Advertisement
Association Executives
Featured Resources
Economic Development Toolkit
Value Proposition Toolkit
Strategic Planning Resources Toolkit
Sustainability Toolkit for State and Local Associations
RAMCO
Principles of Association Volunteer & Staff Leadership
Intro to NAR's Core Standards
NAR Insurance Program
AE Mentor Program
Resources for New AEs
AEI Year-Round Virtual Sessions
AE Institute
Top Association Management Resources
Diversity Resources
Diversity, Equity & Inclusion Resources
Association Roadmap to Diversity and Inclusion
"That's Who We R" Resources
Expand Your Association's Social Media Reach
Video
April 30, 2020
That's Who We R
Latest News and Updates
Answers that have been updated for the third compliance cycle, July 1, 2016 - December 31, 2017. These additional FAQs supplement the full Core Standards FAQs available on www.nar.realtor and are incorporated into that document.
This page provides agendas and meeting materials for the Legal Seminar Program, held on November 3, 2016 in Orlando in conjunction with the REALTORS® Conference & Expo, and previously on October 14, 2016 in Chicago.
After phone interviews have been conducted, you need to select the top candidates for face-to-face interviews. Review guidelines for a formal interview, including what must done before, during, and after the meeting.
Behavioral interviewing relates past performance as a predictor of future behavior. The candidate is asked about what he has done in previous positions that is directly related to the requirements of the position for which he is interviewing. Use these sample behavioral questions based on competencies, including decision-making and initiative.
Federal laws prohibit any organization with more than 15 employees from making hiring decisions based on race, color, religion, sex or national origin. State and many local laws may also prohibit you from making a hiring decision based on marital status, handicaps, pregnancy, criminal record, sexual orientation and financial affairs.