Real Estate Valuer Onboarding Checklist

Real Estate Valuer Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Real Estate Valuer starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Real Estate onboarding experience or just need an onboarding checklist for your new Real Estate Valuer, you’re in the right place. We’ve put together a sample Real Estate Valuer onboarding checklist below and have created onboarding templates & resources to help.

Real Estate Valuer Onboarding Checklist

1. Introduction to company policies and procedures: The new real estate valuer should be provided with a comprehensive overview of the company’s policies and procedures. This includes understanding the code of conduct, dress code, attendance policy, and any other guidelines that govern the workplace. The HR department or a designated representative typically performs this task.

2. Familiarization with company culture and values: It is crucial for the real estate valuer to understand the company’s culture and values to align their work accordingly. This task involves introducing the new employee to the company’s mission, vision, and core values. The HR department or a senior manager can perform this task.

3. Introduction to team members and key stakeholders: The new real estate valuer should be introduced to their immediate team members, as well as other key stakeholders within the organization. This task helps foster relationships, encourages collaboration, and ensures effective communication. The team lead or supervisor typically performs this task.

4. Overview of the real estate market and industry trends: To excel in their role, the real estate valuer should have a solid understanding of the real estate market and industry trends. This task involves providing the new employee with an overview of the current market conditions, emerging trends, and any relevant regulations or policies. The senior valuers or the research department can perform this task.

5. Training on valuation methodologies and tools: As a real estate valuer, it is essential to have a strong grasp of valuation methodologies and tools. This task involves providing comprehensive training on various valuation approaches, such as the sales comparison approach, income approach, and cost approach. Additionally, the new employee should be trained on any specific software or tools used for valuation purposes. The senior valuers or the training department typically perform this task.

6. Shadowing experienced valuers: To gain practical experience and learn the intricacies of the job, the new real estate valuer should be given the opportunity to shadow experienced valuers. This task involves pairing the new employee with a seasoned valuer who can guide them through the valuation process, answer questions, and provide valuable insights. The team lead or supervisor typically arranges this task.

7. Review of past valuation reports: To familiarize themselves with the company’s standards and expectations, the new real estate valuer should review past valuation reports. This task involves studying completed reports, understanding the format, content, and quality standards set by the company. The team lead or supervisor typically provides the necessary reports for review.

8. Introduction to clients and projects: The new real estate valuer should be introduced to existing clients and ongoing projects. This task involves providing an overview of the clients’ requirements, project details, and any specific instructions or expectations. The team lead or supervisor typically performs this task.

9. Review of company templates and documentation: To ensure consistency and adherence to company standards, the new real estate valuer should review and familiarize themselves with the company’s templates and documentation. This task involves understanding the format, content, and specific requirements for various types of valuation reports, contracts, and other relevant documents. The team lead or supervisor typically provides the necessary templates and documentation for review.

10. Performance expectations and goal setting: The new real estate valuer should have a clear understanding of their performance expectations and goals. This task involves discussing key performance indicators, targets, and timelines with the team lead or supervisor. Additionally, the new employee should be given the opportunity to set personal development goals aligned with their career aspirations.

11. Introduction to support departments: The new real estate valuer should be introduced to support departments within the company, such as the administrative team, IT department, and finance department. This task ensures that the new employee knows who to reach out to for assistance or guidance in various areas. The HR department or a designated representative typically arranges this task.

12. Compliance and legal requirements: The new real estate valuer should receive training on compliance and legal requirements specific to the real estate industry. This task involves understanding regulations related to property valuation, data privacy, anti-money laundering, and any other relevant laws. The compliance department or a designated representative typically performs this task.

13. Introduction to company resources and tools: The new real estate valuer should be familiarized with the company’s resources and tools that can aid in their work. This task involves providing access to databases, research materials, industry publications, and any other tools that can enhance their valuation process. The IT department or a designated representative typically performs this task.

14. Performance feedback and evaluation process: The new real estate valuer should be informed about the company’s performance feedback and evaluation process. This task involves explaining how performance reviews are conducted, the frequency of evaluations, and the criteria used to assess performance. The HR department or the team lead typically performs this task.

15. Ongoing professional development opportunities: The new real estate valuer should be made aware of the company’s commitment to ongoing professional development. This task involves discussing training programs, workshops, conferences, and other opportunities for skill enhancement and career growth. The HR department or a designated representative typically performs this task

Setting Up Your Employee Onboarding Process

From reading through the items in the example Real Estate Valuer checklist above, you’ll now have an idea of how you can apply best practices to getting your new Real Estate Valuer up to speed and working well in your Real Estate team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.