5 Ways to Recruit and Retain HOA Professionals

Finding talented young professionals to recruit, develop, and retain has become increasingly more challenging. It is truly a job seeker’s market as numerous industries—including community association management—must find creative ways to attract professionals. Mentorship and career development have become critical components to cultivate loyal, knowledgeable, and effective community managers.

Below are five strategies to adjust your management company or association’s hiring strategy to attract, motivate, and retain young professionals in a highly competitive job market.

Make Candidates Feel Special

Show that your company or association cares about its people. Explain how new team members are formally trained to give them the skills needed to grow at the company or in the long-term career path they choose to pursue. For example, during our interview process, we have our strongest candidates meet with high-level team members and executives to walk them through every aspect of the company and what can be achieved in the position.

Partner with Local Universities

There are strong, potential partners in higher education wherever your management company and communities are located. These institutions are eager to give their students access to prospective employers and viable careers. As a South Florida-based company, we work closely with Florida International University—which has esteemed hospitality and accounting programs—to hold job fairs and obtain direct referrals from faculty members. It is an extremely successful partnership that consistently gives us access to great talent.

Incentivize Employees Who Provide Referrals

An employee referral program is a fantastic way to supplement broader recruiting efforts. Young professionals who are enjoying their experience at your company or association will be motivated to find like-minded peers seeking a similar opportunity to learn and grow. Set a minimum length of time that a person must be employed before the referral incentive is awarded to keep both the new employee and referral source accountable.

Establish a Formal Mentoring Program

This can be a game-changer for the recruitment and retention of talented young professionals. A formal development program for recent college graduates gives them a substantial advantage and demonstrates the potential that a career in community association management offers. Participants in our leadership and mentoring program shadow employees from each department, including community managers at all levels. They also work toward obtaining their Florida Community Association Manager license, after which most graduates immediately become assistant community managers on a path to district and regional manager roles. Association clients consistently ask for experienced staff members, and this program enables us to accommodate the demand for talented and knowledgeable managers.

Encourage and Support Continuing Education and Credentials

Many companies will at least partially reimburse employees for the courses required to achieve different community association management credentials. This small investment greatly helps with retention and advancement of team members, especially young professionals.

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