Understanding the CRE Professional Talent Pool

Author: Forbes Rutherford, Rutherford International

“Building Nimble Organizations During a Market Correction”

With thirty years of experience in real estate executive search, navigating market corrections to help clients preserve asset value has become second nature. Few things erode asset value as swiftly as a financial crisis. I recall advising a property services executive during the 2008 downturn when layoffs loomed. I told her to hold steady, figuratively anchoring herself to the cement column in her office tower, and focus on net operating income (NOI). While asset values might crumble, the buildings themselves endure. She went on to build a healthy business, stabilizing the performance of distressed assets.

Real estate markets ebb and flow, presenting opportunities in even the smallest cracks. Success lies in thinking counterintuitively—finding value where others overlook it and staying ahead of the crowd.

Now is the ideal time to strengthen your team by assessing each member's career potential. Replace those who may not align with your goals with ambitious, self-motivated professionals who perfectly embody your company's vision.

Consider the following: In 2023, the Canadian commercial real estate sector experienced a significant shift, with 10,990 seasoned executives—each boasting over a decade of experience—pursuing new career opportunities or considering job changes. Interestingly, 43% of these professionals actively sought new job opportunities. This surge in career transitions is further fueled by adjustments in the 2024 residential real estate market, creating a considerable pool of available talent.

However, from a statistical perspective, is the size of this talent pool genuinely significant? No, it is not!

Not all executives possess the same level of competence, and the disparity can be striking. Take, for example, a group of 1,000 owner/developer project managers. Based on statistical talent distribution, half of them will perform below the average, while only 250 will achieve average performance levels. This widespread mediocrity is less surprising when we consider that 73.4% of these professionals dislike their jobs, having chosen careers that clash with their actual nature years earlier.

Everyone has the potential to thrive and find fulfillment

Everyone has the potential to thrive and find fulfillment in a career aligned with their personality and passions. However, many fail to achieve this alignment due to a lack of self-awareness, often before life's demands and responsibilities take over. As a result, they settle into careers that feel disconnected, grinding through their work with little enthusiasm, merely enduring each week until the weekend arrives.

Out of this cohort of 1,000 project managers (PMs), only 250 are likely to demonstrate above-average on-the-job potential. This select group can be 48% more productive and 25% more profitable than their peers. Narrowing it down further, around 80 of these 250 will rank as exceptional performers, consistently exceeding employer expectations more than 80% of the time. Backed by an 85% accuracy rate, our analytics deliver these insights while spanning over 2,500 functional roles.

This elite subset of 80 supra-above-average project managers is likely already employed in well-compensated roles within the top quartile of the market. Most are passive job seekers, and only a few actively seek gainful employment for personal or project-related reasons.

Regardless of industry or functional role, it's this cohort of 250 above-average individuals that Rutherford International designed its TalentNET service to represent by supporting their career growth and connecting them to opportunities that match their exceptional capabilities.?

RutherfordINTEL.io, the assessment division of Rutherford International, specializes in personality, performance, and leadership evaluation to ensure the perfect fit for every role. We assess candidates based on the work environment and required competencies through advanced human analytics, providing an empirically ranked shortlist of those most likely to succeed. Our goal is to confidently empower employers in hiring decisions, even amidst an evolving work landscape.

At RutherfordINTELio, we are committed to advancing the careers of our registrants. If you rank in the top quartile for performance potential—even for roles two levels above your current position, we offer exclusive access to expert coaching and candid career guidance . We tailor our support to your needs, helping you uncover your strengths and unlock your full potential. Backed by predictive analytics with 85% accuracy—outperforming 99% of existing assessment tools—we provide insights you can trust to elevate your career.

TalentNET, A Community for High Potential Registrants

TalentNET is a uniquely exclusive community. Members' performance potential ranks at an impressive 17:100 compared to the average member of their functional peer group, and we hold high expectations for what you can achieve. We expect you to aim just as high for yourself, and we're committed to providing the resources you need to reach your goals. You can rely on us for honesty—if we see you stuck in a dead-end role or under a manager more focused on meeting targets than nurturing your growth, we won't hesitate to address it. More importantly, we'll guide you toward opportunities with companies that genuinely value your potential and are dedicated to your development. We aim to ensure you feel supported, appreciated, and empowered throughout your career.

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