Your Complete Guide to Real Estate Recruitment

Real estate recruitment can be challenging. The industry is highly competitive with several competitors offering seemingly similar opportunities to candidates.

This can make filling job vacancies tough and many companies struggle to differentiate their opportunities from the rest. Candidates have a wide range of options to choose from, which gives them significant leverage.

Historically, offering a higher starting salary was the main driver, but today’s market looks very different. According to our latest Salary, Rewards, and Sentiments Report, while pay is still important, work-life balance now outranks salary as a top priority for real estate professionals. Flexible working and career development opportunities are increasingly what candidates look for when deciding between employers.

In this guide, we will explore how you can strengthen your recruitment process, attract the right candidates and retain them, all backed by our latest insights.

Let’s get started.

Real Estate Recruitment: How to Improve Your Process

From the first time someone encounters your company, to the moment they apply, you want to leave them with a good impression.

Creating a refined and efficient recruitment process makes this journey much more enjoyable (and easier) for both employers and employers.

It all begins with creating clear job ads.

Create clear and attractive job adverts

The first step in the real estate recruitment process is creating clear and attractive job adverts.

If people aren’t excited by your advert they won’t apply. And if they don’t understand the role, you risk attracting the wrong candidates.

That’s why you should clearly communicate skills, experience, and qualifications, whilst also including the benefits that matter most in today’s market. For example, 76% of real estate professionals now enjoy flexible working some form, and many won’t even consider roles without it. Highlighting hybrid or flexible arrangements in your advert makes your opportunities far more compelling.

Improve your candidate sourcing

Improving candidate sourcing is an essential part of real estate recruitment.

The best candidates are often passive, they’re not actively scrolling job boards. Being proactive also helps you attract a diverse pool of qualified candidates, increasing the likelihood of hiring the right person who can add value to your company and contribute to growth and success.

In today’s competitive landscape, sourcing also means positioning your company as an attractive option. Two-thirds of hiring managers report struggling to find candidates with the necessary skills, which makes building a strong employer brand even more important.

Strategies to improve candidate sourcing include:

• Expanding your social media presence and networks
• Attending and hosting industry events
• Leveraging referrals with clear incentives
• Partnering with a specialist recruitment agency in your sector

Build talent pipelines

Instead of starting from scratch with every vacancy, building talent pipelines involves establishing and maintaining relationships with potential candidates over time. This ensures you have a pool of qualified candidates ready to go, helping you fill job vacancies more quickly when they arise.

At Macdonald & Company, we’ve already done this for you. Our extensive professional network allows us to fill your positions fast. We are the leaders in real estate recruitment on a global scale meaning we can secure the right candidates for your job vacancies much quicker than our competitors.

Improve candidate experience

The candidate experience from initial contact to offer stage is crucial, yet it’s often overlooked.

However, the candidate experience can significantly impact their decision-making so its important employers get this right.

Creating a positive and engaging process allows you to enhance the reputation of the company, which can help to attract a wider pool of candidates in the future.

Candidates who have a positive experience are more likely to speak positively about the company and recommend it to others.

Partner with a professional agency

Partnering with a specialist recruitment agency is one of the most effective ways to attract and hire top talent in today’s market.

This partnership will give you access to a wider and deeper talent pool. Specialist recruitment agencies like Macdonald & Company have extensive networks across the globe. With nearly two-thirds of hiring managers reporting difficulty in sourcing candidates with the necessary skills, agencies are uniquely positioned to tap into this talent pool, which may include candidates who are not actively looking for new job opportunities but who are a good fit.

An agency also brings valuable market expertise and benchmarking. We don’t just understand real estate roles and skillsets, we understand what candidates expect today. According to the Salary, Rewards and Sentiments Report 2025, salary remains important, but work-life balance has overtaken pay as the main concern. Agencies can help to position these aspects effectively to candidates, ensuring your offer resonates in a competitive market.

While some companies hesitate over outsourcing due to perceived cost, working with a recruitment partner often generates cost savings. By identifying the right candidates faster, and by presenting offers that balance salary with benefits such as flexibility, training, and wellbeing packages, agencies reduce the time-to-hire and help avoid the expense of failed placements.

At Macdonald & Company, we’ve been leading real estate recruitment since 1994. We’ve helped organisations all over the globe secure the right talent at the right time.  Our unparalleled knowledge of the global real estate market means we not only understand what employers need, but also what candidates value today. To find out more about how we can help, get in touch.

The Challenges of Real Estate Recruitment (and how to combat them)

Recruitment in real estate has always been competitive, but the challenges are particularly sharp today. Inflation, shifting employee expectations, and an industry-wide skills shortage mean employers must be prepared for obstacles along the way.

Be prepared for counter offers

Counter offers remain one of the biggest hurdles in securing talent. Employers are increasingly willing to retain staff with last minute raises, promotions, or enhanced benefits. With 66% of professionals receiving a pay increase in the past year, and one in five raises linked directly to cost-of-living adjustments, counter offers are more common than ever.

To stay competitive, companies should present offers that go beyond base salary. Emphasise the total benefits package, including flexible working, career progression and wellbeing benefits, so candidates see long term value. Data shows that many professionals now weigh flexibility and culture more heavily than pay alone. By positioning your offer around these priorities, you reduce the risk of losing talent to a higher number on paper.

Candidates apply for multiple positions

Most candidates exploring new opportunities apply for multiple roles simultaneously. This increases competition and can dilute their focus. It’s no surprise, given that 57% of employers expect to increase headcount in 2025, meaning candidates are presented with more choice than before.

The best way to address this is by ensuring your job offer stands out. That doesn’t just mean being clear about requirements – it means demonstrating how your role offers what candidates want most today: flexibility, development, and balance. A thorough streamlined hiring process is also essential, so candidates remain engaged with your company rather than distracted by alternatives.

How to Retain the Right Talent

Attracting talent is only half the battle – retaining it is just as important. In fact, retention has become even more critical as two-thirds of hiring managers report difficulty finding candidates with the necessary skills. Losing key hires shortly after they join can be costly and destabilising.

Retention is about much more than money. Today’s professionals place greater value on balance, recognition, and growth. Here are some of the most effective strategies:

Offer remote working

Flexible and remote working has moved from “nice to have” to “must have”. According to the report, 76% of professionals now enjoy flexibility in when and where they work, and many won’t consider roles without it. Even in a sector like real estate, where some roles demand on-site presence, incorporating hybrid arrangements where possible is a strong retention tool.

Offer flexible hours

Beyond location, candidates want control over their working patterns. Adjusting hours, even by an hour either side of the traditional 9 to 5, can make a significant difference to employees juggling family, commuting, or other personal commitments. Given that work-life balance now outranks salary as the top job attribute, companies who ignore flexibility risk higher turnover.

Host social events

Culture remains a powerful differentiator. The report shows that employees who feel valued by their managers and enjoy positive workplace relationships are significantly more engaged.

Hosting regular social events, away days, or team activities reinforce culture and improve morale, helping employees feel connected even in hybrid settings.

Invest in training programs for employees

No employee wants to feel stagnant. Regardless of their job role, candidates value companies who invest in their learning and development.

The real estate sector is rapidly growing and there are lots of opportunities for employees if they feel undervalued. By offering structured programmes and mentorship, you not only build internal capability but also show candidates they can progress long term with you.

Provide competitive benefits

Traditional perks like company cars still matter for certain roles, but our report highlights a broader shift. Candidates are increasingly attracted to wellbeing initiatives, health benefits, and long term incentives such as share schemes or enhanced pensions. Retention strategies must be tailored, showing employees they are supported both professionally and personally.

Your Complete Guide to Real Estate Recruitment

If you’re currently looking to recruit new employees, we hope the insights shared above prove valuable.

Attracting top talent in today’s market requires more than offering a competitive salary. By crafting compelling job advertisements and streamlining your recruitment process, you can differentiate your opportunities and secure the right candidates more effectively.

That said, the most effective way to achieve consistent results is by partnering with a specialist recruitment agency.