Finding and Choosing a Self-Storage Manager: Strategic Steps to Hire Right

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By Kevin Bledsoe

One of the greatest costs a self-storage owner faces is that of finding, interviewing, hiring and training new facility managers. The time and energy associated with hiring the wrong person for the job can set back a self-storage operation at least six months. You want to get the decision right the first time or you will pay!

To ensure you’re choosing the best candidate, have a strategic process in place. This should include choosing the best places to search for qualified candidates, a process for reviewing applications, the qualifying phone interview, face-to-face interviews and, ultimately, offering the job to the right person. Let’s take a look at each step.

Find Candidates

To find the best candidates to fill a vacant position, start with employee referrals. Ask your best managers if they know of anybody they would personally recommend as a good fit for a manager position.

Next, post your open position on popular hiring websites such as Craigslist, Monster and Snagajob. It’s important to outline the educational requirements, areas of expertise and job skills needed when placing these ads. A detail-focused ad will help reduce the number of résumés you receive from people who aren’t qualified.

Lastly, spend time in the market where your facility is located. Visit retail locations, restaurants and apartment complexes to find people performing their current position at a high level.

Evaluate the Applications

The next step in this process is résumé evaluation. Start by reviewing the submissions of each applicant.

What do you look for when reviewing 70 to 80 applications? First, make sure each candidate meets most of the requirements you outlined in your job postings. This will help you weed out many of them. Second, review their length of time in each position on their résumé to ensure their work history is stable. Next, review the skill sets candidates use in each position and their level of expertise with each. Following these steps will help you eliminate 70 percent to 80 percent of the applicants who fail to meet your job criteria.

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