off more than a blank space would.

Outside space

The demand for outside space continues to be high, with ‘Garden’ at number 5 on the overall list, but number 2 in London. Rental properties’ gardens can often be quite neglected, but the importance placed on them by tenants suggests that it could well be worth investing some time in sprucing them up, or even paving them over to keep them low-maintenance.

While it’s not usually possible to create a garden if one doesn’t already exist, other forms of outside space sometimes can be made. ‘Balcony’ is at number 4 on the list of Londoner’s most popular search terms, suggesting tenants in the capital would settle for some form of outside space. Converting flat roofs into terraces or installing Juliet balconies might be worthwhile investments to boost the value of rental properties.

High-end features

The search terms ‘Gym’ and ‘Ensuite’ appeared on this year’s list of the most searched terms for London properties, although they were not on the list for any other region.

Londoners generally pay a premium in rent, and tenants in the Capital are increasingly looking for high quality amenities and luxury features. Demand for these features appears to be growing and landlords who can supply this market could significantly boost their rental income.

The full lists

Across Great Britain

1 Parking
2 Garage
3 Pets
4 Furnished
5 Garden
6 Student
7 Bills included
8 Balcony
9 Bungalow
10 Detached

London

Parking
Garden
Pets
Balcony
Furnished
Bills included
Garage
Studio
Gym
Ensuite

If you’re looking to recruit Estate Agents, Lettings Negotiators, Property Managers or other specialist property staff, Collins Property Recruitment can help. We are industry specialists with a huge network of candidates across London. Get in touch on 020 7435 0309 or email us on info@cpr.jobs .

How to answer competency-based interview questions

Fri, 15 Mar 2019 10:46:32 GMT

Competency-based interview questions crop up regularly in interviews for property jobs, but what are they and what’s the best way to handle them? Make sure you’re prepared to answer them and you’ll have a higher chance of interview success!

What are competency-based interview questions?

Competency-based questions (also referred to as structured, behavioural or situational questions) are open-ended questions that let you talk about real-life challenges you have faced. They are very common in interviews and are based on the idea that looking at how someone has behaved in the past is the best way to predict how they will react to difficult situations in the future. Using the same scenarios in competency questions also makes it easier for employers to compare candidates.

A typical competency-based interview question will focus on a past task, challenge or opportunity. The answer you give should show how you used your skills and experience and what behaviours you demonstrated. The interviewer will then decide how well your abilities match the competencies required for the role.

For example, if you’re interviewing for a job that requires the ability to handle a certain amount of pressure, an interviewer may ask “Have you ever been put on the spot? How did you handle the situation?”

These questions normally begin with “Can you give me an example…”, “Describe a time when you…” or “How would you handle…”. Once you’ve answered the initial question, interviewers may use follow-up questions to get further detail.

What sort of competencies are interviewers looking for?

The competencies an employer is looking for will vary depending on the individual role, but some key competencies for jobs in property include:

Negotiation and selling skills
Written and verbal communication skills
Planning and organisation
Problem-solving and the ability to think on your feet
Teamwork
Leadership and a willingness to take on responsibility
The ability to make decisions under pressure
Goal orientation and a focus on end results

Interviewers will also be looking for a good grasp on the technical skills required to do the job.

How should you answer competency-based questions?

One of the best ways to make sure you fully answer competency-based questions is to use the STAR technique:

S cenario
You set the scene by describing the context in which the situation took place.

T ask
You describe your specific goal in that situation. If you were working as part of a team, make sure to outline exactly which responsibilities were yours.

A ction
Go through the actions you undertook to achieve your goal, from building a strategy to carrying out a campaign. Make it specific but try not to get bogged down in the detail.

R esult
The final outcome of your actions, including quantifiable metrics wherever possible. Employers want to know you can measure the effect of your activity. Keep it positive, so even if your project was not a success, make sure you talk about what you learned.

Take your time before starting to answer to make sure you have all the points covered in your reply – don’t feel pressured into rushing into an answer, only to realise halfway through that you have a better example.

How can you prepare for competency-based questions?

Property interviews almost always include some form of competency-based questioning, so it’s worth putting in some time to prepare for these. Going through the job description and person specification is the best place to start, as these will tell you exactly what competencies the employer is looking for. For each of the job responsibilities mentioned, think about what competencies you’d need to handle it.

The next step is to go through your own CV and employment history and make a list of the key responsibilities for your most recent roles. For each of these responsibilities, think about how you approached them and any things you achieved.

Finally, using both your list of past achievements and the behaviours required for the role, prepare one or two good examples of situations for each in which you demonstrated key competencies.

Examples of typical competency-based questions for estate agents and other property jobs

Describe a time when you negotiated a tricky sale.
How did you deal with an unhappy client in the past?
Tell me about a time when two managers asked you to complete two different pieces of work at the same time. How did you handle the situation?
Have you ever faced an ethical challenge in a previous role? How did you address the situation?
What has been the most difficult situation you have been in while in your previous role, and what was the outcome?
Can you tell me about a time when you developed an innovative solution to a problem?
Give me an example of a time in which you experienced conflict in your team. How did you handle it?

For more help preparing for your interview, have a look at our previous articles on:

Interview Tips for Estate Agency Jobs
Interview Tips for Property Management Jobs
Interview Tips for Business Support Jobs

When you’re ready to look for a new property job in London, CPR can help. Get in touch with our friendly and helpful recruitment team on 020 7435 0309 or info@cpr.jobs .

Why speed matters in recruitment

Wed, 06 Mar 2019 10:55:27 GMT

You’ve just interviewed a fantastic candidate – they’ve got the skills, experience and would fit right in to the team, you’re in the process of putting together an offer when you find out they’ve accepted a role elsewhere. Does this sound familiar…? While you were following every step of your firm’s recruitment process, the competition pounced and snapped up your ideal candidate.

Rising vacancies combined with low unemployment means the recruitment market is turning in jobseekers’ favour, increasing the competition for the very best talent. The average time to hire for a sales job in the UK is 24 days , but the best candidates are off the table in only 10 days . This means that those companies who act fast have a huge advantage when it comes to securing new talent.

Why does hiring take so long?

Recruitment processes have become out-of-date and needlessly drawn-out. Multiple interviews with different stakeholders, wrangles with HR over salary and benefits, low-ball offers, prolonged negotiations all slow down hiring, meaning employers are missing out.

Companies are uncomfortable making an offer without seeing multiple candidates ‘for comparison’, even if the first person was ideal. Or they get obsessed with the idea of a “perfect candidate” and miss out on someone with the right skills, who is ideal for the business.

Furthermore, nobody wants to make a decision and put their neck on the line regarding a new hire, unless several colleagues are in agreement, so that not one person takes the fall if the new employee doesn’t work out!

Why slow hiring damages your company

If your company takes a month or more to fill their vacancies, it can cost you more than just your ability to recruit the right candidate.

The longer you take to hire, the more likely it is that your candidate will have multiple offers on the table, meaning you might well have to offer a higher salary to secure them. There will also be fewer candidates remaining after a long hiring process, which means you might have to settle for someone less suitable. It could also have a negative impact on your company’s diversity.

Slow recruitment also puts pressure on remaining employees, as they’ll have to pick up the slack while the position is vacant. In the worst case scenario, the pressure created from having to cover multiple roles can lead to a cascade of resignations.

How can you speed up recruitment?

It may seem counter-intuitive, but the best way to speed up the whole recruitment process is to spend more time preparing before you start. Get your ducks in a row before you ask for CVs, and you’ll be able to streamline the whole process.

Here are CPR’s top tips for speedy hiring:

Put together a proper, up to date job description and person specification and agree a salary range. This will save you seeing unsuitable people and wasting time before making an offer.
Determine who needs to be involved in the interview process and keep it to as few people as possible. Schedule interviews with multiple stakeholders wherever possible or use Skype or telephone interviews to save time.
As soon as you find a candidate who interests you, invite them for interview. Don’t wait until you have other suitable CVs or stick to pre-set interview days – you’re just delaying the process.
Keep the recruitment process as streamlines as possible – do you really need 3 interview stages or is 1 enough to make a decision?
Let candidates know your expected timeline for recruitment and keep in constant contact to keep them interested in your role. Give them feedback as soon as you have it and if you’d like to invite them back for a second interview, let them know straight away, even if you don’t necessarily have a set time yet.
If you find someone who’s right for the role, offer it to them right away. If you wait to interview a minimum number of candidates or keep looking for a perfect candidate who may not exist, you could fail to hire anyone and will have to start the process again.
Finally, using a recruitment specialist like Collins Property Recruitment can really help cut your time to hire. Our consultants concentrate solely on recruitment, rather than trying to juggle it with another full-time job, so can make your search and selection process quick and painless.

If you are struggling to fill a role or want to streamline your recruitment process by using industry specialists with access to those hard to find candidates, please get in touch on 020 7435 0309 or email us on info@cpr.jobs .

Interview Tips for Business Support Jobs

Tue, 19 Feb 2019 11:07:40 GMT

Behind every successful property company, there are people working in back office support functions that are vital to the smooth running and overall efficiency of the business. If you’re looking for a job in property business support, here are CPR’s top tips for making sure you ace your interview.

Types of Business Support jobs

There are a wide variety of property administration roles, including:

Executive Assistant
Lettings or Property Administrator
Office Coordinator / Manager
Personal Assistant
Receptionist
Secretary
Team Assistant

The Business Support team at Collins Property Recruitment also cover roles in Accounting & Finance, Legal, HR and Marketing & Social Media.

What skills do you need for Business Support roles?

In interviews for business support roles, these are the skills employers are most likely to be looking for in candidates. You should prepare examples from your previous experience that demonstrate your grasp of each of these.

You’ll need very strong administration skills and be exceptionally organised.
You need to be confident dealing with customers and third parties like suppliers and tradesmen.
Employers prefer admin staff with a positive and happy attitude towards their work and the rest of the team. They don’t want unlikeable characters who bring drama to the workplace.
You’ll need to be able to use your initiative to get things done without constant guidance.
You should be an advanced user of Microsoft Office, particularly Outlook and Excel.
Some administration roles also involve aspects of marketing, in which case you may need familiarity with email marketing software, social media channels and design tools like Photoshop.

Typical interview questions for Business Support jobs

When you’re practising your responses to these questions, consider using the STAR technique, which provides a simple structure for answering questions.

► S = Situation – the context for your example story
► T = Task – the challenge you faced
► A = Approach – what you did to overcome it
► R = Results – how well your actions succeeded

Tell me about yourself and what motivates you.
Why do you want to leave your current role? Why did you leave previous jobs. NB – you should never talk negatively about previous companies or their management.
What specifically interests you about this role / our company?
Why do you think you are suitable for this position?
Do you have experience in all of the criteria listed in the job specification? If so, how much experience?
Give me an example of a time you went beyond the call of duty in a previous role.
Have you ever dealt with a difficult situation at work? Tell me how you handled it.
How do you organise and prioritise a busy workload?
What can you offer that makes you stand out from other interviewees we may meet?
How would your friends or family describe you if I asked them?
Do you have any current commitments outside of work which may affect your ability to do this job, or which may impact your attendance?’
What are your salary expectations for your next role?
Do you have any questions for us?

What not to do in your interview

Employers are looking for business support staff who are professional and organised, so you should avoid doing these things in your interview at all costs.

Don’t arrive late - always aim to be there 5 mins early, but any more than 10 mins is too early.
Appear as well presented as possible, with professional clothes, hair, make up and jewellery. Poor personal hygiene is very off-putting but overpowering perfume is also a no-no.
Don’t appear negative – avoid bad-mouthing or gossiping about your current or previous companies and fellow employees.
Always make sure you’ve done your research on the role and company.
Make sure you remember the name of the person interviewing them and smile when you greet them.
Administration employees need to be calm and professional in a busy environment. Going into too many details about your personal life or political views suggests you may bring ‘drama’ with you to the office.
Be confident but not overly arrogant.
Don’t focus too much on salary or benefits, such as holiday allowance or sick leave, particularly in a first interview. Concentrate on the role itself and the company.
It’s easy to talk a lot when you’re nervous but not letting the interviewer get a word in is definitely going to leave them with a bad impression.

Remember…

Attending an interview can be a nerve-wracking experience, but the more prepared you are, the more confident you are likely to be.

An interview isn’t all about the employer. It’s your chance to find out more about the role and decide if it’s the right move for you. So make sure you don’t get overwhelmed and forget to ask some questions of your own.

CPR can help

When you’re ready to look for a new business support job in London, CPR can help. We’ve got a great track record of matching candidates with their ideal roles and have a great reputation with our impressive client list. We’ll listen to your needs and treat you as a person, not a CV.

Contact our Business Support team on 020 7435 0309 or info@cpr.jobs .

Tips to stay mentally healthy at work

Tue, 05 Feb 2019 11:02:13 GMT

The first Monday in February is known as ‘ National Sickie Day ’ in the UK as it’s usually the day with the highest number of workers calling in sick! Excuses given tend to be colds, flu and food poisoning, but a poll by ITV showed that the true reasons were generally ‘feeling tired’ and ‘just didn’t feel like it’.

Disguising mental problems as physical issues is a very common work issue; it’s still much more socially acceptable to claim illness than state that you are feeling down and need a break. But with approximately 1 in 4 people in the UK experiencing mental health problems each year, isn’t it time we started looking after our brains as much as our bodies?

Jobs in property, particularly estate agency , are often prone to mental health issues. You can do your job perfectly, but your income can still be affected by unforeseen events, like a buyer suddenly changing their mind or a chain falling apart.

It’s not uncommon for estate agents to be verbally abused or treated badly by their emotionally vulnerable clients who are also under a great deal of stress. Spending a lot of your working life dealing with highly sensitive situations can be exhausting and take a toll on your mental and physical wellbeing. Mental health issues can also often be prompted by other life-changing events such as marriage, divorce, pregnancy or death.

The good news is that there are some relatively easy ways to boost your mental health and wellbeing.

Our tips to stay mentally healthy

Get more exercise

It’s a well-known fact that physical health is closely linked to mental health. Research from healthcare provider AXA PPP has shown that property workers are the least mobile in the UK; staying active for only 42 minutes a day, compared to the 1 hour 23 minutes average. Consider walking to work or appointments, getting a headset so you can move around on phone calls or going for a short walk at lunchtime. Here are some great ideas for getting more exercise at your desk.

Create better boundaries

Clearly separating your work and personal lives is one of the most effective ways to boost your mental wellbeing. We all need to work late sometimes to meet deadlines but try to make it the exception rather than the norm. Regularly working long hours can dramatically affect your work-life balance, but there’s also lots of research showing that it hinders your work performance and productivity. Writing a to-do list at the end of each day can also help you to stop thinking about work when you’re off the clock.

Take breaks

Did you know the average UK worker only takes a 22 minute lunch break and 1 in 5 don’t leave their desk at all at lunchtime? Stepping away from work for a bit may seem like you’re wasting time, but will actually boost your productivity, as well as helping to manage stress levels by giving you time to refocus. Reading a book, listening to music or going outside to get some fresh air are some of the most relaxing ways to spend your break, but if you haven’t got time then just make yourself a drink or chat to a colleague.

Be honest

60% of UK employees have said they would feel uncomfortable discussing a mental health condition with their employer but avoiding discussing problems is going to make it much harder to reach solutions. There are lots of adjustments you could make to your working life to boost your mental wellbeing, such as adapting your workload, shifting your hours or working from home, but these can only happen if you talk to your manager.

Get more sleep

Living with mental health problems can often affect your sleep, and poor sleep can have a negative impact on your mental health, creating a vicious cycle. We sleep fewer hours than ever before; 16% of adults in the UK sleep for fewer than six hours a night and it’s having an impact on our mental wellbeing. The key to getting more sleep is routine; going to bed at roughly the same time every night, waking up around the same time and doing the same things before you go to sleep. This helps your brain prepare for sleep automatically.

Consider changing jobs

If you’re finding the pressure of your current role just too much, are looking for a shorter commute or just want a change of scene, moving to a new job could be the right solution. At Collins Property Recruitment, all of our consultants work flexibly and we recognise the value of a good work-life balance. If you’re ready to make the move, get in touch on 020 7435 0309 or info@cpr.jobs .

The mental health charity Mind has many more great tips for staying well at work.

Interview Tips for Property Management Jobs

Tue, 22 Jan 2019 10:58:06 GMT

Whether you are a novice Property Manager, or looking for your next senior role, it’s equally important to take the time to prepare carefully before you attend an interview. Researching the role and company and preparing your answers to typical interview questions will give you the best chance of succeeding in the interview and help you be noticed.

Here are CPR’s top tips on preparing for Property Management interviews…

Types of Property Management jobs

Property Management covers many different sectors and you could be working for an estate agency, BTR/PRS firm, housing association or private landlord. Property Managers look after residents and safeguard the property, whether it is residential or commercial.

Typical roles in Property Management include:

Property Manager (Junior & Senior)
Head of Property Management
Estates Manager
Facilities Manager
Building Manager
General Manager
Survey Manager
Development Manager
House Manager

Responsibilities for Property Managers

Although Property Management covers a wide variety of roles and responsibilities, there are three key areas:

Maintaining financials

Property Managers are expected to set, collect and adjust rent for a property’s tenants, as well as maintaining detailed records of these transactions.

Managing tenants

Property Managers deal directly with tenants and manage leases, tenant screenings, evictions and complaints.

Ensuring property integrity

All scheduled and emergency maintenance and repairs for the property fall under the responsibility of the Property Manager.

What skills are employers looking for?

These are the skills employers would most like to see in interviewees for Property Management jobs. You’ll need to have examples from your work history to demonstrate all of these skills.

Very strong interpersonal and communication skills. Property Managers serve as liaisons between property owners and tenants and need to be able to communicate effectively.
The ability to manage budgets and maintain financial records.
Excellent customer service skills. Both tenants and owners need to be able to get in touch, express any concerns and trust that you will solve their issues.
Strong organisational skills and the ability to schedule and coordinate multiple tenants, residencies, works etc.
Negotiation skills to agree and manage leases and vendor bills and keep both tenants and owners happy.
You need to be very responsible and trustworthy, as owners are leaving their investments in your hands.
Any practical experience of handling repairs and maintenance issues is likely to be an advantage.

You’ll also need good IT skills and an understanding of marketing to help promote properties to prospective tenants.

Employers usually like to see some relevant industry experience. If this is your first role, consider looking for a trainee position or work experience to strengthen your CV.

Typical interview questions for Property Management jobs

When you’re practising your responses to these questions, consider using the STAR technique, which provides a simple structure for answering questions.

► S = Situation – the context for your example story

► T = Task – the challenge you faced

► A = Approach – what you did to overcome it

► R = Results – how well your actions succeeded

What previous property management experience do you have and what type of properties have you managed?
Tell me about a difficult situation you were in whilst a Property Manager, and what was the outcome. Would you do anything differently?
Why do you want to work for us and what attracts you to this industry?
Describe a time you've had multiple competing demands and you did you manage these?
Share an effective method you have used to communicate information to prospective tenants.
Tell me how you organise, plan, and prioritise your work.
Share an example of when you went above and beyond the ‘call of duty’.
Tell me about your last experience directing collection and payment of fees. Name a method you found effective.
Have you done any kind of personal development, such as training or research, in the last 12 months?

What not to do in your interview

These are the things you must avoid doing at all costs. Property Managers need to appear professional and organised, and all of these will leave the interviewer with a bad impression.

Arrive late – make sure you know exactly where you are going and plan your travel
Appear ungroomed – you need to wear professional attire and be well-presented
Have dirty shoes – a classic interview mistake! Make sure they’re clean and polished
Keep your mobile phone on – switch it off or put it in airplane mode
Forget to put enough money in the parking meter – if you have to rush out midway through an interview, you’re unlikely to get the job
Neglect researching the interviewer and their business – they will want to see that you have done your homework
Smell of smoke – this can be very off-putting in an interview room, so save the cigarettes until afterwards
Slouch in your chair – body language is very important in interviews. Sit up straight, make eye contact and smile!
Forget to take a printed copy of your CV – the interviewer will almost certainly have a copy, but it gives the impression that you are organised and prepared
Fail to have questions ready to ask the interviewer

Useful resources

Here are some websites that will help you brush up on what’s happening in the market:

Professional bodies

Association of Residential Managing Agents (ARMA)

Institute of Residential Property Management (IRPM)

Property Managers Association (PMA)

Association of Residential Letting Agents (ARLA)

Property news sites

Prime Resi

Estate Agent Today

Property Industry Eye

The Negotiator

Remember…

Attending an interview can be a nerve-wracking experience, but the more prepared you are, the more confident you are likely to be.

CPR can help

When you’re ready to look for a new Property Management job in London, CPR can help. We’ve got a great track record of matching candidates with their ideal roles and have a great reputation with our impressive client list. We’ll listen to your needs and treat you as a person, not a CV.

Contact our Property Management recruitment team on 020 7435 0309 or info@cpr.jobs .

Unexpected Things That Will Sell a House

Fri, 21 Dec 2018 10:50:10 GMT

We all know about painting the walls white and clearing out clutter, but some far more unexpected things can have a big impact on how easy it is to sell a house. Here are a few things you can recommend to your clients to help them sell their home more quickly and get a better offer.

1. Paint the front door black

The front door is likely to be the first thing a potential buyer notices and will set their first impression of the house, so it’s important it looks good. White, blue or varnished wood doors are all good choices, but according to research from US estate agents Zillow , homes with charcoal, smoky, or jet black doors sell for $6,271 more than expected.

2. Clean out cupboards

When preparing a house for viewings, it can be tempting for homeowners to stash their clutter out of sight in under stairs cupboards or closets, but prospective owners can’t resist opening up storage. Research from Vileda using eye tracking software showed that 80% of buyers looked in cupboards to see how big the storage space was. Spending time tidying up storage space is a better idea than cleaning the oven, as buyers hardly ever bother opening it up. If cloakrooms and wardrobes are cleared out to appear two-thirds full, it gives the illusion of ample storage.

3. Buy new towels

A trick favoured by home staging firms is to replace dingy old discoloured bath towels with new fluffy white ones, typically used in hotels or spas. This immediately makes a bathroom feel more luxurious and gives buyers a good impression, even if the bath suite could do with being replaced.

4. Wash the windows

According to a study conducted by Anglian Home Improvements , nearly a fifth of a house viewer’s time is spent looking out of windows, checking out the view and the neighbourhood. This means dirty windows are bound to be noticed and will give buyers a bad impression. Washing windows and removing any net curtains or blinds will also let in more light, making the space more appealing.

5. Descale the shower

This is something homeowners rarely think to do, but it’s an easy job that can make a big difference. Buyers often want to check the water pressure of the shower (no-one wants a feeble drizzle instead of a cascade). Removing any limescale that has built up in shower heads will help a shower flow freely.

6. Pick up the post

According to research by property website Rightmove , 29% of people viewing a house make the decision to buy before they get any further than the hallway. Making a hallway look inviting can give a house sale a head start. Post lying on the mat makes a home look abandoned and unloved, so ensure your sellers pick it up and put it away before viewings.

7. Keep the sign

It may seem counter-intuitive, but more sellers are choosing not to have ‘For Sale’ signs displayed outside their home. Many homeowners feel these signs are unsightly, encourage nosy neighbours to snoop around and could tip off burglars that the owners are frequently away from home. The truth is that signs are still an essential marketing tool; guiding viewers to the right house and attracting passers-by to view the property. According to the National Association of Realtors , 7% of owners bought their house because they saw a ‘For Sale’ sign – that’s 7% of potential buyers your clients won’t want to lose.

If you have any other tricks of the trade we haven’t covered, get in touch and let us know.

Interview Tips for Estate Agency Jobs

Mon, 10 Dec 2018 10:25:26 GMT

Once you’ve started your job search and are invited to interview, it’s absolutely vital to prepare thoroughly, whether you’re a new job hunter or a seasoned professional. Careful research and preparation are essential to a successful interview and could make the difference between getting your ideal new job or missing out.

Here are CPR’s top tips on preparing for estate agency interviews…

Types of estate agent jobs

Estate agents usually specialise in either the sales and/or letting & management of residential properties.

Typical roles in estate agents include:

Junior Negotiator (Sales or Lettings)
Residential Sales Negotiator or Manager
Residential Lettings Negotiator or Manager
Branch Manager or Assistant Manager
Area Director or Regional Director
Sales Director
Managing Director

What skills are employers looking for?

These are the skills employers would most like to see in interviewees for estate agent jobs. You’ll need to have examples from your work history to demonstrate all of these skills.

A confident, friendly and approachable manner to win clients and gain their trust
Negotiation and selling skills to make successful sales
Excellent written and communication skills and the ability to maintain good relationships with clients, colleagues and professional contacts
A focus on customer service to keep clients satisfied
Ambition, the ability to work under pressure and the drive to achieve sales targets
Basic maths skills and the ability to quickly calculate percentages
Strong organisational skills, as you’re likely to be juggling multiple properties
A willingness to spend time out of the office and travel (a full driving license is usually required)
An active interest in the property market

You’ll also need good IT skills and an understanding of marketing to help promote properties.

Employers usually like to see some relevant industry experience. If this is your first role, consider looking for some work experience or even weekend work to strengthen your CV.

Typical interview questions for estate agent jobs

When you’re practising your responses to these questions, consider using the STAR technique, which provides a simple structure for answering questions.

► S = Situation – the context for your example story
► T = Task – the challenge you faced
► A = Approach – what you did to overcome it
► R = Results – how well your actions succeeded

Why do you want to be an estate agent?
What qualities do you think an excellent estate agent needs?
What do you know about us?
Why do you think you’d be a good fit for our business?
Talk me through your industry experience.
Tell me about your best sale / biggest fee / best quarter / current pipeline.
How do you get on with your current manager?
What parts of your role do you find most challenging? Which do you enjoy most?
What industry software do you have experience of using?
Do you have experience of using the Internet and social media to sell homes? What about video or virtual tours?
Tell me about a time when you worked with a difficult client/seller/buyer. What did you do and what would you have done differently?
Tell me about a time when you made a mistake handling a customer. How did you fix the problem?
How have you found the property market this year and what do you anticipate happening in the residential property market over the next 6-12 months?

What not to do in your interview

These are the things you must avoid doing at all costs. Estate agents need to appear professional and organised, and all of these will leave the interviewer with a bad impression.

Arrive late – make sure you know exactly where you’re going and plan your travel
Appear ungroomed – you need to wear professional attire and be well-presented
Have dirty shoes – a classic interview mistake! Make sure they’re clean and polished
Keep your mobile phone on – switch it off or put it in airplane mode
Forget to put enough money in the parking meter – if you have to rush out midway through an interview, you’re unlikely to get the job
Neglect researching the interviewer and their business – they will want to see that you have done your homework
Smell of smoke – this can be very off-putting in an interview room, so save the cigarettes until afterwards
Slouch in your chair – body language is very important in interviews. Sit up straight, make eye contact and smile!
Forget to take a printed copy of your CV – the interviewer will almost certainly have a copy, but it gives the impression that you are organised and prepared
Fail to have questions ready to ask the interviewer

Useful resources

Here are some websites that will help you brush up on what’s happening in the market:

Professional bodies

NAEA Propertymark - the UK's leading professional body for estate agents

Arla Propertymark - The UK’s largest professional body for letting agents

Property news sites

Prime Resi

Estate Agent Today

Property Industry Eye

The Negotiator

Remember…

Attending an interview can be a nerve-wracking experience, but the more prepared you are, the more confident you are likely to be.

CPR can help

When you’re ready to look for a new estate agency job in London, CPR can help. We’ve got a great track record of matching candidates with their ideal roles and have a great reputation with our impressive client list. We’ll listen to your needs and treat you as a person, not a CV.

Contact our residential recruitment team on 020 7435 0309 or info@cpr.jobs .

Looking for a better way to work in recruitment?

Fri, 07 Dec 2018 10:20:04 GMT

Imagine getting up at the crack of dawn and cramming yourself on to the tube for another clammy commute to your traditional recruitment agency office. You arrive at work already exhausted and dreading spending another day chained to your desk. You won’t get home until late, giving you no time for family, friends or hobbies. You’d love a holiday, but just don’t feel you can leave your desk for long enough. Your employer doesn’t support you or your individual needs and constantly pits consultants against one another in an effort to boost company profits.

Sound familiar? There is another way! With Collins Property Recruitment, our associate consultants work smarter...

Choose your own hours and work whenever and wherever you like. Want to work part-time or compressed hours? Want to finish early, work from home or take time off to see the kids? Not a problem! You can take as much holiday as you need and work hours that suit you.

Even better, you’ll be able to earn more than you do now.... as our rates of commission are considerably higher than the industry standard!

With CPR you’re your own boss. We’ll give you the support you need, from advertising, marketing and invoicing to supplying office space and tools. We’re a well-known and esteemed brand in the property recruitment sector, with an impressive client list and a great reputation, so all you need to do is start placing candidates.

There are no targets, pointless KPIs or internal politics; you’re completely in charge.

If you have recruitment experience and are interested in learning more visit our Join team CPR page or call Barry on 020 7435 0309.

Be flexible about flexibility

Tue, 10 Apr 2018 08:08:17 GMT

If you are not already thinking about how your business can embrace flexible working, then you are likely to miss out on top talent as your business grows.

The ground is shifting under the feet of property companies, who need to understand that to attract new talent and stay at the forefront of the market, they will need to start reviewing their employment policies.

No longer is the working week bound by the 9-5. In fact, an article from The Muse predicts that by 2030, the majority of millennials will have adopted a flexible working schedule, with 77% of them currently agreeing that such policies would make the workplace more productive for their peers.

So, what does 'flexible' mean? Historically flexible working is a term that we usually associate with part time employment, but 'flexible' can mean anything from job sharing, working from home, compressing hours, staggered hours, phased retirement, and much more and is fast becoming an expectation, not a perk.

With lots of employees already working flexibly, employers should expect to be rewarded with happier, highly capable and diligent employees, who are more productive as a result of a more open-minded company culture.

Our clients, and all employers for that matter, need to start realising that they will get more from their employees if they can be afforded flexibility in the work place.

It’s not just the millennials that are demanding the flex, parents (dads as well as mums) want to have great careers and still be able to drop their kids at school, turn up for the parent meeting and not be frowned upon. There are lots of mums who worked in big jobs pre-children but without the flexibility find it hard to return and balance the two. Clever employers can take advantage of hiring senior, highly qualified and experienced women who want to work flexibly for the same cost of hiring a full time junior.

So, next time you are hiring, take a look at the job spec and ask yourself if it really requires someone sat at their desk 9-5 to do a good job. If you open your mind to flex, you could be opening the door to some great talent you might otherwise miss out on.

Good to know:

“Flexibility in the workplace allows employers and employees to make arrangements about working conditions that suit them. This helps employees maintain a work/life balance and can help employers improve the productivity and efficiency of their business.” - FairWork Ombudsman

JP Morgan Chase found that 95% of employees working in an environment where the manager is sensitive to work and personal life—including informal flexibility— feel motivated to exceed expectations, compared to 80% of employees in environments where the manager is not sensitive to needs for informal flexibility.

Preparing For Your Phone Interview

Tue, 19 Dec 2017 08:12:38 GMT

Interviews are always challenging. The pressure of having to put your best foot forward when the stakes are potentially so high can be stressful and nerve-racking. But as daunting as a ‘typical’ face-to-face interview can be, many people find that their less practised alternative, the phone interview, can be even worse.

The face-to-face interview at least has the benefit of body language inference, as well as a mutual give-and-take situation, prompted primarily by visual clues. Even email interviews have the upside of giving you time to formulate and reformulate thoughts and ideas before you present them to the interviewer. But the preliminary phone interview takes away both these visual clues and preparation time, making it difficult to ‘put your best foot forward’.

Obviously, the only way to deal with this challenge is to practice and prepare. Here are some essential tips for phone interview preparation:

Practice an appropriate register
Conduct practice interviews with family and friends, focusing on volume, pronunciation, speed, tone of voice, and length of response.
Preparing your responses to common questions
This will go some way to take the surprise factor out of the interview, and let you feel more at ease.
Preparing some questions of your own for the interviewer
It’s a two-way street, just like a face-to-face interview; expressing an interest in what the company can do for you is a sign of a conscientious and intelligent interviewee.

Although all these steps are helpful, no. 2 is perhaps the most so. In preparing responses to questions, you will ensure that you give appropriately timed answers – this is essential in a phone interview due to the lack of body language inference.

Typically, questions will boil down into three categories: about your background; about your skills/personality, and about why you have applied for a role at that particular company. Here are some examples of how you might go about preparing responses:

Q: How did you navigate a challenge that came up in your previous employment?

In answering this question, you need to locate a challenge you faced, explain specifically how you dealt with it (demonstrating a skill), and what you learnt from the experience.

Q: What is your preferred working environment?

This relies on you having specific knowledge of the company culture and working environment. Obviously, you want to be honest, but answering that a huge office suits you perfectly when the company is a small start-up isn’t going to work. You also need to make sure that you can reflect on the working environments in your previous roles, and how they played a part in what you liked/didn’t like about those roles.

Q: What can you contribute to this company?
Again, you need to research the company’s goals, and then briefly explain how your skills could further them. You also need to provide some hard evidence for your ability to add value, so citing an example of having done so in a previous role with data is key.

So, although phone interviews can be stressful, and constitute an intimidating first stage before the face-to-face interview, there are ways to lessen their difficulty. Good preparation can only get you so far, however, as no employer is looking for someone to rattle off pre-formulated answers, but as a way of reducing nerves and getting to grips with how to handle the situation, it’s essential.

Rebuilding after the Great Fire

Tue, 05 Sep 2017 09:54:45 GMT

After the Great Fire of London, the city was in disarray. Charles II pushed for evacuation of homeless refugees from the city, fearing a rebellion of workers who had lost family members and their jobs. Even before the fires had settled down, street violence broke out between Englishmen and the much-feared French and Dutch, whom the former blamed for having started the fire. Dozens of churches were burned to the ground, along with St. Paul’s, Guildhall, and The Royal Exchange.

And so, once civil unrest had died down and the dead and wounded were being treated, parliamentary attentions turned towards plans to rebuild. There were three key proposals made by three learned men: John Evelyn, a gardener and diarist; Robert Hooke, a polymath specialising in what we now call natural science, and Christopher Wren, also a scientific polymath with a flair for architecture. All three were highly esteemed academics who were in contact with, or were part of, the Royal Society.

None of these plans were accepted. London was rebuilt almost exactly as it had been before the fire, layout-wise, due to the legal difficulties of revoking tenures in order to build across what was once someone’s home. St Paul’s was famously re-designed by Wren, but his layout plans weren’t adopted.

But what if one of these plans had been accepted? London would surely be a very different city from the one it is today.

Under John Evelyn, London would have become a beautiful garden. He presented this plan directly to King Charles, describing how the gardens would be interspersed with piazzas, as well as being completely free of pollution. London’s walls, declared Evelyn, would keep pollutant trades out of the city completely. In a modern context, the biggest difference would be the lack of motorised road vehicles. No cars, no buses, no motorcycles. It really is hard to imagine.

In addition, the Port of London would be moved to the South Bank, while streets would become much wider (as is the case in many modern European countries). St. Paul’s would be the centrepiece of the city under Evelyn’s plans; that much, to an extent, is so.

Robert Hooke had a much less idyllic vision in mind, but by no means an uninspired one. An expert in geometry, he wanted London to become a perfectly-aligned grid of exact squares. This would have required a complete overhaul of the damaged area, thereby erasing the previous streets. Such a vision was and is very practical had Hooke been designing a city from scratch, but for a rebuilding project, it simply required too much manual and legal work. The effectiveness of the grid system can be traced throughout history; the Romans used it for land measurement, and it can still be found in modern cities like New York and Washington D.C.

Like John Evelyn, Christopher Wren wanted St. Paul’s to be London’s centrepiece after the rebuilding, but his designs had a lot more in common with Hooke’s. The King’s Surveyor of Works, he hoped to win royal assent by pushing for a largely geometric layout, but with angular roads cutting through the grid system. Much like Roman roads, these were straight and wide, going on for great distances and providing easy access to outer London areas. Most drastically, he sought to clear and then reposition London Bridge. Even though his redesign plans were refused, however, he and Hooke ended up heavily assisting the rebuilding process.

Of course, even if one of these three plans had been implemented, it may have later been superseded by another redesign in the ensuing 400-odd years, but the effect it could have had would still be seen in London today. London would be a completely different city. But even in 2017, it still largely retains its pre-fire layout, and that’s a source of some wonder.

The above photo is a map, drawn up shortly after the fire, of Christopher Wren’s London

Choose CPR for a recruitment service as individual as you are

Fri, 04 Aug 2017 09:57:50 GMT

We form strong collaborative links with and between clients and candidates, doing everything we can to understand them and meet their expectations. We also pride ourselves on providing unique opportunities to candidates, ranging from estate agency and residential development, to business support and property management/investment.

CPR possesses a sophisticated client base and an impressive group of candidates, all of whom benefit from our experience-led consultancy service.

We’ve been recruiting property job across London since 2005, and over that period, we’ve seen what to do, and what not to do, learning from it all.

Our team will not place a candidate unless we are absolutely sure that they are perfectly suited for the role, and the organization as a whole. Similarly, we will not represent a client unless we’re absolutely sure of their ethics and values.

The importance of a detailed job description

Thu, 27 Jul 2017 10:16:00 GMT

For some employers, writing a job description for a role they wish to fill is a given; they do it as a matter of course. For others, surprisingly, doing so is less obvious. In our experience, some employers have to be prompted, and a some even refuse to supply one.

Why, then, is a job description so important?

Because a highly detailed job description will attract more suitable candidates
It acts as the basis for the job advertisement, and employer interview questions
Establishes what is and what isn’t the potential employee’s responsibility
Provides a basis for the employee working their way up the company ladder

It’s in a company’s best interest not to spend unneeded time on processing unsuitable candidates, and that’s what a lack of a detailed job spec will produce. In order to receive applications only from those whose ‘soft skills’ and personality requirements match the company’s, the job description must establish the need for more than simply ‘good communication skills’. Instead, including something like ‘experience with group presentation work’ or ‘ability to speak two or more languages’ could be a good way of finding only those with evidence of the required communication skills.

The job description also enables the potential lines of inquiry at interviews. For example, the job spec mentioning a preference for someone who can use programming languages allows the interviewer to ask someone who says only that they have ‘strong computer skills’ on their CV, if they can speak Java or Swift. Good job specifications therefore hone the interview questions so that finding the perfect candidate is far more achievable.

Moreover, the job specification lets the candidate know what would be expected of them in the role. Not only is this useful for the candidate once he/she starts working (see above, points 3 & 4), but also for keeping legal records. Having a job description is so important in the event of an employee filing a lawsuit. Simply as damage limitation, then, the job description has some purpose. When coupled with all the advantages set out above, it becomes something near-essential.

Clearly, a comprehensive job description benefits both the candidate and the employer. All it takes is setting aside a small amount of time now to better your company later.

The purpose of the interview

Tue, 18 Jul 2017 07:50:26 GMT

Throughout the interview process, it can surely be tempting to ‘vet’ potential employees until you’re blue in the face; after all, you need to be almost certain that they can and will fulfil the role required of them. Regardless of someone’s glittering CV credentials, or their self-professed ‘keen, analytic mind’, an employer cannot in good conscience hire someone who seems at all likely to clash with company culture.

It is therefore the job of the interview to understand and assess the person behind the CV:

Are they humble and down-to-earth despite their past achievements?
Can they think for themselves?
Are they after more than just a plum salary?

However, rather than bombarding the candidate with notorious hypothetical questions about how many banana skins it takes to go around the circumference of the Earth, the good interviewer seeks to answer the above questions through gauging two broad aspects of the person sitting opposite from them:

Their work ethic and skill
Their personability

These traits are simple, but assessing whether someone possesses them is not. While the former is more easily determined than the latter, depending on the job, being personable can separate someone who is merely the fulfilment of a job description from someone who goes beyond what is expected of them, and benefits the health of the company as well as its explicit success.

Consequently, we suggest a minimum of two, and occasionally three, interviews in order to discover whether or not someone possesses both the ability to work and to cooperate with others. Three is more appropriate when interviewing for senior and management level roles.

The first interview should include very little discussion of work-related matters, existing purely to assess compatibility between the candidate and the interviewer. While this offers a glimpse into the candidate’s personality, it also allows the candidate to relax in what is normally a stressful first encounter. The applicant can therefore, crucially, assess the employer. After all, an interview’s no one-way street; the potential employee knows what he/she wants from a company, but it’s difficult to judge the company in question without having some personality shining through from the interviewer.

If the first interview is successful, then the interviewer has had an indication of the candidate’s personality. After this exploratory work, the interviewer needs to delve into the CV with the candidate, and thereby assess how well they could perform the given role. This is the only aim of the second interview.

Now that the candidate’s one-on-one personability and their workability have been established, their ability to thrive in a group setting should be assessed. As such, the third interview (advisable, not essential) could simply take the form of a meal or a drink with the candidate and their potential colleagues. Now that the work-dedicated second interview has taken place, the candidate can hopefully relax, allowing you to assess their true personality and, thereby, their compatibility with company culture. The team themselves represent this culture, meaning that they too can judge their potential new teammate’s suitability on a social level.

If the candidate is suitable for the job, then these two/three interviews will have discovered that they possess both workability and sociability. Even when conducting three interviews, the casual nature of the first and last means that the candidate is not left exhausted or intimidated, and the company has still been able to assess them in sufficient detail.

In summary, both the interviewer and the interviewee benefit from this type of interview process. Surely, then, it is in a company’s best interest to try and make interviews enjoyable and well-planned.

The top 9 signs that it really is time to leave your job

Tue, 18 Oct 2016 07:55:17 GMT

You don't get on with your boss. This could be for a number of reasons: they are not clear with their expectations, they don't answer your questions, they don't listen or encourage your contributions, they take credit for your achievements or even worse they're a bully.
You don't feel valued. Again this could be for a number of reasons: you're not being paid enough, no one appreciates what you do or the extra work you put in. You're constantly overlooked for promotions and you're not being recognised for your achievements.
It's making you ill. You dread going into work every day and you constantly feel under the weather. Problems like migraines, insomnia, depression, anxiety or frequent infections or other illnesses are all signs that your job could be damaging your health.
You're not challenged. You'd like a chance to use some of the skills you've developed but are being held back. Maybe you've accomplished everything you set out to achieve in the job and feel you have taken full advantage of all the learning opportunities available to you. Your day to day tasks now feel boring.
No room for growth. If there's no chance of a promotion or to take on more responsibility and no increase in salary, then it's time to move on.
The culture isn't right for you. They might be perfectly nice people but if there's no-one you look forward to having a chat with or you don't feel you can be yourself, then it's going to be a very lonely place to work.
The company is in trouble. If you can sense things aren't going so well, it's better to look for a new job before you are forced to. No matter how loyal you are, that won't pay your bills.
A better opportunity comes along. It's flattering to be approached or headhunted but it might not necessarily be a better job. Weigh up the pros and cons of each job - if the new one comes out on top then go for it.
You can't rely on your team. Are other people's mistakes or incompetence effecting the quality of your work or your working relationships? It might be people in your team, management or even your clients. Whoever it is, if you've tried to work it out and you're sure it's not really YOUR fault, then it's going to be very demotivating for you to stay there.

If you can say YES to two or more of these signs, then it may be time to make a plan. Please feel free to give us a call on 020 7435 0309 to have a chat or arrange a no-obligation career consultation or you can email your CV to info@cpr.jobs

Alternatively, have a look at the current vacancies on our website.

Why service rules at Get Living London

Tue, 16 Aug 2016 07:59:24 GMT

By Neil Young, Chief Executive Officer, Get Living London

Neil is CEO of Get Living London, the owner and rental manager of the private rented homes at East Village, the former London 2012 Athletes' Village.

Prior to his role at Get Living London, Neil established Young Group in 2003 with the overarching aim of delivering a level of service that the founding Directors were unable to find when seeking residential asset management advice and lettings and management services. Together with his team, Neil focused on the growth of Young Group's strategic and operational consultancy services, advising large scale private investors, corporates, institutional investors and housing associations looking to enter the PRS.

A fervent supporter of raising professional standards in the residential property sector, Neil is regularly asked to share his views on the sector at industry events and conferences and with the national press and broadcasters, including BBC Radio 4, BBC Radio 5, The Financial Times, The Times and The Telegraph.

When I first ventured into the property business over twenty years ago, I was surprised how customer service appeared to enjoy low priority within the sector. Coming from a background in hospitality, this seemed particularly strange to me as I have always known the importance of treating your customers well and the value this can add to your company.

I believe there is a direct correlation between this lack of focus on service and the reputational challenges often faced by estate and letting agents.

Get Living London was founded on my belief that choosing your next home should be akin to the best retail experience - the fact our Welcome Office is right next door to Westfield keeps us on our toes. Equally, we also hold that dealing with the people who manage your home should be comparable with good hotel service.

Our suitably high-profile first project has centred on the brand new London postcode of E20 - transforming the former Athletes' Village into our first community of renters, East Village.

Providing top-quality service to both prospective renters and current residents has been key throughout. This starts with the application process, where we believe in giving fair and honest advice to our prospective residents from the offset. We charge no fees and provide secure three-year tenancies with resident-only break clauses. We rent straight to our residents, making it straightforward and convenient.

Our service doesn't stop once the contract is signed. We provide all our residents with a personal service, taking time to get to know them with access to a member of our on-site relationship management team. We also encourage residents at East Village E20 to personalise their homes - they can paint and decorate their properties as they wish to make them feel at home. We also run regular events so people can get to know each other and feel a real sense of community.

Above all, we carry out regular research - talking to one hundred residents every month to find out what they are thinking and how we can help them. What's more - we reward our own people using customer satisfaction scores rather than sales figures.

Our commitment to providing a dedicated, honest and understanding service for our residents from the offset is what has made Get Living London so unique and has helped us stand out as an innovator in the Private Rented Sector.

Recent awards include being voted Private Landlord of the Year for the second year running at the RESI Awards, organised by Property Week.

Ultimately there's no better judge of our services than our own residents. More than 80 percent of our residents rate the experience they receive from us as being good or excellent, which really helps our referral rate from current residents with an average of over 20 percent of our tenancies coming about via a recommendation from an existing resident.

The success of our venture shows that it really does pay to go the extra mile for your customers.

Employers: Why it's important to see your vacancy.

Fri, 12 Aug 2016 08:04:08 GMT

The best candidates are vetting employers as much as being vetted by them. Selling the role, the company, the culture, and your USP's against what the competition is offering is crucial.

After all, attracting what we call the 'job drifters' or even worse 'the mediocre' rather than the best talent, who feel passionate about contributing to the growth and efficiency of an organisation, can turn out to be a huge cost and a waste of time.

What you need to know and be clear on before you start the search:

• Be clear about what you believe are the best things about working for the Company. If you can't think of any good reasons, why should they want to work there? Are you all passionate about your work? Do you celebrate success? Do your employees feel valued and noticed? Is what you sell something special?

• Understand your product, your brand and its strengths in the marketplace. Top candidates are attracted to â€œBrand Reputationâ€. The company with a great brand will make them proud to work there, attract more talent, and look great on their CV. If your brand identity falls behind the competition, you'll need to be imaginative in the way you sell the company and the opportunity.

• What makes you a great boss? Are you happy to answer people's questions? Interested in their careers? Friendly and supportive? Are you passionate about your own work? Are you clear about setting expectations and objectives? Do you recognise people's achievements?

• What's the team like? Will they welcome the new arrival (why do leaving drinks and not do joining drinks)? Who does what? How do they help one another succeed?

• The job description. Many job descriptions sound more like a death sentence. Just a line or two about the company culture, office environment or potential growth prospects can make the world of difference to attracting the best candidates. It can tip the balance hugely in your favour.

• Is there room for growth? Many candidates are passionate about the possibility of growth, but often, individuals are just looking for a company they look forward to coming into each day, where they work hard, and at the end of the day, go home to live their own lives. Be clear about what sort of candidate this role needs.

• The package. What's the salary on offer? How's it made up i.e. basic, commission and/or bonus? Car or allowance and parking? Holiday allowance and working hours? Pension, Private Health and/or Cycle to Work schemes? Non-monetary incentives i.e. trips abroad, extra days off, summer Fridays and breakfast club! Be prepared to give more holidays, flexible hours and better incentives if you can't afford to pay what your competition is paying.

Finally:

• Working with a Recruitment Consultant. Clear lines of communication are vital. This is a two-way process. The consultant has to sell your job to the best candidates. A visit to your place of work from the consultant is also essential. Great recruiters know it's not just about finding someone with the right skills, it's about finding someone you can bear to sit with all day, who fits in right away, and starts contributing from the off. Transferable skills, charisma and desire are invariably as important as industry knowledge!

Customer service still a valued commodity in the lettings market

Tue, 19 Jul 2016 07:39:55 GMT

Tim Hyatt from Knight Frank talks to Collins Property Recruitment about the importance of customer service and good client relationships at a time when the London residential market is getting tougher, online agents becoming more prominent and estate agents will need to raise their game

Maintaining an incredibly high level of customer service is never easy, but it has never been more important as a means of outperforming the competition and keeping your brand on top. The lettings market is a very good example of this, regulated as it is by 108 different pieces of legislation and subject to a high level of competition.

One of the most important factors in providing an excellent level of customer service is responding to tenants and prospective tenants as quickly as possible, if not immediately. Understandably, tenants can be fickle in the current market and if they do not feel looked after they will seek out another agent very quickly.

For people looking to rent, I would always recommend seeking out agents that are members of the Association of Residential Lettings Agents (ARLA). Tenants will often have quite a high level of expectation in terms of what will be delivered so to avoid disappointment it is crucial to look for the best agents that have committed themselves to attaining the highest level of lettings expertise.

With regard to what makes a good agent, empathy is hugely important. People rent property for a wide range of reasons, some of which are due to unfortunate or unusual circumstances. These require an understanding of what the person is going through. This can be anything from helping them to relocate to a new country to finding them a place to live as a result of a divorce. Being able to adapt to the particular circumstances of the client sets the best agents apart.

Our success at Knight Frank is built on a fantastic brand which is underpinned by the quality of our people and - as a result the high level of service we provide. Our agents deal with an ever-diversifying group of people, including 72 nationalities, and as a result need to manage and appreciate the different cultural expectations that come with renting a property. This is not an easy skill but it is something we place great emphasis on.

Although a lot of time is spent with tenants, agents must remember that the landlord is their client and will rely on them to represent their best interests. Giving landlords good advice based on market evidence and robust research is a crucial part of an agent's job. In particular, landlords need reassurance that the agents can be trusted as the house they are letting is quite often a primary asset.

Ultimately, agents that do not look after tenants will lose business and struggle to create or sustain a positive reputation. In a market that is both highly competitive and also still relies heavily on word-of-mouth, companies cannot afford to cut corners on quality customer service.

Tim Hyatt is a Partner and Head of Lettings at Knight Frank. For more information visit http://www.knightfrank.co.uk/

Brexit: The thoughts of a seasoned property recruitment expert

Mon, 27 Jun 2016 07:33:01 GMT

As a country it does feel like we're going through or about to go through some uncertain times regarding our politics and our economy. We look weak and vulnerable to our allies and more worryingly to our enemies too. The sooner normality is resumed and a new and credible leader is found the better for all! It is concerning how the frontrunners of the leave campaign mislead so many people, and now it seems that many of them are in fact regretting their choice. It also baffles me why so many just thought about themselves and not about the future of their children and their children's children. I believe that in many cases a vote to leave was based on people not liking or agreeing with David Cameron and the Conservative Party policies and had little to do with the European Referendum.

Clearly I'm saddened and disappointed with the result of the EU referendum. However the people have spoken and we must respect the result. There is no point, and little to be gained, by worrying about something that in all probability we are unable to change now unfortunately.

Going forward we must work together to ensure that opportunities are not lost and businesses do not suffer. People still want to travel, eat out, shop, buy and sell houses, find and change jobs etc. and I urge us all to unite during these uncertain times, remain positive and do everything we can to carry on our business as normal. More than ever before, now is the time to put down your laptops and pick up your phones; engage with your customers, reassure them of your presence and expertise and continue being positive and upbeat when promoting your products and services.

Positivity will prevail!

Is personal or team commission best?

Mon, 01 Feb 2016 07:30:25 GMT

For as long as I can remember, there has been a debate about the merits of individual versus team commission. So which is best?

The advocates of individual commission say that it allows them to attract and retain the best people in the industry. This is true but paying individual commissions can create a whole raft of other problems. The first is that it is sometimes very difficult to determine who was responsible for producing a sale. Was it the negotiator who originally registered the applicant, the one who persuaded them to view the property, the one who conducted the viewing, the one who negotiated the offer or the one who saved the sale when it was about to go wrong? It is quite common for these things to have been done by several different people.

The second problem is that individual commission can cause negotiators to give poor service to customers that will not earn them a fee. During a mystery shopper survey, we found a sales negotiator who just put the phone down on callers who wanted the lettings department because he didn't get paid to deal with them properly.

The third problem is that regular disputes over commissions can cause friction between different members of the team. Sometimes the working environment becomes so poisonous, the good staff leave because they cannot stand it any longer.

Team commission fosters a much better working environment but it causes its own problems. It is much easier for poor performers to hide their results. It is easier for lazy staff to coast and the team can become quite resentful if they think that other staff are not doing their fair share of the work.

So which is best? My own preference in most parts of the country is for team commission but with individual targets and prizes for outstanding performance. Several of my clients operate such a system very effectively and it seems to strike a good balance between teamwork and individual recognition.

The exception is Central London where individual commission is so prevalent that you may have no choice but to accept it. If you do, you will need a strong manager to ensure that all callers get an acceptable level of service. You will also need to treat commission disputes fairly.

With these provisos, either system can work well but I am seeing a slow move away from personal commissions in most areas of the country and it seems likely that this trend will continue.

Adam Walker is a management consultant, business sales agent and trainer who has worked in the property sector for more than twenty-five years.

www.adamjwalker.co.uk

Personal or team based commission: which gets the best results?

Sun, 15 Nov 2015 07:26:07 GMT

I am often asked the above question by estate agents who seem to think that choosing the right pay scheme for their staff will automatically result in increased performance and a huge uplift in revenue.

These agents are also likely to be those seeking the Holy Grail of a canvassing letter that will have clients falling over themselves to give them their business based on a magical single side of A4 or glossy postcard landing on their doorstep!

My answer to the commission question often disappoints as I simply don't believe that pay schemes in isolation will manage performance, good, bad or indifferent. Any more than sticking a few leaflets through doors will be a guarantee of marketing success.

People need managing, motivating, directing and challenging.

Incentivise and reward of course but remuneration is always a poor second to how somebody feels about working for you, whether they feel recognised, whether their career and personal needs are being met by what you have to offer.

After all, it is not always the commission paid staff in a business who are the most committed or even the most successful.

Maslow's hierarchy of needs stated that people need physiological and safety needs first. Put simply they need to survive, they need security, to be able to feed themselves, live somewhere and clothe themselves.

Then come social and self-esteem needs. Interaction with others, friendship, love, together with recognition, respect and status.

Finally comes self actualisation. The fulfilment of personal potential, growth and success.

A good pay scheme will provide a combination of incentive and reward whether on a personal or team basis. It should also have some security built in. It is however how individuals are managed that gets the best out of them.

Pay schemes that reward the 'top performers' and punish 'weak performers' show no better outcomes than schemes where everyone shares in the team success.

I believe that people are far more motivated by success and recognition than money. It is crucial that managers encourage and recognise performance both good and weak. Everyone in a team knows who the good people are and, if poor performers are not managed, it will be the good performers who leave. Weak performers can, in many instances, be helped to become good performers.

Estate agency is a team game and, like a football team, they need to play as a team. A team of OK players will often beat a team of superstars by playing as a team rather than as individuals.

Of course, success should be rewarded and a business can pay more out of the top slice of income than the bottom slice. But beware, businesses shouldn't just keep loading incentive and reward on top of each other as very soon remuneration will be out of line with income.

What percentage of your turnover is paid out in remuneration? 40%, 50%, 60%, more? If it is at the higher end of these numbers than it is likely that your performance is not at a level commensurate with what you are paying to achieve it. This is likely to be a performance and management issue not a pay scheme one.

To conclude, remuneration schemes are clearly important but not in isolation. They should be looked at holistically as part of the business performance management approach.

Michael Day MBA FRICS FNAEA

Michael Day is the Managing Director of Integra Property Services and has forty years experience in the residential property industry (he says he started when he was three!).

Michael is a Fellow of the Royal Institution of Chartered Surveyors and National Association of Estate Agents and holds a Masters degree in business from Reading University.

Michael provides a range of business mentoring and consulting, sales, management and compliance training and marketing and social media support.

Michael is also a Director of traceWise a property owner data business and supplier of online ID checks for money laundering compliance.

Michael can be contacted on 01753 889287 or 07717 295369 by email at msd@integra-ps.com or via his website at www.integra-ps.com

Be a kick-ass candidate!

Wed, 16 Sep 2015 07:17:58 GMT

Are you serious about landing that dream job? With every job now over applied for, it is so important that your CV stands out from the rest. Clients want to see a high level of presentation in a candidate CV to ensure they'll become the ideal employee. Make sure you are a strong contender by reading our top tips.

Want to work in property but don't have previous experience?

Wed, 09 Sep 2015 11:28:57 GMT

You could genuinely be working in the property industry, earning anywhere from £30,000 to £50,000 using the skills you already have!

A misconception held by many is that to succeed in the residential property industry, it is necessary to have heaps of previous experience and specialist knowledge, when in fact the principal requirement for the majority of residential property companies is to have a team that possess and can apply basic business and communication skills.

So what are the requirements for a role in the residential property industry? If you have ever been discouraged from applying for a property job because of a lack of experience or industry knowledge, you needn't be. Our clients are seeking well-rounded candidates and their wish list is not limited to how much experience a candidate has within the industry. Clients are looking beyond this and deeper into how the candidate will benefit the existing team and, more importantly, how the transferable skills that they have can add value to the business.

Nothing is more valuable to companies right now than candidates who present a fresh outlook and display a willingness to learn. Our clients are saying good riddance to humdrum CVs that they see time and again and are welcoming new blood and different skill sets with open arms. They are looking for candidates that have valuable skills from previous roles. Whether it's customer service from three years' reception experience, or sales from one year of selling cars. If you have a talent for organisation and a flair for sales, then a career in residential property could be the right path for you. Clients simply want to see a candidate's ability to provide a high level of communication and excellent customer service; skills that are applicable and desired in any field of business.

Frequently, clients approach me disheartened by the quality of candidate previously put in front of them. Candidates who have floated around the property industry for some time may not present as broad a set of skills as new candidates who display potential to evolve into a valuable team member. This is because, more often than not, experienced candidates have developed poor habits, preconceptions and regimented beliefs from their experiences from previous positions. However, in an evolving industry, candidates that can adapt and grow with the changes in the industry, who enter with an open mind and a versatile skills set, are the ones coveted by our clients.

A well-documented catch 22 of the recruitment process is that many jobs require industry experience, but if you can't get a job then how can you build up the necessary experience? Well perhaps we need to reconsider what constitutes 'necessary experience'. If you can plan and manage a corporate event, serve tea at 35,000ft whilst managing the demands of 300+ passengers on a 12 hour flight, sell a car or a holiday, then why can't you sell a house? Just because your experience doesn't currently lie in the property sector, that doesn't make it any less relevant or useful to potential employers.

The property industry brings with it many challenges, and to succeed it is vital that candidates and clients approach it with a fresh and pragmatic outlook. Open minded candidates with transferable skills can help clients achieve their goals and bring new energy to the company and the industry. If you reach out and grab those opportunities by the horns, there's no reason why you can't succeed in the industry.

If you'd like to find out more, get in touch on 020 7435 0309 or info@cpr.jobs.

The importance of hiring the right staff

Tue, 28 Jul 2015 07:08:14 GMT

At Collins Property Recruitment we are passionate about providing our followers with industry insight. We are delighted that Stephen Brown from SJB Consultancy has put together the following blog for us explaining how staffing is a critical factor in any business.

The importance of hiring the right staff.

It is people that make a business no matter how amazing your offer is. Everyday I feel privileged to be invited into businesses to help them with a variety of issues. The teams that I see succeeding are those that embrace the changes I propose and are driven to work together to succeed. But these qualities are not stand-alone. The successful teams are also warm and great to be around.

Building the right team that works together as a strong and cohesive unit is not something that happens by chance. It is through hiring the right staff, making sure their skill set complements those already in the team, and more importantly making sure their personality does too. Clashing personalities can destroy a team dynamic and productivity, which in turn could negatively impact on the business.

It is often said that it is best to hire on attitude, rather than experience and I couldn't agree more. You can always teach skills and your way of working. However, a warm and infectious personality is an asset in a people business such as property, as long as it's combined with a strong work ethic. A client's first impressions can affect your reputation. You need to know the person you hire will represent your business in the manner you and your clients expect.

Steve Jobs famously said 'The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.'

A friend of mine had a viewing last week to see a property and her first impression of the company has left a lot to be desired. Why? Because the gentleman conducting the viewing made a bad first impression. 'We were waiting to view the property and the agent was nowhere to be seen. We then noticed a man dragging himself towards us rattling keys. There were no introductions, he just started to find the key for the door. I had to ask if he was indeed the gentleman we were waiting for and he just replied with a grunt. I had never met with this agency before and this was my first impression. I came away thinking they were unprofessional and not someone I wanted to do business with.'

Although my friend only met one person, her impression extended to the company as a whole.

Reputation is a hard thing to achieve in business and occurrences such as that above could destroy your reputation in a single moment. It's not only how your staff behave during working hours but also outside. In our social world, our behaviour can be commented on and shared at a click of a button for the whole world to see. Although you don't want to dictate what your team can or can't do in their personal lives, many business now undertake research before an interview on a candidate's social profiles to ensure there is nothing that could damage their brand through association.

Hiring the right staff is so much more than a person to fulfil tasks, the right person will be a brand ambassador promoting your company with their family and friends. They will embrace your company culture and want your business to succeed. If you build a company people want to work for, then the right staff will find their way to you.

Clients - Have you shined your shoes?

Wed, 22 Jul 2015 07:03:11 GMT

In previous years the employer dominated the recruitment process, enjoying the consideration of a wide choice of candidates for any given position. This position of strength has seen candidates pandering to employers, pulling out all of the stops to get that sought after job. However, there has been a dramatic shift in the property industry to a more candidate-led market and the balance of power is now far more even, to the point that it is now the employer who needs to impress the candidate!

Candidates with the right skill sets have a lot more control of the recruitment process. They are receiving multiple offers and are able to decide which employer they want to work for. As a result, the candidate now has much more influence in the interview process and only the clients who are fulfilling their side of the bargain are gaining the best workers.

The modern day recruiter now has to concentrate on what they have to offer. Candidates no longer consider employment as just a job, but more a lifestyle choice, requiring compatibility on more levels than just the job description. Emotional understanding and the certainty of a secure position are among the primary requirements of candidates today. Candidates are searching for a role that challenges them and will support their personal and professional development. It is not just a matter of how well candidates fit into the client's specifications any longer; it is vital now for clients to satisfy the needs of the candidate.

The emphasis is on employers to offer a desirable proposition. We are all aware that a candidate should communicate with open and positive body language, engaging eye contact and convey a positive attitude, but has anyone ever questioned that of the client? It is essential to portray yourself and the company reputation in a positive light, to speak with animated energy and represent the brand with an honest yet inspiring attitude. Look at it as a sales pitch; if you are not enthusiastic about what you are selling, how do you expect the buyer to be? You need to generate excitement in the candidate at the prospect of being part of a dynamic and successful company and instill the trust that they will be a valued member of a passionate team. This will create the right impression and pave the way for a successful interview.

It is not merely the role itself that influences the decision of a candidate. As cliché as it may sound, it is the whole package. A candidate will construct their first impression based on the surroundings they enter into. It may not be top of your agenda, but the cleanliness, design and layout of your office will have a huge impact on a candidate's decision. Spending about eight hours per day there, the office environment and culture is crucial to a prospective employee. It's no lie that a well-designed, spacious, clean office creates more productive, happier employees so make sure the office is well prepared before an interview!

How you, as an employer, present yourself will establish rapport with the candidate and how they perceive you will dictate how they will relate to you as an employer. Disorganisation instantly illustrates to a candidate that you are not ready for the interview, let alone ready to provide a winning job and a secure career. We've all heard those horror stories of candidates sent to the wrong address or the interviewing director absent at the arranged interview time. As much as the candidate is trying to impress you, it's as important that you impress them too.

So if you're intent on attracting the best candidates, you need to make the necessary preparations to compete in today's candidate-orientated market.

The Resignation: What to expect when you leave a job

Tue, 07 Jul 2015 06:52:30 GMT

Resigning from your job can be a difficult decision, but it's one that nearly everyone has to make at some point. In this article, Warren Kemp, MD of Recruitment Matters International, goes through what you can expect after handing in your notice.

Announcing your resignation can be uncomfortable, but, handled well, both parties will be better off in the long run. When you quit, it's important to stay professional, graceful and tactful. Wherever possible, give adequate notice to your employer, write a formal resignation letter, and be prepared to move on as soon as you've submitted your resignation.

Feelings

You initially considered changing companies because your present position can no longer offer the growth potential to match your experience. It is true to say that your present company has helped you progress professionally and as a result, you may feel uncomfortable resigning. You will be leaving fellow managers and colleagues. You may even see some of them out of work as social friends. These people may have been instrumental in advancing your career. All or some of the above may make you feel uneasy, but there is no need to burn bridges.

What can I expect when I tender my resignation?

Your company will be sorry to lose you. You have contributed to their sales and profits. You are probably involved at the moment in a project within your workplace that requires your talents. Put yourself in your boss' position. What would you do?

The Counter Offer

It is natural to resist change and disruption. Your boss will be no exception. He will want to keep you and will attempt to do so with a counter offer. In his eyes, your acceptance of a new job is definitely a mistake.

Counter offers have many variations:

"This is confidential and I shouldn't really be telling you this, but we were looking at promoting you in the next six months."
"We will match your new offer and put it into effect next pay day. I had meant to review it anyway."
"Don't make a decision now, have a think about it and we'll sit down next week and discuss it."

Implications of the Counter Offer

Of course it is flattering that your company is concerned to hear that you are leaving, so your emotions can obscure the reasons behind your decision to leave. It is natural to be apprehensive about leaving and to let that one final nagging doubt about doing the right thing grow out of proportion the more your boss tries to convince you. Stop and ask yourself these questions:

I made my decision to leave because I felt the new position offered me the best environment to fulfil my career needs. If I stay, will the situation here really improve just because I said I was leaving?
If I stay, will my loyalty be suspect and affect my change for advancement once the dust has settled?
This rise makes me very expensive for the job position I'm in. How will that affect any future rises?
I got this counter offer because I resigned. Will I have to do that the next time I think I'm ready for a rise or promotion?

The Professional Attitude

The professional manager will make a career decision objectively. It will be free of the emotional pressures one is likely to feel when being urged to reconsider. Advice will be offered by well meaning friends, relatives and business associates. Depend primarily upon your own judgement because quite simply you are the only one who can fully understand the implications.

Remember: The counter offer is only a belated recognition of the contribution you have made to your company. If it had come unprompted, wouldn't that be a lot more flattering? Move ahead with the goal of making yourself as valuable to your new employer as you know you were to your old employer.

CPR joins APSCo

Tue, 02 Jun 2015 06:47:05 GMT

Collins Property Recruitment Ltd (CPR) is delighted to announce their new membership with APSCo, a dedicated representative of professional recruitment companies. As a company, they represent members they respect in the world of recruitment. They strive to increase competitive advantage by providing a trusted badge of quality for professional recruitment in the UK and across the world.

APSCo who?

APSCo was formed to provide all firms involved in the recruitment of professional talent, that share a commitment to excellence, the specialist support and distinctive voice they need to be successful.

It gives candidates and employers a trusted badge of quality whilst providing member firms with an innovative range of services designed for them by recruitment experts.

With professional recruitment companies seeking distinct brands, APSCo is the 1st choice. They are the only membership body dedicated to professional staffing, they have a strong service offering and an international outreach.

For more information visit APSCo website: http://www.apsco.org/

Infographic: Interview preparation tips

Tue, 05 May 2015 06:43:44 GMT

There's nothing worse than being unprepared for an interview, so take a look at our guide for making sure you're on top of your game.

CPR is here to breathe new life in to the property recruitment sector

Tue, 05 May 2015 06:38:56 GMT

We are delighted to announce the official launch of Collins Property Recruitment, CPR for jobs in property.

CPR has been created to bring a fresh experience to those looking for London jobs in property and those organisations seeking the best quality candidates. Drawing on over ten years experience in the industry, we are striving to deliver an alternative and innovative approach that challenges the perception of consultants who don't listen.

We have seen the mistakes, learnt from them and found a better way to approach the recruitment process.

So how do we do this?

We get to know each and every one of our candidates and clients, understanding their unique circumstances and requirements. Our team will not place a candidate unless we are absolutely sure that they are perfectly suited for the role and that organisation. Better placements lead to better ongoing relationships and ensure all parties are happier for longer. Our empathetic approach makes for a much more tailored and personal experience.

You're more than just a CV to us

We will also meet every single one of our candidates so that we really get to know them as people. There is much more to a person that a CV and at CPR we look beyond that.

Our team is passionate about recruitment and we care about our candidates and clients. This is what our reputation is built on and we look forward to working with you.

Take a look at our brand new website

We've created a site to give you all you could possibly need in your search for the right position in property.

Search our latest jobs by category, position, salary and location.
Apply for jobs online or save the ones you're interested in.
Register with us for latest job alerts and recommendations.
Upload your CV and covering letter.
Keep up to date with industry news and legislation.
Refer contacts and friends for a chance to win prizes.
Give one of our consultants a call to discuss opportunities available to you. There's no need to register if you don't want to.

So have a look around the site and be sure to spread the word about CPR. We value your feedback so if you have any suggestions please let us know.