It’s no secret that it’s notoriously difficult to hire and retain good talent for self-storage facilities. Unless you’re a ‘big gun’ you’re likely running on limited staff. You don’t have an entire HR department to handle hiring and retention at your facility (or facilities). In self-storage, as in every business, success is often dependent upon your people. Having good, talented people is what makes your facility memorable. So where are all the good ones hiding, and how do you keep them around? We’ve partnered with a talent marketing agency, to share what you need to know about hiring and retaining talent at your self-storage facility.
“People are not your most important asset. The right people are.” – Jim Collins
Finding the right talent for your self-storage facility depends on several factors. If you are looking for someone with industry-specific experience you’ll want to promote your opportunity on a job board specific to self-storage such as https://www.selfstoragejobs.com/. According to Stacey Shaw, an industry expert, if you need to cast a wider net, post on popular general job boards like Indeed.com and ZipRecruiter. Placing a self-storage job on these sites will increase traffic and candidate interest as long as the job postings are well written.
So, what goes into a well-written job posting? One key component is the acrostic, WIIFM, which stands for ‘What’s In It For Me’. A WIIFM statement is the hook of your opportunity, it shares why the candidate should choose your facility for their next career move. That could be anything from a particular benefit you offer to a unique company culture. To reach your audience a self-storage owner will want to keep job postings detailed, but brief. Simple and straightforward; start with an overview of the position and its requirements, next, share a little about your company, and don’t forget to include the ‘WIIFM’ statement. That’s it. Indeed reports a 30% increase in applications for postings with descriptions in the 700-2,000-character range, so clarity and brevity are key.
Another source of qualified candidates you may want to consider is those working in the retail industry. Retail managers have dealt with a similar workload as a self-storage manager might experience. Retail traffic mirrors the kind of workload a self-storage owner might experience making them a compatible fit.
According to Stacey, hiring the right fit for the company culture is the best way to help improve retention rates. Skills and previous knowledge are extremely important but if you do not believe the candidate will be a good culture fit, you should keep looking. But after you’ve found that unicorn candidate how do you keep them around? Retention was one of the hottest topics at last year’s ISS Expo. And it really comes down to three things:
There are 7 specific things you can do to help improve your employee experience:
Sometimes, despite your best efforts, your team members leave. The best thing to do when that happens is to know exactly why they’re leaving. There are a couple of ways to do this according to our expert, Stacey Shaw. The first is to perform an exit interview to learn the reasons being cited by for leaving. The second resource for past employee grievances is to review your company reviews on Glassdoor and Indeed. Many of these individuals are pinpointing the issues they experience – bad pay, bad management, etc. all of which is valuable information to direct your efforts.
Here at Tenant Property Protection, we know that good managers are good for self-storage facilities. They fill vacancies, they sell boxes and packing tape and protection plans. They’re good for your business and good for ours. Good managers understand the benefits of our Protection Plans and can speak to the importance. They also know how to tell new tenants what measures they should think about to keep their property safe in their unit. The bottom line is, quality hires for your facility are good for the whole industry (but especially for you!)