Looking at returning to property management, I also completed reading the book, "What color is your parachute." This book talks about expanding your horizons both in a soft job market and to look at alternative positions you could explore and be happy with. As an example, before apartment management I managed enclosed malls and had my introduction into property management with the office side of the industry. Today we also have HOA management, condominium management, other facilities and asset management with similar tasks and challenges. I always knew hospitality or hotel management was similar in many ways, having hired a few great people from this industry. This has led me to look at similar industries as well as alternative positions.
In todays ever changing business environment, we cannot limit and should not limit ourselves. Being open also creates new opportunities. As an example, I have no reluctance in accepting a site position with the right company. Unfortunately, several interviews I have had all led to the same concern, "You know you are over qualified." In one interview the person interviewing me made the statement three times, as if expecting a different response each time. Of course after the second time she made the statement I am thinking the interview is basically over and her mind has already been made up as to further consideration. My response has been, "it is not about a title, it is about doing what I love and which is property management." In the past I have hired leasing personnel who were at one time managers, and others who some might look at as over qualified. I remember a manager as we were reviewing resumes ruling out candidates because of her perception they were "over qualified." I realize hiring someone with higher level positions can be perceived as intimidating and might to some feel threatening. I have always had two thoughts on this.
1. I would rather hire someone that is over qualified than under qualified.
2. You should only feel threatened in hiring someone with a higher experience level if you are unsure about your ability to lead them.
I also hear candidates being left out of consideration because they are unemployed. Hey guys, this sure doesn't help unemployment and you might be excluding some really good people out there that don't have a job because of situations outside of their control. Downsizing, or up-profiting as I call it has happened in our business just as it has in other industries. Just as I have expanded my horizons and possibilities of positions I am looking at, I encourage those interviewing to expand theirs as well. Maybe...just maybe they will find someone who can will exceed their expectations and help you become more successful because they took the chance and gave them the opportunity.
I was at the same property for 5 years and during this time I had 4 different owner/management companies. After the last I had the bright notion to try something different. Once you complete the application and it is reviewed the first question was, what kind of degree do you have? I would respond that I have a High School Diploma and 27 plus years in the Multi-Family Housing Industry. The response I received from the person reviewing my resume always seemed doubtful that I was allowed to manage a mulit-million dollar asset, create and implement million dollar budgets, and the many jobs and skills that a Property Manager is required to do and have. I experienced the same thing you did, with "your over qualified". I also ran into new owners coming into the Market Place that didn't want the level of knowledge that I had obtained over the years with larger companies. They wanted someone that basically was a glorified Leasing Consultant that would not question them when they refused to pay the operating expenses for the property. I was told to find another vendor when the bill wasn't paid. It wasn't received very well when I told them this was unethical and I refused to do it. Our industry also wants very young individuals with the right look as one of the companies told me during the interview process. I wasn't sure how to receive this. I have since found an excellent owner/management company that I am employed with as a Senior Property Manager. I have been with them 5 years now and I pray they don't sell anytime soon. I would love for the Multi-Family Housing Industry to stabilize on the employee side. The on-site staffs are considered dispensable and replaceable when the owners opt to sell the properties. No one takes into consideration that the employees left behind have built their lives around these jobs and they are the backbone of the company. Without these employee's dedication, the properties would not be at a level that they could be sold. Our industry needs to have in place long term benefits for employees and programs that attract individuals on a career path. Instead the industry is being used as a stepping stone. If anyone took the time to review the amount of work that is required of an employee in the Mult-Family Housing Industry compared to the salaries for each area of expertise I think they would be shocked how under paid the employees are. The position of Property Manager, Senior Property Manager, and Regional Manager covers at minimum 5 to 6 positions in the normal working world. We are contract negotiators, accountants, Human Resources, Insurance Specialist, Auditors, Legal Advisors, IT Specialsist, Police, Groundskeepers, Maids, and that is just for starters. These are all separate positions in the outside world but fall under one hat in the Multi-Family Housing Industry. It's a wonderful industry that has come a long way in the last 27+ years I have been a Team Player. I just hope to see it greatly improve on the employee side. I happen to personally know Larry Berry and anyone that would dare turn him down for an on-site position is literally crazy. What a benefit it would be to have this level of experience on the front lines.
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