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Real Estate Paralegal Job Description

How to Hire a Real Estate Paralegal

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Real Estate Paralegal Job Description

We are seeking a Real Estate Paralegal to assist our team of lawyers. We mainly deal with real estate sales and other real estate transactions, so you should have a background in this industry. You will also need an associate degree in legal studies and a paralegal diploma. In this position, you are responsible for drawing up legal documents, carrying out legal research for lawyers, and acting as an administrative assistant as needed. You may also interact directly with clients by helping them transfer a legal deed to a new owner. Experience in commercial real estate is beneficial.

Real Estate Paralegal Duties and Responsibilities

  • Draught legal documents for clients
  • Research cases and regulations for our lawyers
  • Answer basic legal questions about subjects like deeds and lease contracts for clients
  • Fulfil other administrative duties
  • Keep a file of important legal documents

Real Estate Paralegal Skills and Requirements

  • Associate degree in legal studies
  • Paralegal certificate
  • Organisational abilities
  • Strong research and communication skills

Personalising Your Real Estate Paralegal Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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