INDEPENDENCE, MO—How do you take the risk out of hiring? As any seasoned pro will tell you, there is no magic sure-to-succeed formula. But Erin Curry, EVP of operations for GlobeSt.com Thought Leader Xceligent, itself in an aggressive hiring mode (more to come on that in future stories), provides guidance that can add at least some measure of predictability to the process.  And, as you'll find out, success lies not just in the selection, but in the training as well.

GlobeSt.com: Erin, we'll discuss analysts in a minute, but generally, what are the skills that are most marketable within the commercial real estate sales space?

Curry: Other than the obvious outgoing, self-starter personality, candidates also need the ability to plan and organize how they're going to approach the market. It's more than picking up the phone and calling someone. It's important to understand the way we collect information in order to present it to the customer and how to form an ongoing relationship through our data strategy and certification of the information. We're building sales relationships, and there's no room for a hunt-to-kill mentality.

GlobeSt.com: Post recession, are you seeing more of a mix of ages and genders in your applicants?

Curry: We do have a well-rounded mix of age groups and male/female. On the sales side it's more 20-somethings, fresh out of college, and these people tend to be very motivated and want to learn the industry. But we're also getting the early 30s to 45, with industry experience.

The biggest thing we look for is “the why.” When you're interviewing for an executive position in a company you can't forget the why of what a company is trying to accomplish. Those who understand that are the ones we want. It's nice to have people with a background in the industry, but it's not absolutely necessary. The drive and the attitude are more important than specific industry experience.

GlobeSt.com: And what about the skillsets of a potential analyst?

Curry: We just hired 39 new research analysts. We want a little bit of the inside sale mentality. They're working with professionals in the industry and talking with them every month. They need the tenacity to call until they reach that person, and once they do understand how to add value to that broker's day. A broker won't feel compelled otherwise to return that call. Obviously, we also need someone who is detail-oriented, who loves to sit inside data day in and day out.

GlobeSt.com: What sort of premium do you put on mentoring, once the hire is made?

Curry: We have a 16-week training program we put everyone through regardless of their background. We used to fast-track folks that came to us with industry experience. But we found that by having them stay within the program they bring more value. The discussions that take place by having more seasoned veterans there is valuable to those coming in with less. We lose so much otherwise.

GlobeSt.com: So the new pros add a level of mentorship.

Curry: Absolutely. Also ,the most successful hires are those that engage at all levels. The program takes them through every stage of the research process and how we build the product they are ultimately going to sell. We put them with the research associates who are talking with the customer every day. They hear market-specific discussions that are invaluable, discussions that will ultimately support them when they get out into the field themselves.

GlobeSt.com: What are you finding is the most common skill that is lacking in candidates today?

Curry: Professional writing skills. I love to see someone who can put together a well-rounded business- document. Older candidates seem more adept at this. The younger candidates are products of this quick-speak, text-talk social media trend we're going through. The younger generation communicates differently. But they have to interact with seasoned professionals in an industry where your average age is 55 years. We teach professional writing skill sets in our classes. It's becoming a lost art. 

Curry was recently names one of Real Estate Forum's Women of Influence. Check out the July/August issue for more.