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Real Estate

Similar to the oil & gas industry, the real estate industry is also facing talent shortage as retirement rates are accelerating due to a global aging workforce. In addition, the real estate industry is particularly complicated where projects typically involve multiple parties including suppliers, vendors, consultants etc.

Research shows that more than 80% of organizations in the real estate industry faced difficulties in filling certain positions due to a multitude of factors such as:

  1. Decreasing amount of veterans in the industry
  2. Competition from other sectors as the industry has less image & glamour appeal compared to other sectors
  3. A high workforce & talent retirement rate compounded by an aging industry workforce where the current mean age is 42 years.

This translates into a unique situation whereby organizations require talent with strong experience, great communication and project management skills in dealing with multiple channels .

The Artemis Difference

A High-Touch Approach For Talent Acquisition In A Thriving Industry Characterized By Dynamic Industry Cycles and Talent Shortfalls

The real estate industry is one characterized by dynamic industry cycles and fierce competition for talent. Artemis utilizes a high-touch approach to constantly engage talent and organizations in the real estate industry; keeping us abreast of industry developments and talent trends

Talent Acquisition For The Real Estate Industry

Some of the roles we focus on in the real estate industry include:

  • Portfolio Management Director, Global Real Estate
  • Head of Design & Construction Management
  • Regional Maintenance and Safety Director
  • Senior Vice President, Project Development & Management
  • Real Estate Development, Director
  • Head of Corporate Facilities Management
  • Corporate Development Director

Did you know?

  • More than 80% of organizations in the real estate industry faced difficulties in filling certain positions in the organisation due to factors such as:
    • Decreasing amount of veterans in the industry
    • Competition from other sectors as the industry has little image and glamour appeal
    • High rate of retirement (both currently and in the near future) where the current mean age of the industry workforce in the industry is 42 years
  • 40% increase in demand for mid-level managers ¬†due to succession planning for senior management
  • Mid-level talent with knowledge about local regulations are most in demand
  • High demand for engineering and construction professionals as a steep number of projects are either underway or soon to commence