Storage Business Owners Alliance
30665 Northwestern Highway  Suite 100
Farmington Hills, MI 48334 USA
Toll Free: (248) 254-9000
(248) 254-9000
Phone: (248) 254-9000
Fax: (248) 538-4327

Essential Steps for a Better Hiring Process

Date: 7/7/2017

Adding a new member to your self storage team can represent a considerable investment. In fact, the costs associated with hiring a new employee can total nearly 20% of a yearly salary according to a report issued by the Center for American Progress. With costs being so high, self storage owners and managers need to ensure that their hiring efforts are as successful as possible.

To improve on your organization’s hiring process, utlize the following tips for success:

Discuss with internal stakeholders

You do not want to hire someone who is not a good fit. Therefore, be sure you know exactly what you are looking for in a new employee. Talk with managers, administrators and/or other employees about what they find most valuable in a team member. Additionally, identify specific needs and develop an understanding of the exact role for your new hire. This will enable you to begin the hiring process with a more targeted approach.

Craft a strong job description

While you should specify all expectations and the skills you wish to see in your new employee, do not simply list these ideas in a job description. As the job posting site ZipRecruiter found, the language you use can have a profound effect on the quantity and caliber of respondents you get. Something that is static or limiting will not resonate with high-level applicants, so you will need to write something that is dynamic.

The most qualified potential employees want opportunities to grow and expand so you may want to address this ambition. Consider including information that demonstrates your organization is a great place to advance a career.

Leverage multiple posting sites

Once you have an attractive job description, you will want to ensure it is visible to as many applicants as possible. There are dozens of sites that specifically host job openings, however your social media channels can be helpful resources as well. Let your followers know that you are hiring and be sure the post is as alluring as the description itself. Current employees may even voluntarily share these posts within their social networks.

Take the time to properly vet applicants

Crossing candidates off your list may take a bit of your time, however this is time well spent. As you receive applications, create a list of individuals who may be worthy of an interview. Meanwhile, anyone who sends emails, resumes or cover letters with obvious spelling or factual errors can be immediately excused.

A quick search online can be a helpful resource. Inappropriate social media posts may indicate that the applicant is not right for your organization. These candidates could also become a PR nightmare should you bring them on board.

Begin on the phone

For higher-level positions especially, you may want to have a few rounds of interviews. Using the phone or a video conferencing tool is an efficient and effective way to host a preliminary chat with a candidate. Use this initial conversation to gather background information and more surface-level perspective early on, so that an in-person interview focuses on more nuanced content.

This can be an easy way to see how an applicant might speak with clients over the phone or how well the individual can think on his or her feet. Likewise, stakeholders who may not be part of an official interview can meet a candidate over the phone and have an opportunity to offer input.

Ask for examples of past employment

You may find yourself charmed by a candidate who is well-spoken over the phone. Regardless, verify that his or her experience is accurate. This step will depend on the nature of the position in question, but it pays to ask a candidate for further examples of high-quality work or accomplishments.

Once you have this information, you can reserve in-person interviews with only the most qualified and impressive candidates.

Through a partnership with AlphaStaff, you can gain further assistance with the hiring process along with additional HR related processes within your self storage business. If you would like to learn more, please contact Vice President of Strategic Business Development, Jeniece Carter-Henson, at or at 727.365.6722.

NOTE: The information contained in this article is not legal advice or a substitute for legal counsel.