Advice for Employers and Recruiters
15 tips for employers hiring candidates early in their careers for real estate jobs
Hiring early-career real estate professionals requires identifying candidates with strong interpersonal skills, a proactive mindset, and a passion for building relationships. Look for individuals who demonstrate a natural ability to connect with others, a keen interest in market trends, and an eagerness to learn the ins and outs of the industry.
Experience in customer-facing roles, internships, or coursework in business or real estate can signal their potential. Providing mentorship from experienced agents, training in key skills like negotiation and market analysis, and support for obtaining necessary licenses can help them hit the ground running. Fostering a collaborative environment that rewards initiative and continuous learning will empower early-career hires to build confidence and succeed in real estate.
To provide additional tips, we reached out to 15 hiring experts and asked them for their advice for employers who want to hire students, recent graduates, and other candidates who are early in their careers for jobs in real estate:
- Focus on Mentorship in Hiring
- Provide Hands-On Property Evaluation
- Prioritize Adaptive Learning Ability
- Create Structured Onboarding Process
- Hire for Mindset and Drive
- Seek Enthusiastic Helpers
- Emphasize Mentorship and Training
- Align Hiring with Job Realities
- Offer Structured Mentorship Programs
- Find Eager and Passionate Learners
- Create Realistic Job Previews
- Encourage Early Specialization
- Give Young Professionals a Chance
- Prioritize Diversity and Inclusion
- Position as Industry Thought Leaders
Focus on Mentorship in Hiring
My best advice is to focus on mentorship as part of the hiring process. Early career professionals in real estate bring energy and fresh perspectives, but they may lack the hands-on experience needed to navigate complex deals. Providing structured mentorship or pairing them with a seasoned agent can bridge that gap. When I started in real estate, having someone to guide me through contracts and negotiations made all the difference, not just in building my confidence but also in learning how to provide real value to clients.
Evaluate candidates for their interpersonal skills and willingness to learn. Technical knowledge can be taught, but the ability to connect with clients and adapt to challenges is invaluable. I’ve seen new agents thrive when they feel supported in honing these skills. Creating an environment where feedback is constructive and growth is encouraged will not only improve their performance but also your retention of talented professionals.
Sebastian Wade, Real Estate Consultant, Eden Emerald Buyers Agent
Provide Hands-On Property Evaluation
Having trained numerous real estate professionals over 20 years, I’ve discovered that hands-on experience with property evaluations is crucial from day one. Last year, I started taking new hires on property walk-throughs their first week, having them practice estimating repair costs and potential value—their learning curve improved dramatically. I suggest creating a checklist of practical skills they can master in their first three months, from market analysis to basic renovation assessment.
Adam Seguin, Owner, Myrtle Beach Home Buyers
Prioritize Adaptive Learning Ability
Through my experience building successful real estate investment teams, I’ve discovered that prioritizing adaptive learning ability over traditional qualifications yields the best results. When recently expanding our acquisition team, I hired two recent graduates with minimal real estate experience but strong analytical mindsets and genuine curiosity. This decision transformed our operations. Instead of focusing on certifications or internships, I developed a practical assessment approach. Candidates analyzed an actual investment property from our portfolio and presented their findings. This revealed their problem-solving abilities, market understanding, and communication skills—qualities that proved more valuable than theoretical knowledge.
The results were impressive. One hire identified an overlooked opportunity by combining demographic analysis with creative property repositioning strategies, leading to a successful $1.2 million project. Within six months, these new team members outperformed more experienced candidates. Our structured yet flexible onboarding program combines hands-on project experience with mentorship. New hires work directly on active investments while receiving guidance from seasoned professionals. This approach accelerated their learning curve and brought immediate value to our operations.
For employers looking to improve their hiring process, focus on candidates who demonstrate intellectual curiosity, adaptability, and strong analytical thinking rather than just industry experience. Early career professionals often bring fresh perspectives and technological proficiency that can transform traditional real estate practices into more innovative operations.
Cesar Villaseñor, Real Estate Investor, Click Cash Home Buyers
Create Structured Onboarding Process
For me, one of the most important pieces of advice for employers looking to improve their hiring of early-career real estate professionals is to focus on creating a structured onboarding and training process. I’ve found that providing new hires with a clear road map for their first 30 days sets the tone for their success.
When I bring someone onto my team, I make sure they have specific, measurable goals from the start. For example, we require new agents to make at least 300 dials, complete two role-play training sessions daily, and upload 100 new contacts into our CRM, Follow Up Boss, during their first month. This not only builds confidence but also gives them actionable steps to hit the ground running.
Additionally, I believe it’s crucial to invest in their development right away. Early-career professionals are hungry to learn, and offering consistent coaching on lead generation, mindset, and time management can make all the difference. For me, this approach isn’t just about teaching technical skills, it’s about instilling the habits and mindset that will set them up for long-term success in the real estate industry.
Finally, don’t underestimate the power of creating a supportive culture. Real estate can be a tough business, especially for someone just starting out, so having a team environment where questions are encouraged, and wins are celebrated goes a long way. In my opinion, when employers prioritize training, accountability, and culture, they not only improve hiring but also retention, which is just as important.
Adam Chahl, Owner / Realtor / Interior Designer, Vancouver Home Search | Place Real Estate Team | Oakwyn Realty
Hire for Mindset and Drive
You want to find someone who has the right mindset and drive to succeed in an industry that requires a lot of resilience and determination. Early career professionals often bring fresh perspectives, enthusiasm, and a strong desire to learn. My advice is to focus on identifying those qualities. If you can find someone who’s willing to put in the work, listen, and grow, you can teach them the technical aspects of the business.
We’ve seen firsthand that mentorship plays a huge role in developing early career professionals. I’ve been lucky to have Barbara Corcoran as a mentor, and I apply the lessons I’ve learned to help our team members grow in their own careers. Early career professionals often need guidance on how to handle challenges, work with clients, and adapt to market shifts. A strong mentorship program is one of the best investments you can make.
Another important thing is providing them with the right tools and resources to thrive. You can’t just throw them in the deep end and expect them to figure it out. Instead, give them access to the training, tech, and support that will help them feel confident as they navigate their new career. When they feel supported and empowered, they’ll be much more likely to succeed and stick around long-term.
Ultimately, the most important thing is to hire for potential, not just experience. With the right attitude, mentorship, and support, early career professionals can quickly become top performers in real estate.
Betsy Pepine, Owner and Real Estate Broker, Pepine Realty
Seek Enthusiastic Helpers
In my 30 years at Coldwell Banker, I’ve learned that technical skills can be taught, but genuine enthusiasm for helping people find their dream homes is essential. During interviews, I focus less on their knowledge of market statistics and more on having them share stories about times they’ve gone above and beyond to help others, even in non-real estate situations. This approach has helped me identify amazing agents who might have been overlooked in a traditional interview focused solely on real estate experience.
Judy Michaelis, Real Estate Broker, Judy Michaelis
Emphasize Mentorship and Training
I think the best advice I can give to employers looking to hire early-career real estate professionals is to focus on mentorship as much as technical skills.
When I first started in real estate, I was lucky to have someone who not only explained the process but also encouraged me to think strategically about client relationships and market trends. That support was invaluable and shaped how I approach the industry today.
I believe hiring managers should emphasize hands-on training and create opportunities for young professionals to shadow seasoned agents. It’s not just about finding people who meet the job description but about identifying potential and nurturing it.
I’ve seen early-career professionals thrive when they’re given room to grow alongside guidance from someone who truly understands the business.
If you can offer a learning environment where curiosity and innovation are welcomed, you’ll attract motivated individuals who want to build their careers with your company.
Faiza Ahmed, Real Estate Broker, PropertyMesh
Align Hiring with Job Realities
Create a hiring process that aligns with the realities of the job. Real estate isn’t a 9-to-5 desk job; it’s dynamic, relationship-driven, and often unpredictable. Your hiring approach should reflect that.
Instead of relying heavily on resumes or traditional interviews, consider ways to test a candidate’s ability to navigate real-world scenarios. For example, give them a hypothetical client situation and see how they’d approach building trust or solving a problem. Look for creativity, empathy, and a knack for thinking on their feet—qualities that are far more important than whether they’ve closed deals before.
Another angle is to focus on how they handle connections. Ask how they’d grow their network or approach reaching out to potential leads. This gives you a sense of their confidence and people skills, which are non-negotiables in real estate. A person who genuinely enjoys connecting with others and has a natural drive to help will succeed much more than someone who looks perfect on paper but lacks that spark.
Lastly, make the job enticing for them. Early-career professionals are looking for mentorship and growth, not just a paycheck. Show them how your team invests in training, provides opportunities to shadow experienced agents, and celebrates success. It’s not just about you choosing them—it’s about them choosing you, too. If you build that kind of mutual connection from the start, you’ll not only hire the right people but retain them as they grow into top-tier professionals.
Justin Landis, Founder, The Justin Landis Group
Offer Structured Mentorship Programs
The best way to attract and develop early-career real estate professionals is by being upfront about your willingness to mentor them. When I was starting out, the most valuable opportunities came from people who not only shared their expertise but structured it in a way I could grow from. If you want to build a strong, capable team, offer a clear learning path and show candidates you’re committed to guiding their success. A structured mentorship program with hands-on learning, regular check-ins, and real-world deal exposure can make all the difference. When candidates see you’re genuinely invested in their growth, you’re far more likely to attract motivated, loyal talent.
Brett Johnson, Owner, New Era Home Buyers
Find Eager and Passionate Learners
I prioritize finding individuals who are really eager to learn and passionate about the industry. Even without extensive experience, their enthusiasm and willingness to grow can make a significant impact. Look for candidates who have shown effort to understand real estate through their studies, internships, or self-learning. These actions demonstrate a strong interest and commitment to building a career in the field.
Creating an environment where they can learn and thrive is equally important. Mentorship plays a key role in helping them adjust to their new roles while building their skills and confidence. Simple and practical training sessions can teach them the basics of the job, such as understanding market trends, property listings, or effective communication with clients. Encouraging them to ask questions and providing constructive feedback allows them to learn from their experiences without fear of making mistakes.
Supporting early career professionals this way helps them grow into skilled and confident contributors to your team. It also creates a positive work environment where they feel valued and motivated to succeed. Over time, this approach not only benefits their individual careers but also strengthens your business and ensures success.
John Gluch, Owner, Gluch Group
Create Realistic Job Previews
Creating a realistic job preview in real estate recruitment is absolutely crucial for long-term success and retention. Newcomers have irrational expectations because of the glamorous side of real estate that is frequently depicted in the media. It takes much more than just viewing properties and closing deals to succeed in this field. Real estate requires a lot of administrative work, including contract preparation, paperwork, and legal compliance, which early-career professionals need to be aware of. The position requires a substantial time commitment to market analysis, research, and keeping abreast of real estate laws and regulations.
Significant behind-the-scenes work is also required for the position, including managing client databases, coordinating with real estate developers, processing paperwork, and maintaining connections with different stakeholders.
Significant self-motivation and entrepreneurial abilities are also necessary for the position. Real estate agents effectively manage their own businesses, including time management, networking, and personal brand development, even when working for a larger company. It is important to have a clear understanding of this degree of autonomy and accountability right away. Employers can enhance their hiring procedures and develop a new generation of qualified real estate professionals who are equipped to handle the demands of the market by giving this top priority.
Maxim Zubarev, Real Estate Specialist, Inside Dubai Estate
Encourage Early Specialization
Encourage early-career real estate professionals to specialize at an early stage. While being a generalist has its merits, it would be beneficial for newcomers to land deep in a specific niche such as land acquisition, commercial leasing, or investment analysis. This can not only fast-track their development but also help them stand out in a tough marketplace. These young professionals can be placed in projects that have specific niches or be mentored by well-versed practitioners. This would sharpen their skills and help the firm have a clearer market differentiation.
This way of specialization allows firms to aid younger professionals in tackling self-confidence issues, and gaining fresh perspectives, while simultaneously boosting the value of the firm. From a strategic standpoint, this demonstrates to candidates that the firm will invest in them, making the firm appealing to the best candidates available.
Bubba Peek, Owner, Bubba Land Company
Give Young Professionals a Chance
I would advise the employer to give them a chance. Due to their lack of experience, young professionals are frequently dismissed by employers more quickly than more seasoned applicants. This way of thinking, however, ignores the potential and unique perspectives that young professionals can offer.
Employers’ reluctance to hire early career professionals is largely due to their concern about spending time and money on someone who might quit the organization in the future. Although this is a legitimate worry, it’s crucial to keep in mind that any employee, regardless of experience, could quit at any time.
Employers should emphasize the potential that comes with recruiting young people rather than this anxiety. First of all, young professionals are keen to advance their careers and learn new things. They are, therefore, more willing to take on new tasks and adjust to different positions and responsibilities. Employers can take advantage of this eagerness and offer their organization new ideas and perspectives by giving them a chance.
Young professionals also contribute a distinct set of skills. We have a solid grasp of and expertise with a variety of digital tools and social media platforms because we grew up in a technologically advanced society. For businesses trying to target a younger audience and increase their digital presence, this can be very helpful.
Young professionals are also frequently very flexible and quick to pick up new procedures and systems, which makes them an invaluable asset to any company. Providing opportunities for young professionals can also support workplace diversity and inclusion. Like many other industries, the real estate sector has long struggled with inclusivity and diversity. Employing more early career workers allows businesses to attract new ideas and viewpoints from people with different experiences, fostering a more creative and inclusive workplace.
To sum up, I would advise companies who want to hire more early career real estate experts to give us a try. Even if we might not have as much experience as more seasoned applicants, we still have a distinct set of abilities and viewpoints. Businesses can gain a lot by investing in young people and giving them opportunities to develop and thrive.
Rinal Patel, Founder, Business owner and leader, Webuyphillyhomes
Prioritize Diversity and Inclusion
To further improve the hiring of early career real estate professionals, I would advise employers to prioritize diversity and inclusion in their recruitment process. Diversity brings a wealth of perspectives, experiences, and ideas to the table, which can greatly benefit any organization. By actively seeking out candidates from diverse backgrounds and providing equal opportunities for all applicants, employers can create a more inclusive workplace that fosters innovation and growth.
It is important for employers to provide mentorship or training programs for early career professionals. Real estate is a complex industry with many nuances and regulations that can be overwhelming for someone just starting out. By investing in mentorship or training programs, employers not only equip their new hires with valuable knowledge but also demonstrate their commitment to the professional development and success of their employees.
Brett Iwanowicz, Owner, Brett Buys Roc Houses
Position as Industry Thought Leaders
In order to capture incoming real estate professionals, it’s essential for employers to position themselves as thought leaders and providers of information relevant to the industry. Having a voice on Instagram, YouTube, and other networks where people search for information is an important piece. As an example, I use realtyhack.com to facilitate the distribution of this information.
