Hiring experienced Yardi professionals has become increasingly difficult. As more real estate organizations expand their use of Yardi’s growing suite of products, demand for knowledgeable implementers and support staff continues to outpace the available talent pool. Competition for qualified candidates is fierce, making it challenging to attract and retain the right people.
The reality is that the most in-demand Yardi experts don’t just know Yardi: they understand how real estate organizations operate, and they have a solid foundation in property management and accounting. They are able to leverage that expertise to configure Yardi in a way that supports business processes. This combination of technical expertise and operational experience allows them to identify opportunities for automation, improve reporting, streamline workflows, and help organizations get the most from their Yardi investment.
Finding someone with experience in all three areas can feel like searching for a needle in a haystack. The process becomes even more complicated when candidates overstate their Yardi experience or list modules they have only briefly encountered rather than actively implemented or supported. On paper, many applicants appear qualified, but when interviewed by an expert, it quickly becomes apparent that their practical experience doesn’t match their resume. Resume
Hiring the wrong person can be costly. Beyond the expense of recruiting and onboarding, an inexperienced hire can delay projects, introduce configuration issues, increase reliance on manual processes, and ultimately reduce user confidence in the system. Taking the time to properly evaluate candidates helps ensure you’re bringing on someone who can make an immediate and lasting impact.
To navigate these challenges successfully, you’ll need to:
1. Know What You’re Looking For
Yardi has a plethora of specialized modules, so it’s rare to find someone who’s an expert in every single one of them. If you map out what Yardi products you’re currently using, and may adopt in the near future, you can more effectively screen candidates for the specializations you need.
2. Use Your Network
When it comes to locating potential candidates with experience in Yardi software solutions, leveraging a robust recruitment network is essential. Hiring through your network allows you to pre-vet candidates, reducing the risk of mismatches or hiring people who don’t have the skills you need.
3. Conduct an Accurate Skills Assessment
Analyzing a candidate’s proficiency in Yardi modules such as Voyager, RentCafe, and Yardi Breeze is a multi-step process. To assess Yardi technical skills accurately, assessments should be done by recruitment teams that include Yardi Subject Matter Experts.
4. Determine Cultural Fit
While technical skills are critical, aligning on cultural fit is equally pivotal for long-term success. Ensuring candidates resonate with your company’s values and work environment enhances retention rates and promotes a harmonious workplace.
5. Support Your New Hires
Even if someone has Yardi experience, in order for them to thrive in a new work setting, they’ll need support to transition into their new role. You’ll need to orient the new candidate to your company, and set them up with what they need to do their role effectively. Continuous assistance guarantees a seamless transition and successful integration of new team members, fortifying the foundation for future projects and collaborations.
Demand for Yardi experts continues to outpace supply, making it difficult to locate candidates with the right combination of skills and experience. To continue delivering exceptional service, we’ve developed a rigorous recruitment and screening process that enables us to identify candidates with the technical knowledge, practical experience, and business acumen needed to succeed. We bring that same expertise to our clients through Lynx recruitment services.
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