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I have been a hiring manager at my real estate management company for several years now. I have several direct reports who are supervisors over their respective departments and about thirty total employees under my charge all together.

Each supervisor has his or her area of specialization within our organization and, therefore, his or her own set of requirements for new employees. One supervisor’s department is responsible for maintenance, one for security and parking, one for cleaning and janitorial, and one for the leasing office staff. I am responsible for pre-screening candidates for all of these areas.

I start by gathering requirements from the supervisor as to minimum qualifications for the position. For example, do they need a maid with several years of experience, or will a person with no experience, but who is trainable, suffice? If it’s the security department, are they looking for a brand-new licensee or a seasoned veteran? You get the point.

Once I have my requirements in writing, I post the job listings on our company website and on my choice of either monster.com or craigslist.org. I let the cost of the advertisement and the turn around time to get the position filled be my guide here. If time is of the essence, I usually run it on Monster.com for increased exposure. It costs more, but it has a lot more exposure and I am able to target it to a more narrow audience.

Once I have the listing up, it is just a matter of time before I begin fielding calls from people inquiring about the position. I take these calls, give out the prudent details, and ask some initial questions as to the person’s qualifications. I view this as a necessary evil as I greatly prefer to make contact with candidates via email. All of my ads ask for email contact, in fact; they give instructions to email a resume and the requisition number.

Once I have a good sample of resumes in hand, I read through them (sometimes using scanning software looking for keywords) and identify the top ten candidates for the position. I then call these people and schedule a face-to-face interview with them.

The face-to-face meeting is always eye opening. The spectrum of people’s dress and attitudes amaze me. The days of wearing a three-piece suit to an interview may be over, but I have had some interviewees not even honor the “no shirt, no shoes, no service” rule. The supervisors are involved in this step of the process. They sit in on the interview and ask questions after I am done with the questions I ask of all candidates company-wide.

Once the supervisor and I decide on the most suitable candidate, I order a background check from a private investigation company. In today’s mobile world, one can’t be too careful. Someone could have committed a crime in New York and be applying for employment in California. This step costs under $100 per candidate, but is far less expensive than hiring someone who you later determine has a criminal record or a charge pending. I have found that the available databases just don’t quite get me all the information I may need.

After the background check comes back clean, I contact the candidate and extend an offer of employment to them. If they accept, they are processed into our company, and I move on to the next job requisition. If they decline the offer, the process picks up with the “runner-up” interviewee.